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Reveille and Hyperbole:
Today marks the first day of
Shally Steckerl's campaign to
revolutionize the research and sourcing industry. Over the years Shally has
trained, mentored (and learned from) many successful individuals, and he has
openly shared his knowledge with thousands of people who would listen, but those
efforts have mostly been at the grass roots level. Shally has achieved his goals
of being surrounded by some of the industry's best minds, and been fortunate to
have had the honor of learning from and working with companies like Microsoft,
Google, Coke, Cisco and Motorola.
Monster, the leading global online careers and recruitment
resource and flagship brand of Monster Worldwide, Inc. (MNST),
and the National Association of Manufacturers (NAM), the nation's largest
industrial trade association, announced that Monster has been chosen to
power the NAM Job Bank. As part of this agreement, members of the NAM - job
seekers and employers alike - will benefit from direct, customized access to
Monster's comprehensive tools and resources. The alliance also provides Monster
the opportunity to proactively reach more than 12,000 members of the nation's
largest industrial trade association. "Follow the Golden
Rule." It's one of the first lessons many parents, teachers and ministers like
to drill into young minds: Do unto others as you would have them do unto you.
When it comes to referral networking, though, the Golden Rule doesn't shine. If
you really want to succeed in networking, say the authors of a new book called,
"Truth or Delusion: Busting Networking's Biggest
Myths" (Nelson Business, ISBN 0785223207), you need to follow what Tony
Allessandra calls the Platinum Rule: Treat others the way they want to be
treated.
Trumba
Corporation, a developer of innovative
event marketing technology, announced that The New York Times
has selected its Trumba Connect solution to publish, promote and
communicate automotive and career event information on its
NYTimes.com Autos and Job Market sites. Trumba Connect helps
organizations increase event awareness and attendance and connects
them with their audiences through a comprehensive suite of tools
that includes a hosted, interactive web calendar, email and
reporting services.Using Trumba Connect, the NYTimes.com Automotive
and Career Event Calendars have been transformed into interactive,
highly-communicative online event calendars enabling users to easily
find events relevant to their own interests and geographic
locations, and then add those events directly to their own personal
calendars. For the global auto industry, the Automotive Events
Calendar provides a comprehensive resource of auto industry insight
and information, including upcoming auto shows, auctions and other
events of interest to auto enthusiasts. For job seekers, the Career
Calendar offers a wealth of information on upcoming job fairs,
networking events and resume workshops.
The Deloitte Research Leading Index of Consumer Spending
increased this month, as real wages rose and initial unemployment claims showed
a large decline.
"The first rise in real hourly earnings in more than two years -- as a result of
falling energy prices -- along with a sharp fall in initial unemployment claims,
are good signs for consumers and the economy," says Carl Steidtmann, chief
economist with Deloitte Research and author of the monthly index. "Housing
market values continue to be a question, but energy prices continue to show
downward momentum and consumer purchasing power continues to improve. Going
forward, mild weather could accelerate that improvement." (Full
Release)
Kenexa® (KNXA),
a leading provider of talent acquisition and retention solutions,
announced that it has completed its acquisition of BrassRing, a leader in
on-demand talent acquisition software. Originally announced October 6, 2006, the
acquisition of BrassRing extends Kenexa's ability to deliver global human
capital management (HCM) products and services. "Together, we expect that Kenexa
and BrassRing will intensify its operational strength through the combination of
our respective R&D, product management, and services teams. Most of all, this
merger means that our customers will have access to an even more expansive suite
of products and services, as well as an intensified global support network,"
said Rudy Karsan, Kenexa's Chief Executive Officer. Kenexa financed the
approximately $115 million purchase price for the acquisition through a
combination of cash and $65 million in borrowings under a new $75 million credit
facility that the Company entered to in connection with the closing of the
transaction.
