Referrals Don't Work II
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Download the
Multigenerational Recruiting Slide Presentation done at OnRec by John and Bridget Sumser.
Reveille and Hyperbole:
The Second Annual Contingent Workforce Strategies
Summit
will feature case studies and success stories from ADC Telecommunications, Adobe
Systems, American Standard Companies, First Data, Intuit, Inc., Nike, Sun
Microsystems and Xcel Energy. Representatives from these companies will share
how they are using, managing and sourcing their contingent workforce. Produced
by Staffing Industry Analysts, Inc., the world's premier contingent workforce
analyst firm, the CWS Summit will be held October 25-26, 2006 at the Adam's Mark
Hotel in Dallas, Texas.
www.executivetrumpet.com, the service
that provides executive and management recruiters with quality targeted resumes
for free, has grown its recruiter network in the US to 4,200 executive
recruiters. ExecutiveTrumpet saves executive recruiters from filtering through
unsuitable candidates by sending them only very specific candidates. Candidates
are sent directly to the recruiter's email inbox.
You Should Know:
Australia:
Teachers get insight into resources sector
skills shortage
Perth teachers are touring the Pilbara as part of a scheme to address the
resource sector's skills shortage. Fifteen teachers are visiting sites including
the gas processing station for the North-West Shelf Joint Venture and Pilbara
Iron's Dampier port, to gain a greater understanding of the state's resources
industry. (ABCNorthwest)
Canada:
Faces of Canadian forces are 'changing'
Now mostly white men, the military seeks recruits from the South Asian community
Look at just about any picture of Canadians fighting in Afghanistan right now
and you're certain to notice one striking fact -- the majority of our soldiers
are white men. A recent internal survey of Canada's military confirms this, as
it showed only 2.2 per cent of our soldiers identify themselves as belonging to
a visible minority, and only 17.1 per cent are women. This, however, is
changing and the vanguard of that effort appears to be coming from a
closet-sized room in the heart of Surrey. There, 41-year-old Sgt. Huf
Mullick has spent the last four years specifically recruiting members of the
South Asian community, doing so the only way he knows how -- by targeting their
"hearts and minds." (Canada.com)
China:
Recruit plans free lunches to lure business
In a gimmick to see off competition from other online recruitment firms, Hong
Kong-headquartered media advertising company Recruit Holdings Ltd plans to offer
free lunches to corporate recruiters for five years. Regan Su, CEO of
1010job.com, Recruit's mainland online arm, said yesterday in Beijing that the
goal of the gimmick is to power the firm's rapid customer base growth. The
lunches are part of a bevy of free services the company plans to offer in its
drive for expansion across China. (People's
Daily)
Global:
Businesses using geographic
information are advantaging themselves in the commercial marketplace
Service providers are combining geographical data with search applications
delivered over the Internet, wireless telephony, Wi-Fi, WiMax and other methods
of increasing "techno-accessibility". These new services are producing
fundamental changes in the sources traditionally used by consumers to select and
evaluate purchases of goods and services. In turn, advertisers are following
their customers into these new opportunities.The application of geographical
information for geotargeting in local search services is 1) opening potentially
lucrative markets to companies capable of providing spatial search platforms and
2)increasing the ability of companies using these services to unlock new markets
for their products and services. (See this
table for examples of the types of
services available in the "local search" marketplace.) (Telemapics)
What Entrepreneurs Need to Know
Seeking customer feedback before rushing into sales, perusing business plan
contests, finding opportunities in social networking sites, and more
Before Rushing Into Sales, There's One More Step for Early-Stage Companies
Once your product or service development is completed, the temptation is to hire
a sales force or enlist distributors to ramp up as quickly as possible. But
because that ramp-up is often a ramp-bust, startup entrepreneurs and their
salespeople should "go through a market development cycle" first, says Mark
Leslie, a lecturer at the Stanford Graduate School of Business and the founder
and former chairman and CEO of Veritas Software, which merged with Symantec (SYMC)
in 2005. "The idea is that the more you talk to customers, and the more product
and market problems you solve, the more productive your sales staff will be."
(BusinessWeek)
One Monster, Many Opinions
New York-based Monster Worldwide, the parent of Monster.com, appears to lack
immunity to the mounting pressures of a Securities and Exchange Commission
investigation into alleged backdating of share options at more than 140
companies. On Monday, the company's chairman and chief executive officer Andrew
J. McKelvey resigned due to a belief that he could "no longer dedicate the
number of hours required" for the company's review of its stock options grants.
