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Electronic
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News

John Sumser presents the interbiznet Bugler

interbiznet presents The Bugler

December 12, 2006

Lean Staffing VII: Flow
Read John Sumser's Electronic Recruiting News.
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- Staffing Strategies: Can You Find, Recruit, and Retain the Talent You Need?

Reveille and Hyperbole:
Web2Corp (OTC BB: WBTO), a leading web 2.0 technology company, has announced that it will be launching a new member to its extensive network of sites, a video job matching service, JobMatchPro.com. With JobMatchPro.com, employers will be able to show the position with video. That will open the potential job candidate's eyes to what the position offers, showing them the actual place they will be working. On the other hand, the employer will see just what the potential candidate has to offer and make the determination if that person could fit within their company. JobMatchPro.com is similar to well-known online resume hosting services Monster.com, Careerbuilder.com, and HotJobs.com, but it offers a unique improvement. It will allow users to post resumes and search for job openings world-wide, but also both job seekers and employers can post video to accompany their resumes as well as the job openings published on the site. By including video along with the traditional text resume profiles, job seekers will be able to give potential employers a better sense of who they are, demonstrating their creativity or sharing their skills by live example. Employers who post positions will be able detail the job offering with specific interview questions while sharing the environment, workspace, or location of a specific job.

IIC Partners, Executive Search Worldwide, a global organization of independent, retainer-based search firms, has added executive search firm Harvey Hohauser & Associates to its roster.

Mamma.com Inc., a provider of Internet search and online advertising services, has launched MammaJobs.com, a new vertical search engine that gives job seekers free access to millions of jobs from thousands of company Web sites, job boards, newspapers and associations. Powered by Indeed.com, Mamma.com allows users to search jobs using job titles, skills, company names and their location to find the most relevant and freshest jobs matching their searches. "Mamma.com and Indeed.com share the common goal of creating a quick and simple search experience," said Paul Forster, Indeed's CEO "We're delighted to provide Mamma users with a most comprehensive job search experience - one that enables job seekers pinpoint the best jobs for them." With the addition of MammaJobs.com to its product line, the company now has three vertical search engines: Mamma Health powered by CloserLook, Mamma Videos, soon to be released in beta and powered by Pixsy.com, and the recent Mamma Jobs powered by Indeed.com.

Deck Chairs:
David B. Warhol, previously serving as director staffing and workforce development of Zachry Construction Corp., has been named as vice president human resources of IAP Worldwide Services  ... Hilda West, former head of global talent management at Autodesk, has been named senior vice president human resources of LeapFrog Enterprises, Inc.... Patrick Molquin has been named as vice president human resources of Kronos Incorporated ... Patricia A. Ippolit is now senior vice president human resources of United Retail Group, Inc.... John Klinestiver, who was senior vice president worldwide human resources of Maxtor Corporation, is now vice president human resources of Atmel Corporation... Executive search firm DHR International has added Lynn E. Butler as executive vice president in the firm's Silicon Valley office.... DirectEmployers Association, a non-profit consortium of over 200 leading U.S. employers, has elected Robin Katzman as president for 2006-2007. Ms. Katzman is currently a program manager for staffing services at Lockheed Martin. She succeeds Ray Schreyer, IBM Corporation's program manager, Internet recruiting strategies who will continue on DirectEmployers' board of directors and will serve the coming year as past-president.

You Should Know:
Last Week in the News...

  • U.S. mortgage applications rose 8.1% for the week ending December 1, fueled by a surge in home-refinancing loans as interest rates sank to their lowest levels in more than a year, the Mortgage Bankers Association (MBA) said December 6. The MBA's seasonally adjusted index of refinancing applications rose 13.7%, while its seasonally adjusted purchase index rose 4.9%.
  • The service sector of the U.S. economy also perked up in November, the Institute for Supply Management (ISM) reported December 5. The ISM non-manufacturing index of activity rose to 58.9 in November from 57.1 in October, ahead of analysts' forecast of 55.5. A reading above 50 indicates expansion.
  • Wages and benefits increased at an annual rate of 2.3% in the third quarter, much slower than the 3.8% advance previously estimated, the Commerce Department said December 5. Analysts said the downward revision should ease inflation fears at the Federal Reserve.
  • Orders to U.S. factories decreased 4.7% in October, the sharpest fall in six years, the Commerce Department reported December 5. Wall Street economists had expected only a 4.5% decline.
  • The number of workers filing claims for unemployment benefits fell by 34,000 to 324,000, the largest decline in six months. The decrease was in line with economists' expectations. Meanwhile, private employers in the United States created 158,000 net new jobs in November, according to the Automatic Data Processing Inc. (ADP) employment index, released December 6. It was the largest gain in the ADP index since June.
  • This week look for updates on the trade deficit on December 12 and retail sales on December 13.


