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Electronic
Recruiting
News

John Sumser presents the interbiznet Bugler

interbiznet presents The Bugler

November 14, 2006

Authoria
Read John Sumser's Electronic Recruiting News.

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Reveille and Hyperbole:
Gevity, a provider of software that helps companies recruit, retain and manage employees, has opened a full-service Charlotte, North Carolina office. This opening follows the third quarter opening of its newly created North Central region hub in Chicago. Additional full-service office openings planned in the fourth quarter of 2006 include Austin, TX and San Antonio, TX.

Jobsite  announced the launch of niche site Online Insurance Jobs – a specialist UK recruitment site for jobs in the Lloyds and General insurance markets.
Online Insurance Jobs is a niche site dedicated to providing the best insurance jobs and recruitment services for a range of specialist areas and industry professionals, including brokers, underwriters, loss adjusters, claims handlers and analysts.

ClearStar.net, a leading information provider for the employment screening industry, announced  that it has earned certified status in Microsoft Corporation's Partner Program. As a Certified Partner, ClearStar.net has demonstrated expertise with Microsoft technologies and proven ability to meet customer needs. Microsoft Certified Partners receive a rich set of benefits -- including access, training and support -- that give them a competitive advantage in the marketplace.

Denver, CO. Center for Talent Retention announces the formation of their first Talent Solutions Action Group to launch in early December for Talent Solutions users to share best practices on communicating, implementing, and taking action with the Talent Solutions. "The Center for Talent Retention's mantra is ‘without action, we have nothing'. Since taking action is our mantra, it makes sense to offer our Talent Solutions users time to network with each other learn how they are using the Talent Solutions to take action and share success stories" says Cindy Mustful SVP Center for Talent Retention.     She goes on to say; "When we started talking to our clients about this group there was overwhelming excitement and interest."

Following is the cultural profile of companies listed in Fortune's "100 Best Companies to Work For:"
1. A commitment to development and learning
2. Unique people practices
3. Supportive leadership
4. Financially secure
5. Health and well-being are encouraged
6. Employees are recognized and rewarded for contributions
7. Work-life balancing is supported by the organization
8. Work environments are positive and attractive
9. Diversity is valued by the organization
10. Organization structure encourages employee input.
- "Culture at Work: Building a Robust Work Environment to Help Drive Your Total Rewards Strategy" by G. Michael Barton. WorldatWork. 2006. 154 pages. Softcover. ISBN: 1-57963-158-4. Member price: $29.95. Non-member price: $39.95 USD.

Deck Chairs:
Robert R. Price, formerly serving as chief financial officer of Buy.com, has been named as chief financial officer of TheLadders.com of New York, New York. ... Judith Vance, previously serving as senior vice president and chief human resources officer of Moody's Corporation, is now the senior vice president and chief human resources officer of New York Life Insurance Company ... Robin Katzman of Lockheed Martin was elected president of the DirectEmployers Association. ...

You Should Know:
Australia:
Skills shortage forces rethink on apprenticeships

TRADITIONAL apprenticeships could be phased out and replaced by a two-year diploma as industry and the education system grapple with declining numbers of people entering trades. The TAFE sector is behind the proposal, which the Federal Government is believed to be interested in pushing the states to consider adopting. States are largely responsible for TAFE and vocational education. "Pretty much everyone acknowledges the apprenticeship system isn't working," the executive director of TAFE Directors Australia, Martin Riordan, said. "This is something that is already being offered but which could easily be expanded." (www.smh.com.au)

Do you like bananas?
There are 3 kinds of shortages that are regular news in Australia: the skills shortage, the water shortage, and (the topic of this entry) the banana shortage. Australia produces bananas in northern Queesland, somewhere near Cairns. They have protectionist laws that support the domestic industry by making it illegal to import bananas. This year, nearly the entire banana crop was destroyed by a cyclone, so this (see below) is what's passing for bananas these days. (Capturing Color)


Canada:
Ottawa boosts aid for new immigrants
Extra $307 million is aimed at programs designed to reduce skill shortages across Canada
Canada's acute skills shortage has persuaded the fe d e ra l gove r n m e n t to increase its funding for immigrant settlement outside Quebec by $307 million over the next two years.(PressDisplay)

Global:
Recommended blog - Charlene Li of Forrester

A very good blog is Charlene Li's blog. Charlene works for Forrester Research and according to her biography she "examines the ways new technology will affect how companies deliver information, content, and advertising, as well as how these changes will affect the businesses that provide these services. Charlene's current research agenda focuses on marketing trends, consumer search, social computing (blogs, RSS, podcasting, and social networking), consumer portals, media site design, local media, and online recruitment." Some posts of note include her take on Google's purchase of YouTube, calculating the return on investment in blogging and guidance on creating a blogging policy. She is clearly on top of the game. (Human Law)

Top Ten Tips for Launching a Recruiting Blog
You may be a reader of blogs. You may even participate in blog conversations through commenting. But, starting your own blog and becoming a ‘blogger' may be daunting. Such apprehension is often driven by a real fear of the unknown. While I can only speak for myself, there are a myriad of natural reactions / assumptions that may keep you from starting a blog: (
eXCELLER8ION)

India:
Summer stipend showers on XLRI
XLRI: In demand
The four-day summer internship programme of XLRI School of Business and Human Resources concluded on a successful note yesterday. Premier companies vied with each other to select 180 first-year students, both from the business management and personnel management and industrial relations courses. The students would take up projects in the companies in April-June next year. Two students from business management sealed deals with JPMorgan Chase, which offered the highest domestic stipend of Rs 2 lakh, followed by Yahoo! and Hay Group, offering Rs 90,000 each. (Telegraph)