(Inside
Recruiting)
One of the great
sessions at the HR Technology Conference was
the Peoplesoft User Panel moderated by
Jason Averbook and including senior HR
executives from Intervoice, Capital One,
Carlson Companies, and Franklin Templeton.
Below are a few notes from the
discussion...(Human
Capitalist)
Oracle to pay $98.5M to settle Peoplesoft overcharging case
Oracle Corp. has agreed to pay $98.5 million to settle complaints that
Peoplesoft Inc., the Pleasanton-based software company it bought last year,
overcharged the government, the Justice Department said on Tuesday. Deputy
Attorney General Paul McNulty said the settlement with Redwood City-based Oracle
(NASDAQ:ORCL) begins a crackdown on waste, fraud and abuse in federal contacts
led by a new task force. (East
Bay Business Times)
Will Trendsetting Millennials Shun their Parent's iPod for
Zune and Sansa?
In July, the Solutions Research Group reported on iPod ownership demographics,
and aside from the obvious market share results (which, according to Piper
Jaffray, is 79% in the past 6 months), there was one statistic that might
represent an ominous sign for Apple in the short run. The biggest year over year
increase in iPod ownership: People between 30-49, who comprised 12% of iPod
owners in 2005, and 33% in 2006. (Millennial
Modes)
MIT looks to
give 'group think' a good name
Think about it as
conventional wisdom -- refined, and with the
negative connotation replaced by a healthy
dose of applied technology.With Friday's
public opening of the
MIT
Center for Collective Intelligence
(formerly the Center for Coordination
Science), researchers there hope to address
this central question: "How can people and
computers be connected so that --
collectively -- they act more intelligently
than any individuals, groups, or computers
have ever done before?" In anticipation of
the event, I put a few questions to CCI
Director Thomas Malone, a management
professor and author of the
"The Future of Work." (NetworkWorld)
US:
Taking the time to reward Gen X
Boomers may not grasp importance staffers place on
work-life balance
It didn't take accounting firm owner Richard Berkowitz
long to figure out he had a problem with his younger
workers during tax season. "When I told them it was
mandatory they come in on the weekend, they looked at me
like I was out of my mind." Mr. Berkowitz has discovered
what many boomers who lead their companies now face: For
most workers in their 20s and 30s, time is currency.
And, like most currency, few are willing to give it
away. It's a complex dynamic playing out in workplaces
across the country: A significant number of boomers
can't figure out why younger workers don't have the
pay-your-dues attitude they do. (McClatchy
Newspapers)
Deep Release (From Australia):
Recruitment market of the future
This month Hays across Australasia celebrates 30 years of
leading from the front in specialist recruitment. Looking back over the last 30
years, it's obvious a lot has changed, but what will the recruitment landscape
look like in the future?
Here we give our predictions for the recruitment market of the
future:
Skills migration:
We expect there to be increased strength and scope of international recruitment
organisations and stronger branding overall, as the global candidate pool is
accessed and most successful companies facilitate international and national
migration of skills. Many international professional bodies are already
beginning to recognise qualifications from other countries.
Increasing use of recruiters:
The use of recruitment consultancies will increase as businesses and government
organisations who advertise vacancies independently find their strategies are no
longer attracting the skills required in the candidate-short market.
Consequently there will be a movement away from in-house recruitment teams
towards specialist recruitment agencies who have the market reach and specialist
expertise needed to attract talent.
Implications for recruitment consultancies:
Skills shortages will change the way recruiters do business, with smaller
recruitment companies finding it difficult to source candidates, unless they are
in a niche market. There are likely to be fewer recruitment companies in the
market but the firms that remain will become larger, acquiring niche agencies in
the process.
Increase in temporaries:
The use of temporary staff will increase with the skills shortage as
organisations employ a temporary member of staff until a permanent employee can
be sourced.
Sector flexibility:
Flexibility surrounding candidate potential is critical to successful
employment. Yet employer expectations regarding specific sector experience
remain high and this limits the number of potential suitable candidates. A
candidate who has the desired "fit", attributes and skills but lacks experience
within a certain sector is still more than capable of fulfilling a job function.