Global:
iCIMS Positioned in Industry Analyst Firm's E-Recruitment Software 2006 Research Report
iCIMS, a leading Software-as-a-Service (SaaS) provider, today announced its inclusion in Gartner, Inc.'s Magic Quadrant for E-Recruitment Software, 2006.¹ iCIMS was one of 15 vendors positioned in the magic quadrant that provide Internet recruitment applications for the full requisition-to-hire process to companies with more than 2,500 employees. (dbusiness news)

Group mentality
As social-networking tools sites such as MySpace and Facebook, blog-hosting services such as Wordpress, Vox and LiveJournal, and even "wiki" tools such as JotSpot or Socialtext become more a part of the mainstream, companies of all kinds are looking for ways to incorporate those tools into their businesses, a development many people are starting to call "Enterprise 2.0." In order to meet that kind of demand, a new group of companies are emerging that can provide those kinds of tools and services in an easy-to-administer package, for groups or companies — large and small — who want a "turnkey" solution. One of the companies that offers that kind of software is called Ning.com, and was co-founded by Marc Andreesen, formerly of Netscape. Another is a Toronto firm that I wrote about recently called PikSpot, which launched last month. (
Globe and Mail)

Salary.com's Profit Test
"Path to profitability." Several years back, that was the buzz-phrase describing what the hundreds of money-losing start-ups, born in a devil-may-care financial environment, would need to avoid an early death. The term fell out of use when it became obvious that any start-up approaching the public markets would need to show, if not a history of turning a profit, then a very good case it could be profitable soon. (TheStreet.com)


US:
MEASURING THE SUCCESS OF HIRING MANAGERS
Nearly half the store managers at one company's 40 convenience stores/gas stations in MO started as entry-level workers who were hired by the preceding store manager. That's a healthy success rate for store managers who identified and groomed their successors. Does the company have great hiring managers? Or, is it just lucky? Unfortunately, it's hard to tell because the company, like many companies, doesn't evaluate hiring performance of its managers. Who were those managers who picked the applicants who went on to succeed? How did they make their hiring decisions? Could the criteria they applied be adopted by other hiring managers throughout the company?  (HR Magazine)

Recruiters are also expecting a busy holiday hiring season this year
Seventy-one percent of recruiters said they are confident or very confident the employment market will improve in the next three months--compared with 61% in October 2005. During this period of time, the executive search industry is expecting a 23% increase in the number of six-figure job assignments received from corporate clients. (Leading Edge)

Deep Release:
Diversity Survey Identifies Key Issues for Improving Retention of Minority Professionals Within Finance Firms
Recognizing the "Domino Effect" That Leads to Departure Critical First Step; Mentoring Programs & Institutional Priorities Key

The Robert Toigo Foundation, in collaboration with Heidrick & Struggles, today released findings from its "Retention Returns: Insights for More Effective Diversity Initiatives" survey of more than 300 young professionals of color working in finance. The findings point to a distinct pattern of events that ultimately lead to the voluntary departure of professionals of color and offers finance firms recommendations to help reverse the trend.

The Toigo Foundation conducted Retention Returns to provide finance firms with insights into current diversity initiatives and ways in which retention efforts might be improved. Conducted in collaboration with Heidrick & Struggles, a global executive search firm that works closely with major corporations to address executive talent recruitment and retention issues, the survey captures viewpoints of professionals of color within the field of finance — the very individuals finance firms' diversity programs are designed to attract and support.

"Retention Returns findings echo the challenges many finance firms have long grappled with in building and retaining diverse teams. It is clear from the findings, new approaches and new thinking are needed if finance firms are to create an environment in which professionals of color can thrive and contribute," said Nancy Sims, president of the Toigo Foundation. "The strong response to the survey by young minorities underscores their passion for building their finance career. We want to remain a valued source of input to industry on these issues."

"Understanding and finding ways to effectively address the workplace challenges that professionals of color are experiencing is imperative for today's finance firms that want to employ teams as diverse as the client markets they serve," said Michael Franzino, Chairman, Global Markets and Practice Managing Partner for Heidrick & Struggles' Global Financial Services Practice. "First-hand feedback from the best and brightest minority talent working in finance underscores the need for finance firms to carefully evaluate what is working, and what is not, and move forward with different approaches."