IAF seeks to tap into young talent
With the Indian Air Force concerned about losing its pilots to commercial airlines, there is now a huge drive to try and bring in the best talent, which means that the high-flying dreams of people just got easier. Earlier for people like 25-year old Herojit, the journey from a small government school in Imphal to the prestigious Air Force Academy in Hyderabad wasn't simple. Herojit, like many others, initially wanted to be part of the army guarding the borders of his country. But with almost no information on how to join the armed forces, the road ahead seemed difficult. Also his father was not in the forces, and he hailed from a modest background and went to a little-known government school. (NDTV)

New Zealand:
New Zealand students may 'text-speak' in exams
New Zealand's high school students will be able to use "text-speak" -- the mobile phone text message language beloved of teenagers -- in national exams this year, officials said. Text-speak, a second language for thousands of teens, uses abbreviated words and phrases such as "txt" for "text", "lol" for "laughing out loud" or "lots of love," and "CU" for "see you." The move has already divided students and educators who fear it could damage the English language. (CNN)

US:
Wall Street opens to gay workers

Larry Chanen recalls the day, more than 20 years ago, when he realized he'd have to mask his homosexuality in order to advance on Wall Street. Chanen was driving through Manhattan with a senior partner at the law firm where he worked when two men dashed across the street in front of the car. "They're faggots. Let's hit them. It won't mean anything,'' the partner told Chanen, who's now 57 and head of bankruptcy-related litigation at JPMorgan Chase & Co. For the next 10 years, during which he made partner at the law firm, Chanen remained in the closet. He brought a lesbian friend as a date to company dinners. During the summer, he tracked when colleagues left work for their Hamptons weekend homes, trying to avoid being spotted getting off the same Friday night train at Sayville, Long Island. That's where the ferry leaves for the Pines on Fire Island, a popular gay beach resort. (Asbury Park Press)

Remaking Rockford: Time to attract young workers
A $50,000 study to find how Rockford can better attract and retain young and skilled workers is under way. We decided to do our own study — on the cheap — by asking readers "What would make Rockford cool?" You didn't disappoint. More than 40 readers sent emails talking about what Rockford does wrong, what it needs to do and, in some cases, what it's doing right. (ROCKFORD REGISTER STAR)

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Deep Release:
Employers Report Internships Lead to Full-Time Hires
Recent Poll by CareerExposure.com Finds 94 Percent of Employers Offer Full-Time Positions to Interns.

Internship programs are proving to be a "win-win" situation foremployers, according to a recent poll by CareerExposure.com. Over 90 percent of interns reported receiving an
offer for a full-time position within the organization following their internship.

"Internships are the ideal interview tool," said JillXan Donnelly, president of CareerExposure.com. "Employers have the opportunity to evaluate potential new hires and determine if the candidate is a good fit for the organization. At the same time, interns can use the experience to make great contacts, challenge their thinking  outside of the classroom and evaluate a company. The survey results point to internships as a 'must do' for  employers and job candidates."

The poll equally attracted women and men, who offered their perspectives on the essential career skills  developed during their internship experience. More than 95 percent of the respondents polled stated that their  internship helped to accelerate their career, as it provided an opportunity to obtain relevant work experience and  make connections in their industry of choice.

Respondents overwhelmingly agreed that internships provide real-world experience regarding a respective  industry and/or organization, allowing interns and employers to determine a fit prior to making an official  commitment. Interns have the opportunity to differentiate themselves from the pool of recent college graduates  seeking employment, while organizations can incorporate new ideas interns contribute based on their recent
learning.

Interns who responded to the survey offered their advice to employers on creating the perfect internship. Their  top three tips include:
1. Connect interns with mentors: Make sure that every intern has a specific contact within the company to help   them successfully navigate the corporation quickly and effectively. Remember, interns are only at the company  for a short time.
2. Be clear on expectations: From day one, make sure the interns know what is expected of them during the  internship and how they fit into your organization. And, as the internship comes to an end, take the time to debrief  them so you both know if they met the mark.
3. Make the most of the internship: Keep in mind that an internship should benefit your organization, as well as  the career development of the intern. Assign meaningful projects that allow the intern an opportunity to make a  contribution and offer up a fresh perspective to provide a greater benefit to your organization.

Additional resources to enhance recruiting initiatives can be found at http://CareerExposure.com , providing
employers with the latest tools they need to manage the recruiting and hiring lifecycle.

Contact Information:


Lisa MacKenzie

THE CAREER EXPOSURE NETWORK

http://www.careerexposure.com


503-225-0725

Coming Soon:
 
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November 17-18, 2006
The University of Houston
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December 15 & 16, 2006
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2007 Corporate Image Conference
January 25 – January 26, 2007
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Agenda
Human Capital Management Defense (HCMD) Annual Conference
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Multicultural Forum on Workplace Diversity
February 20 - 21, 2007
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St. Paul, Minnesota.
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Strategic E-HR Conference
Using Technology for Comprehensive Talent & Performance Management
February 28 – March 1, 2007
Coronado Island Marriott
San Diego, CA
$2,195
Agenda
2007 AESC Americas Conference: THE NEW RULES
March 7 - March 8, 2007
The Harvard Club
New York City, New York
Staffing Industry Executive Forum
March 12-15, 2007
InterContinental Hotel
Miami , Florida
$1,695
Register
Talent Management Strategies Conference
March 22 – March 23, 2007
Grand Hyatt
New York, NY
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Nursing Management Recruitment & Retention Conference
May 4-6, 2007
Chicago Hilton
Chicago, IL
 
 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

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Archived Issues:
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