Bullhorn, the global leader in On Demand,
front office staffing and recruiting software, continues to forge major
milestones and set industry-leading standards in On Demand service delivery for
the staffing and recruiting industry by processing a record six million
transactions in a single day. Bullhorn's 7,000 users clicked on dynamic links,
or requested actions that required processing, more than six million times in
one day, demonstrating staffing and recruiting firms' widespread use of Bullhorn
to generate, source and fill job orders in the shortest time possible. Bullhorn
also delivers more than one million emails on a daily basis.
With the recent shift of power in the U.S. Congress, pending
immigration reform legislation has moved to forefront of the political agenda
and, when passed, will make a substantial impact on human resource departments.
"The expected legislation will provide a path to legalization for an estimated
9.5 million undocumented immigrants in the U.S. After years of debate, Congress
can now pass the necessary measures to address this issue crucial to not only
those immigrating to the U.S., but also those corporations and U.S. citizens
that depend on their daily contributions," commented Robert Meltzer,
VISANOW CEO.
You Should Know:
Global:
Job hopping often bounces candidate off of
hiring lists
If your resume looks like a laundry list of short job stints, your career may be
headed nowhere. According to a recent survey from Robert Half Finance &
Accounting, nearly nine out of 10 chief financial officers said that the length
of time a candidate has spent at previous employers is a somewhat to a very
important factor in evaluating them for a position. Only 10 percent said it
wasn't important. (Tribune)
Monster online job index rebounds
The Monster Employment Index for Europe, which tracks job vacancies posted
online in five countries, rebounded to 126 in October as healthy economic
activity boosted hiring intentions, a report showed on Tuesday. "The economic
picture in Europe is very positive, with the European Central Bank not only
raising its forecast for growth in 2006, but also providing a very optimistic
outlook," said Peter Dolphin, CEO, Monster Worldwide Europe. "In the last six
months we have seen the index rise a full ten points, as businesses across
Europe have looked to the online recruitment market to grow their workforce and
respond positively to this period of growth." The rise in the index from
September's 124 reading came as Britain, France, Sweden and the Netherlands --
four of the five countries covered by the survey -- reported greater online job
availability last month. Only Germany remained flat, with its index staying
unchanged at 119. (Reuters)
A matter of styles
In today's workplace, baby boomer tenacity doesn't always mesh with Gen Xers'
laid-back approach
Workplace generations
- Traditionalists:
Born through 1945. About 10 percent of the U.S. work force. They trust
hierarchy and authority and can be surprised when others do not. They use
their institutional experience and intuitive wisdom to face changes in the
workplace.
- Baby boomers:
Born from 1946 to 1964. Nearly 45 percent of the work force. They were the
first workaholics, not because it was the right thing to do, but because it
was necessary to advance. Boomers tend to be gifted at political
correctness, having changed the social order by saying the right thing at
the right time to the right person. They traditionally found their "worth
ethic" in their work ethic but now seek a healthy work/life balance.
- Gen Xers:
Born from 1965 to 1980. Roughly 30 percent of the work force. Having started
their career during the most profound economic change since the Great
Depression, they rely on their technological acuity and business savvy to
stay marketable. Entrepreneurial, they don't believe any person or
institution will see them through. They want to get in, get the work done
and move on to the next thing.
- Millennials:
Born from 1981 to 2000. Nearly 15 percent of the work force. This digital
generation contains high-speed stimulus junkies with just enough skepticism
(like the Xers) to keep them asking questions, political savvy (like the
boomers) to know who's who, and respect for character development (like
traditionalists) to incorporate individual responsibility into their jobs. (Baltimore
Sun)
Global HR BPO Competitive Landscape Favors Efficiency and Scale: IDC
As the HR BPO market continues to grow, IDC's research indicates that the
barriers for entry are rising at the high end of the market despite increasing
market interest in HR BPO services
by Global Services Global Services Human Resources (HR) BPO is the
fastest-growing segment of HR services, and will grow at a CAGR of 16% in the
U.S.A., reaching $18.9 billion in spending by 2010, according to a recent report
by IDC. The research found that most companies today, even midsized firms, are
launching operations outside of the country housing their headquarters. (Global
Services)
UK:
PR recruitment - are you breaking the law?