Key Survey Findings

Survey findings coupled with insights and actions for addressing the issues are presented as part of four key themes:

Cycle of Departure: While the circumstances leading to the decision to leave are different for each individual, Retention Returns' findings and focus group discussions showed that most voluntary departures fall into a predictable, often avoidable, pattern. For young professionals of color, the cycle typically begins with limited access to key deals, which in turn leads to lack of visibility, and lack of proportionate rewards/recognition. Ineffective advocacy or internal support was also identified as an important factor in the cycle. Recognizing the pattern, identifying what triggers the cycle, and adopting focused approaches for addressing the issues are important initial steps to address retention challenges. The report identifies several areas in which firms should consider as part of their efforts to address the "domino effect" of departure and improve retention.
Mentoring Matters: Mentoring and networking have long been considered cornerstones of talent development. However, the survey findings indicate that it may be time for organizations to carefully evaluate programs to realize better returns. Of those surveyed, 75%-plus indicated a feeling that mentoring was considered as moderately important or not at all important in their organizations. Based on the survey responses, one-third of employers invest time and resources to actively monitor their mentoring programs. The structure of a formal mentoring program, who is involved, how accountability is assigned and reviewed are all factors in the overall success of the program.
Performance Management: Survey respondents viewed their employers' delivery of clear and consistent feedback on their job performance as adequate, with only 33% indicating either "extremely" or "very" clear and consistent feedback. Informal modes of communicating feedback relating to job performance and recognition — including email exchanges with supervisors, office discussions and one-on-one meetings outside of work — were identified as inconsistent when compared to those used for non-minority peers. Too often, young professionals of color are outside the informal circle of exchange and, as a result, feel disconnected from their workplace. Knowledge and informal exchanges critical in the workplace and professional development are too often out of reach.
Institutional Priority: Finance firms truly committed to reversing the cycle of departure by professionals of color need to go beyond stand-alone solutions and examine deeper, more systemic issues. While more than one-third of survey participants indicated their firms communicate a diversity mandate from the most senior levels of leadership, a nearly equal number of respondents indicated their firms have no institutional efforts in place to address minority retention. Fewer than 20% indicated that their firms effectively utilize diversity committees as a way to solidify diversity efforts. To make diversity an integral part of the culture will require a wholesale shift in the way many aspects of performance assessment and rewards compensation and bonuses are awarded.
"Linking retention goals and practices to a manager's compensation sends a clear critical message that retaining a diverse workforce is a critical part of a firm's success, and those who contribute to the effort will be rewarded," added Sims. "We know this approach is controversial, and such a dramatic shift in processes and thinking will be challenging. We also believe it is a critical step for improving finance firms' diversity retention."

Survey Demographics

Approximately 500 professionals of color were contacted to participate in the Retention Returns survey, with more than 300 (60%) responding. The respondents included full-time professionals (260 total) and second year MBA candidates (40 total). The data and themes presented in the report focus on issues raised by the 260 respondents employed full-time. The survey was conducted online, with follow-up focus groups in New York, Chicago and San Francisco to gather additional information on key themes.

The demographic mix of survey respondents includes 62% African American, 24% Latino, 8% Asian/Pacific Islander, 2% Native American and 4% who identified their ethnicity as other. Respondents represented a mix of finance industry sectors, including asset and wealth management, investment banking, private equity, real estate, corporate finance and alternative investments. Nearly 70% of respondents have been with their current employer for less than four years — a critical timeframe in the employer/employee relationship.

About The Robert Toigo Foundation

As a partner to the finance industry, the Robert Toigo Foundation (www.toigofoundation.org) serves as a catalyst by inspiring and supporting people of color to pursue careers in finance. The Foundation provides a lifetime of leadership training, mentoring and coaching, careers services, as well as merit-based awards to incoming Fellows. Its network of minority professionals numbers 500 strong working in all areas of finance and at all levels of leadership. Through its partnership with finance firms and Fortune 500 corporations, Toigo seeks to promote positive, productive and supportive environments where these talented professionals will thrive.

About Heidrick & Struggles

Heidrick & Struggles International, Inc. (www.heidrick.com) is the world's premier provider of senior-level executive search and leadership consulting services, including talent management, board building, executive on-boarding and M&A effectiveness. For more than 50 years, we have focused on quality service and built strong leadership teams through our relationships with clients and individuals worldwide. Today, Heidrick & Struggles leadership experts operate from principal business centers in North America, Latin America, Europe and Asia Pacific.

 

TopUSAJobs.com: Guide to Top Specialty Boards

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
Insurance GreatInsuranceJobs.com
Logistics JobsInLogistics.com
Manufacturing JobsInManufacturing.com
Regional - DE, NJ, NY, PA JobCircle.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:
 
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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