Salaries:
We are beginning to see instances of salaries rising out of proportion to the
experience of candidates with skills in demand. This trend is expected to
continue as employers compete for necessary skills.
Training:
As the market becomes more competitive, employers will use training to not only
attract, recruit and retain the best possible talent for an organisation's short
term needs, but far sighted organisations will recognise they need to recruit
for the future by investing in the training and development of individuals who
fit the culture of their company and can develop the skills needed to meet the
organisation's needs longer term.
Aging workforce:
With a valuable knowledge base, the mature aged worker will become a highly
sought after resource. While many members of the current generation of
mature-aged workers have indicated they will start seeking part-time work,
training and up-skilling of this workforce will help keep them engaged.
Retention:
As the war for talent continues to intensify, retention will become an
increasingly important priority for employers. Some employers are already
utilising a range of retention strategies, predominantly based around
non-financial incentives, but while those strategies differ from business to
business, their aim is the same – to combat the increasing skills shortage and
ensure future business success.
Counter offers:
Company knowledge (and a likely higher replacement cost) is an asset employers
cannot afford to lose and we therefore expect an increase in counter offers for
resigning staff, despite the fact their success is rare. If a counter offer is
accepted we still caution concern as the original motivation for looking for
another role will remain unless addressed.
Employment branding:
Employment branding is one of the few long-term solutions to the skills
shortage. While most employment strategies are short term and reactive, building
an employment brand is a longer-term solution designed to provide a steady flow
of applicants. It will become critical to successful attraction of skills in the
future.
Hays' website contains a dedicated 30th birthday page at
www.hays-hps.co.nz/30 and
includes a guestbook where people can share their experiences of the workplace
30 years ago.
Hays is Australasia's leading specialist recruitment
consultancy, with 31 offices strategically placed around Australia and New
Zealand. In Australia over 8,000 temporaries are employed every week and
permanent jobs are found for over 20,000 people per year.
Deeper Still (From Canada)
Is your employer doing enough to hang on to you?
Annual meetings at Mexican resorts, subsidies for your pet's insurance, four
weeks of holidays for every new hire. Maclean's reveals what Canada's Top 100
Employers are doing to get through Canada's biggest job boom in more than a
generation.
There was a time when all it took to be considered a good
employer was to provide jobs for a lot of people, offer competitive wages, basic
benefits, make money and keep growing. Not anymore, according to the special
issue of Maclean's currently on newsstands.
With Canada in the midst of its biggest job boom in more than
a generation, millions of workers find themselves able to pick and choose
between career paths. Today's job hunter isn't just looking for a steady
paycheque but a constant challenge, and a career that's going to enrich life
away from the office. It's a tall order for executives, who must now keep their
employees as happy as their customers. But hundreds of employers are proving
themselves worthy of the challenge, and this year's compilation of Canada's Top
100 Employers, by Mediacorp, provides important insight into how to create the
kind of workplaces people brag about. Here are some of the tactics used by
employers who know what it takes to get the hiring (and retaining) edge:
- All staff received a $1,000+ bonus for record profits last year; recently took
everyone for a paid trip to Mexico (Spruceland Milworks Inc.).
- Paid birthdays off (Halifax Herald Ltd.).
- Vacations start at four weeks; up to five days off for volunteering at local
charities (I Love Rewards Inc.)
- Lakefront office has private dock, on-site fitness facility and outdoor
volleyball court (Patient News Publishing Inc.)
- Pet Insurance Subsidy (Ceridian Canada Ltd.)
- Eight in-house hockey teams for players of all skill levels (General Dynamics
Canada Ltd.)
- Maternity top-ups reach 80 per cent of salary for 27 weeks for birth and
adoptive moms; dads get same for 10 weeks (Alliance Atlantis Communications
Inc.).
About Maclean's:
Maclean's is Canada's only national weekly current affairs magazine.
Every week, Maclean's enlightens, engages and entertains 2.9 million readers
with strong investigative reporting and exclusive stories from leading
journalists in the fields of international affairs, social issues, national
politics, business and culture. Visit
www.macleans.ca.
Coming Soon:
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
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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 |
Experienced
Alumni Recruitment &
Career Management Conference
November 17-18, 2006
The University of Houston
$215
Register |
|
Bangalore HR Summit 2006
December 15 & 16, 2006
Leela Palace, Airport Road, Bangalore-1,India
$250
Learn More |
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