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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.
Hire better, smarter, faster.
Hire the best with Authoria Recruiting.
Join our webcast on September 27-hear about Reuter's success with Authoria Recruiting and learn how you can Master the Ultimate Staffing Metric: Quality of Hire. Sign up now.
Authoria Recruiting 2006 is a next-generation recruiting solution that helps you:
- Understand exactly what talent your managers need.
- Find the best sources.
- Target and attract the highest quality candidates.
- Hire top talent and track their success.
The most widely-used enterprise recruiting solution on the market, Authoria Recruiting helps our customers manage private talent pools totaling over 11 million candidates.
Find a smarter way to hire. Sign up for our September 27 webcast.
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)
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
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 |
|
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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