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Electronic
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John Sumser presents the interbiznet Bugler

interbiznet presents The Bugler

October 13, 2006

Referrals Don't Work II
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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)

What PeopleSoft Customers Are Saying...

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.

TopUSAJobs.com: Guide to Top Specialty Boards
Where Top Candidates Seek Career Opportunites
Accounting / Finance JobsintheMoney.com
Accounting / Finance CareerBank.com
Call Center CallCenterJobs.com
Consulting ConsultingCareerQuest.com
Diversity DiversityJobs.com
Drivers / Trucking JobsInTrucks.com
Employee Benefits BenefitsLink.com
Enviro/Occup. Health & Safety EHSCareers.com
Executive RiteSite.com
Executive NETSHARE.com
General JobKite.com
Health / Medical HealthJobsUSA.com
Health / Medical NurseTown.com
Hispanic / Bilingual LatPro.com
Hotels / Hospitality HOTELScareers.com
Human Resources Jobs4HR.com
Insurance GreatInsuranceJobs.com
Logistics JobsInLogistics.com
Manufacturing JobsInManufacturing.com
Regional - DE, NJ, NY, PA JobCircle.com
Regional LocalCareers.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


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
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
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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