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Electronic
Recruiting
News

John Sumser presents the interbiznet Bugler

interbiznet presents The Bugler

September 14, 2006
 
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AUTHORIA WEBCAST FEATURES REUTERS:
Mastering the Ultimate Staffing Metric: Quality of Hire
Reveille and Hyperbole:
The Human Capital Institute (HCI), a global professional association and educator in talent management strategies, and TalentTrack, a recruitment process outsourcing firm, announced today that TalentTrack will sponsor HCI's Recruitment Process Outsourcing (RPO) education and research track. The track is one of several topics addressed in HCI's Talent Acquisition community of interest, a community HCI considers critical to organizations working to leverage human capital.

Korn/Ferry International (KFY), a premier global provider of executive search, outsourced recruiting and leadership development solutions, announced first quarter fiscal 2007 diluted earnings per share of $0.31 compared to $0.27 in Q1'06. Diluted earnings per share was $0.33 in Q1'07 excluding the effect of implementation of SFAS 123(R) in the quarter.

SilkRoad technology, inc., the leading provider of human resource talent management solutions, achieved record results in the second quarter of 2006, the company announced today. SilkRoad's strong performance was the result of the growing popularity of the Life Suite™ of web-based talent management solutions. In the recently-ended second quarter of 2006, SilkRoad posted the highest quarterly sales figures in company history, growing by more than 100% over the first quarter, while adding more than 50 new corporate clients. With six months still remaining in the year, SilkRoad is well on its way to its best year since its establishment in 2003.

PeopleFilter® Technology, developers of the PeopleFilter applicant tracking system (ATS), announced its relationship with Frisco, Texas-based HRchitect, a premier human capital management (HCM) consulting firm. HRchitect is also the acknowledged leader in applicant tracking systems consulting and implementation services.


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You Should Know:
India:
`Ins and outs' of automation
Technology companies hiring talent receive a flood of applications. See how software addresses the logistics nightmare to lighten the load on recruiters. "Four years ago, a project that involved processing 25,000 CVs would take maybe three months — today we can complete a comparable project in one-and-a-half months, a significant reduction."  (Hindu Business Line)

HR outsourcing, the next big thing
The Yankee Group, a US research and consulting firm, estimates that the worldwide HR outsourcing services (HRO) market will grow to $80 billion by 2008, at a compounded annual growth of 12 per cent, with non-core transactional duties such as payroll and benefits administration increasingly outsourced (particularly in the US) rather than conducted in-house. Kelly HRfirst, the staffing alternatives business unit of employment services firm Kelly Services, reckons that about 85 per cent of all US businesses outsource at least a portion of their HR functions. (Rediff)

Free e-recruitment
Bangalore-based ITS Institute, specialising in training call centre professionals, has launched a free e-recruitment system. All that the job seekers need to do is attend an online test by logging to www.itsinstitute.com . Candidates scoring 50 per cent or above marks in the test will be interviewed by the human resources department of the call centres over the phone. (The Hindu)

MindTree out to teach errant staff a lesson
MindTree, a $100 million software services company based in Bangalore, announced to have taken initiatives to stem the malpractices indulged in by a section of employees hoodwinking the employers for gains by any means. The move comes close on the heels of the initiatives undertaken by some frontline companies like Wipro. According to MindTree, the company asked around 10 per cent of the people it had hired during the last financial year to leave the organisation as they were found to be indulging in malpractices – ranging from false experience certificates to fake payslips. MindTree hired close to 800 people during 2005-06. (Tech World)

Outsourcing hurdles
HR outsourcing has become a here-and-now, commonly accepted business practice in India. That the opportunity is limitless is evident from the fact that recruitment process outsourcing (RPO)—a subset of the total HR outsourcing market—will alone account for a worldwide business of $30 billion. The reason for the rapid growth of outsourcing is obvious. Given the mounting amount of paperwork, HR departments in many companies have ballooned into mini-empires, struggling to manage a typhoon of paperwork and keep down the cost of staff. (Business Standard)

