Reveille and Hyperbole: Career publisher Vault Inc. just released its guide to the
nation's top banking employers, and Goldman Sachs ranks first overall in
prestige. Over 870 banking professionals took Vault's Banking Survey in 2006.
Participants were asked to rate banking companies on a scale of 1 to 10, with 10
being the most prestigious. Vault averaged the prestige scores, and the highest
average score belonged to Goldman Sachs.
For the fourth consecutive year,
Prudential Financial, Inc. (PRU)
scored 100 percent on the Human Rights Campaign's Corporate Equality Index (CEI)
for its inclusive practices for gay, lesbian, bisexual and transgender (GLBT)
employees, customers and investors.
workforceHRjobs, a new HR focused job board, recently went live.
WorkforceHRjobs.com offers flat rate pricing, a variety of job posting enhancements, including applicant screening tools, dollar-volume discounts and gross rates for qualified agencies, plus access to the largest audience in the HR category with 442,636 unique monthly visitors to workforce.com.
You Should Know:
St George joins innovative age management initiative
St George Bank have joined the ranks of companies serious about age management,
sponsoring an innovative new job board connecting over 40s professional job
seekers with organisations. St George Bank's sponsorship and support of
Adage.com.au puts them at the forefront of the global age management challenge
which has seen companies seek new ways to tap into mature talent as the number
of younger job seekers dwindles and 85% of new labour force growth comes from
the over 45s. (MatureMarket)
Why Traditional Resume Mining and job board sourcing doesnt work well
outside the United States
Shally Steckerl, Manager, Core Technical Central Sourcing Team, Microsoft Corp
Traditional resume mining and job board sourcing doesn't work well outside the
United States. Very few global sourcing departments have been able to use their
"standard" techniques successfully worldwide. In many cases separate strategies
must be created for each of the worlds regions, but in every case local customs
and idiosyncrasies have deep impact on sourcing tactics. The Internet is a
cultural phenomenon, and like most other cultural phenomenon it has different
meanings or interpretations even within the cultural subgroups of one nation. As
a result, a highly flexible, centralized multi-tiered approach must be made.
Soucing Centers that develop International expertise by channels and not regions
will be successful. (OnRec)
Beware Unofficial Web Traffic Stats Warns The IT Job Board
Be wary of unauthorised website traffic statistics warns The IT Job Board
The IT Job Board, www.theitjobboard.com, is to provide additional service
information to employers hiring IT professionals. The online recruitment
specialist has registered with media industry data measurement body, ABC
ELECTRONIC (ABCE), to provide monthly, independently-audited, website traffic
statistics that provide organisations with accurate, objective figures on the
number of potential candidates viewing their online job advertisements. The IT
Job Board is also the only site of its kind to monitor application activity. The
most recent figures published show The IT Job Board has almost 400,000 unique
users per month, a significantly higher number than its nearest competitor in
the niche online IT recruitment sector. The IT Job Board's statistics also drill
down to reveal that 177,113 visitors clicked the "Apply Now" button for the
positions in which they were interested, which converts to around 125,000 actual
job applications. Rival sites do not provide this level of detail. (ITBackbones)
Blogs Start Job Boards
Sites like GigaOm and TechCrunch are rushing to list help-wanted ads, but is
there room for all?
The next wave after blogs targeted at particular interest may be niche job
sites. On Friday, GigaOm, the blogging network started by former Business 2.0
writer Om Malik, launched its own job board. The board, which charges $200 per
listing, plans to make itself the destination for job listings from
telecommunications, broadband, and networking companies, particularly for
positions at the managerial levels. (RedHerring)
GolfSurfin.com offering 'White Glove' service for job seekers
GolfSurfin.com has developed a new, effective marketing tool for candidates
seeking employment in the golf industry. Our "White Glove" service guarantees
maximum and timely exposure to hiring managers.No other recruiting source has
the technology and marketing prowess to get your resume in front of leading golf
companies as quickly and effectively as GolfSurfin.com' "White Glove" service. (WorldGolf)
India: Jet Airways' COO, VP (HR) quit
In a move that could give a jolt to premier private carrier Jet Airways, two of
its top executives, including the chief operating officer, on Thursday put in
their papers. Dale Moss, who joined the airline as COO in May this year,
resigned from his post today, aviation sources said. Sarat Chandran, Jet`s Vice
President (Human Resources), also quit, the sources said, without giving reasons
why the two executive moved out. (Zee
"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
StepStone is named as the most popular e-recruitment
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
Traditional Employer Characteristics Remain Most Popular Among Job Seekers, Accenture Survey Finds
Employers that offer interesting work, regular recognition and rewards, and opportunities for quick advancement are the most popular targets for job seekers, according to the findings of a global recruitment survey released today by Accenture (NYSE: ACN).
Another key finding: Job seekers don't place as much value on such increasingly popular programs as corporate citizenship and diversity as they do on traditional benefits such as robust rewards programs and personal growth opportunities.
The purpose of the survey, which queried more than 4,100 job seekers in 21 countries in North and South America, Europe and the Asia Pacific region, was to identify the most-valued career goals of both entry-level and experienced job seekers.
The findings indicate that challenging and interesting work is the most important characteristic that job seekers look for in prospective employers, selected by 60 percent of all respondents. The potential for recognition and reward for their accomplishments was a close second selected by 58 percent of respondents.
Rounding out the top five characteristics of greatest interest to job seekers were: opportunities for fast career growth (44 percent); indications that the employer is well established and is likely to have long-term prosperity (42 percent); and indications that a company has a particular focus on its people (42 percent).
"Interestingly, we found that what is considered important to potential recruits was remarkably consistent across geographies," said John Campagnino, Accenture's global director of recruitment. "Also notable was the fact that while we know from our own employees that corporate social responsibility and diversity are important employer characteristics - things our employees demand and place high value in - the research also validated what many of us intuitively know: namely, that more tangible benefits such as rewards and recognition are most important from an external recruit's perspective."
Key survey findings:
Employer Characteristic Priorities of Job Seekers % of Respondents Selecting Employer Characteristic Priority
Challenging and interesting work 60%
Recognizes and rewards accomplishments 58%
Provides an opportunity for fast career growth and advancement 44%
Financially strong/will prosper in the long run 42%
Offers flexible work arrangements 41%
Team-oriented environment 27%
Global company 26%
Offers a variety of work 26%
Collaborative environment 17%
Committed to the community/corporate citizenship 16%
Diverse workforce 16%
About the Study
As part of a comprehensive global recruitment study to identify job seekers' priorities, Accenture conducted an online survey of more than 4,100 entry-level and experienced potential employees in 21 countries: Australia, Brazil, Canada, China, Czech Republic, France, Germany, India, Indonesia, Italy, Japan, Korea, Malaysia, Philippines, Singapore, Slovakia, South Africa, Spain, Thailand, the United Kingdom and the United States. Accenture conducts this research as part of its ongoing efforts to ensure that the company remains competitive and relevant and continues to attract top talent. The fieldwork was conducted between November 2005 and March 2006.
About Accenture Accenture is a global management consulting, technology services and outsourcing company. Committed to delivering innovation, Accenture collaborates with its clients to help them become high-performance businesses and governments. With deep industry and business process expertise, broad global resources and a proven track record, Accenture can mobilize the right people, skills and technologies to help clients improve their performance. With more than 133,000 people in 48 countries, the company generated net revenues of US$15.55 billion for the fiscal year ended Aug. 31, 2005. Its home page is www.accenture.com.
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