One month on from the introduction of the Government's new age discrimination
legislation, VMA Group is holding an event at which anyone involved in the
recruitment of PR professionals can judge for themselves whether they are
complying or breaking the law! For instance, did you know that a candidate only
needs one perceived discriminatory fact from the recruitment process to put
forward a case for discrimination? (OnRec)
US:
Salary.com files for $50 mln IPO
Salary.com Inc., which provides on-demand compensation management products, said
on Monday it is planning an initial public offering of as much as $50 million
worth of common stock. (Reuters)
Firms can get $50,000 for hiring Iraq veterans
President Franklin Delano Roosevelt once called on Americans to give men and
women who served in the military a "square deal" as they returned to civilian
life. Now some six decades later, veterans are seeking that same courtesy as
they come home from Iraq. "They are running into problems finding jobs. That's
an absolute fact," said Ed Simmons, regional veterans coordinator, New York
State Department of Labor. Employment prospects are particularly grim for the
nation's youngest veterans. Data released by the U.S. Department of Labor last
month put the jobless figure for veterans ages 20 to 24 at 11 percent. (Buffalo
News)
Outsourcing: Its time may have finally come
Outsourcing always seems to be on the verge of becoming the next big thing. Time
and again, we hold our breath and wait for the opportunities to surge forth,
only to be left merely breathless. But this time could be different. As staff
writer Roseanne Gerin explains in her front-page story, there are many factors
at play today that finally could put that opportunity engine into high gear. The
effects of pending retirements of many government workers, as well as the
reluctance of new college graduates to make government a career, are well known.
But also at work is the personnel squeeze caused by the war on terror. That vise
tightens as increasing numbers of civilians are shifted into defense jobs left
vacant by uniformed personnel taking on combat roles. Tight budgets also are
forcing agencies to look for more efficiencies. (Washington
Technology)
Calif., Ohio papers outsourcing ad jobs to Indian firms
Advertising production jobs at the Contra Costa (Calif.) Times will be
outsourced to India, according to a story posted by the paper Nov. 11. The
newspaper said Express KCS, a firm that bills itself as "India's leading media
preparation business," will take over ad production operations within the next
several months. Its clients include prepress firms, ad agencies and retailers.
Express KCS Chief Executive Officer Robert Berkeley confirmed the Times'
account, but declined additional comment. John Armstrong, an executive with
MediaNews Group, which bought the Times and San Jose (Calif.) Mercury News
earlier this year, couldn't be reached for comment before deadline. (Newspapers
and Technology)
Deep Release:
Dice Inc, the leading provider
of specialized career sites and career fairs, announced the results of
the second Dice Tech Appeal Index, a semi-annual study of professionals from
within and outside the technology industry that gauges the overall interest
in working in the IT field as compared to other industries.
The study found that
technology professionals remain overwhelmingly satisfied and strongly loyal
to the technology field. Ninety-five percent of respondents reported that
they were somewhat or very satisfied in their current job, and 93 percent
said they intend to stay in the IT field for at least the next six months.
Technology professionals also continue to recommend IT as a career over any
other industry, with 83 percent likely to recommend technology to others, as
compared to just 63 percent for healthcare and 47 percent for financial
services. Comparatively, 62 percent of non-tech adults would recommend a
career in technology, 66 percent would recommend healthcare, and 43 percent
would recommend financial services.
The survey also found
that the great majority of tech professionals cite the ability to keep their
skills up-to-date as a strong area of concern (82 percent). Further, when
asked to assess their employers' encouragement and support of skills
development, one-third of tech professionals say it is "only fair" or
"poor." Only 26 percent rated their employers' performance in this area as
"excellent," with 40 percent of respondents rating it as "good."
When employers do support
their tech employees' skills development, they most often provide in-house
training (37 percent), followed by tuition reimbursement for college courses
(32 percent) and reimbursement for professional courses (28 percent). Only
26 percent of employers offer time off to attend courses and just 18 percent
offer monetary rewards or promotions to employees that obtain new skills or
update existing ones.