Employee referrals: the flip side
Employee referrals are the most popular hiring process, but organisations have to be cautious and avoid the common mistakes, writes Sudipta Dev. Ask the HR head of any IT company what is the favourite recruitment process, and the answer will be only one—employee referrals. Interestingly, this strong support for employee referrals often turns out to be the factor responsible for its biggest handicap—it is always assumed to be working in the best possible manner (without being used optimally). People refer those candidates whom they know well, consequently those who happen to be the best in the industry for a specific vacancy are left out. This leaves many gaps in the employee referral process and a list of necessary precautions that need to be taken. (Express Computer)

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UK:
"Practical skills crucial to recruitment process"
Survey shows employers not happy with current skills crop
In a recent YouGov poll, just over two-thirds of employers admitted to saying that school and college leavers lack the necessary practical skills valued by industry. Coming on the back of yesterday's Confederation of British Industry (CBI) statement regarding the literacy and numeracy capacities of today's teenagers, educational foundation Edge conducted its own survey earlier this year carried out by YouGov. The study also found 76% of adults believe that too much emphasis is placed on academic learning. (Further Education News)

StepStone is named as the most popular e-recruitment solutions
tepStone has emerged as the leading provider of e-recruitment software for UK retailers. That's according to new research, published by consultants Hire Strategies, which reveals that StepStone's i-GRasp is the e-recruitment application of choice for retailers. Analysing the e-recruitment capabilities of 145 of the UK's large, medium-sized and small retailers, Hire Strategies has found that 32% of respondents have implemented an Applicant Tracking System (ATS) from a third party software vendor. 29% of respondents utilise their own bespoke ATS software, which typically was developed in-house. Another 16% stated that although they do not currently use any form of e-recruitment applications, they do intend to review such software in the next six to 12 months. (OnRec)

US:
Applicant Tracking Solution Delivers Abundant Reporting Metrics While Increasing Productivity and Efficiency for Recruiters
Job seekers want an effortless experience when searching online for career opportunities and, at the same time, corporate recruiters long for a smooth solution to streamline the hiring process and create efficiencies in finding high quality talent for their organization. Recognizing an opportunity to improve its recruiting approach, technology leader Internap Network Services (News - Alert) Corporation traded in its existing applicant tracking system (ATS) for a more robust solution. Internap's selection of iRecruiter™ from iCIMS has enabled the recruiting department to build a bounteous database of qualified candidates, gain efficiencies in its approval process, improve communication to internal and external audiences, ease compliance requirements and take advantage of powerful reporting capabilities. (TMCnet News)

Deep Release:
Virtual Candidate Coaching is Changing the Recruiting and Placement Landscape
Independent recruiters, search firms, and placement companies have a new tool to give their job candidates a competitive advantage. Using Job Hunter Pro's virtual candidate coaching system, they can help their job candidates outperform other candidates for the same job. This translates into more placements and a better bottom line.

The Internet has dramatically changed the face of the recruiting and placement business. On an average day, more than four million American adults go online seeking information about jobs.

Online job searches are easy and often result in a flood of applicants for each job opening. This makes it increasingly difficult for placement professionals to make their candidates stand out from the crowd.

Fortunately, just as independent recruiters and placement companies turned to the Internet for sourcing job candidates, they can now use the Internet to give their candidates a competitive edge. It's called "virtual candidate coaching" and it is designed to improve placement success by enhancing a job candidates' presentation and interview skills.

It's obvious that candidates who interview well are far more likely to receive job offers. Yet, because of high volumes and time constraints, most recruiters refer candidates to the hiring company with little or no attention to job interview coaching. The result is that otherwise qualified candidates often fail to get the job offers they deserve.

Eptiva's Job Hunter Pro Virtual Candidate Coaching system solves this problem. It enables recruiters to provide end-to-end job interview coaching via their own one-of-a-kind candidate coaching web portal.

For less than $10/month, a recruiter can have a web portal that provides his or her candidates with the tools they need to do their best during the job interview. Virtual candidate coaching can be a stand-alone solution or seamlessly integrated with an existing website. Recruiters without a website get a web presence in the process.

Customization and profile-based logins facilitate providing a personalized user experience. Recruiters even have the option of posting their job openings via administrative access to a personal job postings module.

Virtual candidate coaching is an example of how independent recruiters, search firms, and placement companies are using Recruitment Process Outsourcing (RPO) to become more efficient and productive. Plus, it's a value-added service that job candidates really appreciate.

Those interested in learning more about RPO and virtual candidate coaching can visit the Job Hunter Pro website at www.jobhunterpro.com .