"Customers often ask us
what they can do to foster loyalty and reduce turnover among their
technology teams," said Scot Melland, CEO and president of Dice Inc.
"Employer sponsored training and professional development programs are
excellent ways to build the overall technical capability of an organization
while addressing a key career issue among tech professionals. If the team
members are able to stay current and grow within an organization, they have
less reason to look elsewhere. You rarely find such an ideal win-win
situation."
Additionally, the study
found shifts in the reasons for job satisfaction among technology
professionals. Tech pros citing "opportunities for advancement" as a primary
reason for satisfaction at their current job dropped from 21 percent in
February to just 12 percent in October. Job satisfaction due to salary also
slightly declined in this edition, with 28 percent of respondents citing
good pay as driver of satisfaction, as compared to 34 percent in the
previous wave of the study.
While a strong majority
of tech professionals are concerned about keeping their skills up-to-date,
only 37 percent are worried about their job being outsourced to a foreign
country. Notably, non-tech professionals are more likely to be concerned
about the issue, with 43 percent reporting that they were very or somewhat
concerned about their job being outsourced.
The October 2006 Tech
Appeal Index score for technology professionals was 121, down from 124 in
the previous study, while the score for non-tech adults was 104, down from
105. The ratings indicate that the level of interest in a technology career
as compared to other industries remains steady among both groups.
The Dice Tech Appeal
Index serves as a measurement of a person's inclination to recommend the IT
field to others as opposed to another industry.
A value of 100 indicates that a person would recommend the IT field and
other fields equally, while a value above 100 indicates a stronger
likelihood to recommend technology as a career. Dice Inc.
conducted the survey among a nationally representative sample of more than
1,000 adults over age 18, including an oversample of 562 adults currently
employed in IT positions. The margin of error for the sample of non-tech
adults is +/-4.7 percent and the margin of error for the sample of tech
professionals is +/-4.1 percent. Interviews were conducted by telephone
between October 7 and 14, 2006.
For more information on
Dice and its resources, please visit: http://about.dice.com.
About Dice
Dice Holdings, Inc. is the leading provider of
specialized career sites and career fairs for high growth vertical sectors.
With a 16-year track record of meeting the ever-changing needs of companies
and recruiters, our specialty focus and exposure to highly skilled
professional communities enable employers to reach hard-to-find, experienced
and qualified technology and engineering, accounting and finance, capital
markets, and security-cleared candidates.
Dice Holdings, Inc. provides services to help
recruiters, consultants and businesses hire and train highly qualified
professionals through its six businesses: Dice, the leading online career
site for technology and engineering professionals (www.dice.com);
ClearanceJobs.com, the premier secure job board focused exclusively on
candidates with active or current U.S. Government security clearances (www.clearancejobs.com);
eFinancialCareers, the leading global career site network for jobs and
career management in investment banking, asset management and securities (www.eFinancialCareers.com);
jobsinthemoney.com, the leading targeted career site for accounting,
finance, retail banking and wealth management professionals in the United
States (www.jobsinthemoney.com);
Targeted Job Fairs, the leading producer of career fairs and open houses for
technology and engineering, and security-cleared candidates nationwide (www.targetedjobfairs.com);
and MeasureUp, a leading destination for IT certification practice tests,
assessments and online courses (www.measureup.com).
Coming Soon:
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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 |
2007 Corporate Image Conference
January 25 – January 26, 2007
Westin New York at Times Square
New York, NY
$2395
Agenda |
Human Capital Management Defense
(HCMD) Annual Conference
February 13 -16, 2007
$1,797
Arlington, VA
Register |
Multicultural Forum on Workplace Diversity
February 20 - 21, 2007
St. Paul Rivercentre
St. Paul, Minnesota.
$495
Register |
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
$2395
Register
|
Nursing Management Recruitment & Retention Conference
May 4-6, 2007
Chicago Hilton
Chicago, IL
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