Contact Information:
Jeff Rogers
(858) 922-7036
EPTIVA, LLC / Job Hunter Pro

TopUSAJobs.com: Guide to Top Specialty Boards

TopUSAJobs.com: Guide to Top Specialty Boards
Where Top Candidates Seek Career Opportunites
Accounting / Finance CareerBank.com
Accounting / Finance JobsintheMoney.com
Call Center CallCenterJobs.com
Consulting ConsultingCareerQuest.com
Diversity DiversityJobs.com
Diversity Asian-Jobs.com
Drivers / Trucking JobsInTrucks.com
Employee Benefits BenefitsLink.com
Enviro/Occup. Health & Safety EHSCareers.com
Executive NETSHARE.com
Executive RiteSite.com
General JobKite.com
Health / Medical NurseTown.com
Health / Medical HealthJobsUSA.com
Hispanic / Bilingual LatPro.com
Hotels / Hospitality HOTELScareers.com
Human Resources Jobs4HR.com
Insurance GreatInsuranceJobs.com
Logistics JobsInLogistics.com
Manufacturing JobsInManufacturing.com
Regional LocalCareers.com
Regional - DE, NJ, NY, PA JobCircle.com
Retail AllRetailJobs.com
Tax Specialists TaxTalent.com
Telecom / Wireless TelecomCareers.net
For more Specialty Boards, visit:
The
Employer's Corner on TopUSAJobs.com
marketing@TopUSAJobs.com

Deeper Still:
Companies Failing to Maximise ROI in Recruitment Process
Companies Failing to Maximise Investment in Psychometrics Due to ‘Silver Bullet' Mentality and Disconnect Between HR and Line Managers

Change management and training consultancy, cda, believes that a worrying number of companies are failing to realise the maximum benefit of utilising psychometrics as an integral part of their recruitment policy. As well as restricting the full development of staff potential, it is also damaging return on investment.

An increasing number of organisations are using psychometrics (60% according to the CIPD Recruitment, Retention and Development Survey 2006) as part of the recruitment process. This is not cheap, with costs typically averaging up to several thousand pounds once training and licences have been taken into account. Nevertheless, it is recognised as an investment worth making because the comprehensive use of psychometrics in recruitment and beyond will result in a ‘better-fit' recruit who is more likely to meet the full requirements of the employer, remain in place longer, contribute more to the company and provide a better return on investment.

Worryingly, however, a significant percentage of firms using psychometrics are only doing so within the initial recruitment procedure and are not then continuing to apply this approach as part of the on-going development process.

"We encounter too many instances of what we call ‘Silver Bullet' mentality," says Lisa Michelangeli, psychologist at cda. "While there has been an increased recognition of the value of psychometrics, there can be an assumption that its integration into the recruitment process is a guarantee that it will result in a calibre of recruit who will have a long term positive impact on the organisation.

"Some firms are not achieving full-value realisation of their investment because they do not use the outputs of the psychometrics to inform development beyond the recruitment stage. For example, if a group of individuals is recruited, the outputs of the personality assessment can inform the development of the team and how they interact with each other. This is an example of the invaluable opportunities that we encounter organisations not always making the most of.

"Psychometrics are not a one-fix cure-all but have to be an integral part of the on-going development process."

Consultants with cda also report that this situation can be exacerbated by a gap between HR and line management. Too often the HR function is involved only in the hiring (and firing) process and not in the continuous employee development, which can be regarded by line managers as their particular domain.

Lisa Michelangeli continues:

"Given the sums of money companies are investing, we believe that it is essential for business leaders to ensure that their HR experts are educating and then supporting line management in incorporating the output of psychometrics into the various stages of the employee lifecycle.

"For example, when line managers are trained in benefits such as the objective basis for performance management that psychometrics can provide, they embrace the practice wholeheartedly. However, it does need the business leaders to instigate clear policy to ensure that the essential instruction and on-going support is properly implemented by HR and incorporated by line management. Leaving it to chance is not good enough."

CONTACTS:
Lisa Michelangeli, cda
Tel: 0113 2733273 or

Alistair McLean, Acumen
Tel: 0131 624 1155


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

Kennedy Information presents
Recruiting 2006
November 8-9, 2006
New York City, NY
$1,195
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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