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Read John Sumser's article in the Electronic Recruiting News.
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Reveille and Hyperbole:
HRmarketer.com members have a secure location to network with marketing peers, "talk shop" about recent campaigns and even review job postings, with the launch of the industry's first online social networking community aimed at companies that sell HR products and services.
In response to the success of Grapevine's Employee Evaluator, a web-based software used to create, launch and analyze employee evaluations released in 2003,
Grapevine has released Employee Evaluator Lite Edition. Targeting 360 first-timers and those needing a quick, professional evaluation for a specific individual(s) within a small team or department, this simplified, template-driven solution is even easier to use and allows evaluations to be done in just a matter of minutes.
30-Day Free Trial Offer to the first 500 corporate users: http://www.grapevinesurveys.com/Request_Free_Trial.aspx
Sutherland Global Services, a leading multi-national Business Process Outsourcing (BPO) provider, ranked second on the Global Services 100 list of Best Performing Managed Services Providers. Sutherland was further rated fifth on the Best Performing BPO list globally. According to Global Services magazine which publishes the Global Services 100 list, these rankings were based on a demonstrated pattern of market leadership, innovation and customer service.
Improving overall management of customer relationships is a key factor driving improvements in contract mangement on the sell-side according to 43 percent of respondents to a recent study by the Aberdeen Group. The study, "Contract Management: The Quote-to-Cash Cycle," which is available for a limited time to CRMToday.com visitors, highlights how crucial it is for companies to investigate their options for investing in contract management software to grow their businesses (http://www.crm2day.com/library/50350.php).
Deck Chairs:
Monster, the leading global online careers and recruitment
resource and flagship brand of Monster Worldwide, Inc., announced the
appointment of Steve Cooker as senior vice president and general manager, Monster Government
Solutions (MGS). In his new role, Mr. Cooker will be responsible for the overall development
of the MGS organization as well as oversight of the new focus on the public sector.
...
You Should Know:
US:
Turnover Rates Cause Concern for Organizations
According to the Compensation Data annual survey of more than 5,300 employers, the total turnover rate was 17.6 percent this last year. The difference between the voluntary and total turnover rate was just 5.9 percent, which means most employees are leaving on their own accord.
With the competition for top performing employees heating up, companies are looking for new ways to attract and retain their best employees. According to the Compensation Data annual survey of more than 5,300 employers, the total turnover rate was 17.6 percent this last year. The difference between the voluntary and total turnover rate was just 5.9 percent, which means most employees are leaving on their own accord.
While the voluntary and total turnover rates have changed little over the last two years, a recent report from Yahoo! HotJobs predicts those number will change in 2007. The study says nearly half of the 5,000 U.S. workers surveyed plan to search for a new job this year. Reasons for a switch included increased salary, potential for job growth and better benefits.
(Compdata Surveys)
Deep Release:
Shortage of IT Talent Key Drives Companies Towards Contractors
Limited supply of business savvy technical experts fuels robust contractor market, says Granite Solutions Groupe.
The battle between line managers and HR managers over staffing strategies continues to rage, says Granite Solutions Groupe. A continuing tight labor pool intensifies this tension between HR recruiting managers and line managers needing to fill positions to get their work done.
Contractors become increasingly attractive in this conflict, as the labor pool ages and the need for both hard and soft skills increases. Areas of expertise and business processes continually overlap, with technology tying it together - and the business/IT knowledge workers needed to make it all happen are in demand like never before.
"Technical expertise alone is not enough in filling many product and IT positions, which increasingly must understand the key business drivers in their respective areas," says John Henning, Granite Solutions Groups director of business development. "Our clients find more need for product and IT contractors with deep business acumen and strong interpersonal skills. This profile tends to appear more with age -- younger workers often need time to develop the business experience. Yet even among more experienced workers in the current labor market, this profile is not readily available."
To better their chances of finding candidates and contractors who understand business, Henning suggests that HR keeps current a deep candidate pool, and also affiliates with trusted external recruiting resources. Companies often don't know when staffing needs will reach a critical point where tensions can erupt. For example, Henning noted that one of its clients, a large national financial institution, completely reversed its position on hiring contractors within a three-week period -- much due to pressure from line managers.
A number of business scenarios typically drive the decision to hire contractors versus full-time employees. These include immediate staff augmentation, where project deadlines dictate speedy hiring timeframes; the need of the organization to reduce long-term financial commitments, as when staffing a growth spurt that may not last; and the ability to take advantage of non-budgeted opportunities, such as an unanticipated business opportunity that would strain current staffing levels. Contractors can also reduce management overhead, including the needs for regular performance reviews and HR administration involvement.
Additionally, corporations often find hiring a contractor helps direct focus and maintain accountability. A company may run across an unplanned yet lucrative opportunity, while putting the work onto existing staff may distract their attention to day-to-day opportunities, and accountability for the unplanned work often suffers. A contractor focused on the task can maximize the opportunity and maintain accountability, and not be distracted with other normal duties.
To download Granite's complete set of business drivers that impact recruiting in today's hot labor market, along with the top 10 Best Practices in the use of contractors, visit http://www.granitesolutionsgroupe.com/business_drivers.php.
Granite's contract consultants have the domain expertise and delivery track record today's businesses need without the high hourly rates associated with more traditional consulting firms. And since Granite is a recruiting firm, not a consulting firm, they are motivated to place contractors that can easily be converted to full-time employees when the situation calls for it, an increasingly popular method for acquiring new talent.
About Granite Solutions Groupe
Granite Solutions Groupe (Granite) is a San Francisco based recruiting firm that specializes in recruiting and placing highly-skilled senior-level Project Managers, Business Analysts, IT Managers and IT Contractors at global firms throughout the financial services and IT Market. They can be contacted online at www.granitesolutionsgroupe.com.
This press release was distributed through eMediawire by Human Resources Marketer (HR Marketer: www.HRmarketer.com) on behalf of the company listed above.
John Henning
Granite Solutions Groupe, Inc.
888-220-3524
www.GraniteSolutionsGroupe.com
Deeper Release:
Kenexa Research Institute Uncovers the Two-Year Itch
-The Importance of Driving Employee Engagement:
Satisfaction Increases with Tenure-
Research conducted by the Kenexa Research Institute (KRI), a division of
Kenexa, a leading provider of talent acquisition and retention solutions, in December 2006 revealed a downward pattern in employee engagement levels. Much like the popular romantic comedy that illuminated marriage's "Seven Year Itch," KRI has uncovered a "two-year itch" that's disruptive to the workforce. More than 840,000 responses collected from U.S. and U.K. multi-national companies show that new hires are most excited and engaged during their first few months on the job (72%), but that during the sixth through 18th month, their satisfaction levels decline. By the end of year two, instead of focusing on their jobs, odds are that they're focusing on finding a new one!
Jeffrey Saltzman, Kenexa's New York Practice Leader, said, "These findings are of critical importance to employers. A workforce that continually churns creates enormous expense and substantial employee morale issues, and significantly reduces a company's competitive advantage." He continued, "Employees who are disengaging from the workplace represent a tremendous amount of lost value. Not only did the organization expend tremendous resources to get that employee in the first place, resources which may now be squandered, an unengaged employee negatively impacts organizational effectiveness in such areas as customer interactions and relationships, productivity, innovation and growth. This pattern of disengagement represents an opportunity for companies to increase their performance if the disengagement pattern is addressed proactively and managed."
Despite the dismal statistics (a full 57% of new hires are disengaging at the two-year mark), KRI's research shows that the longer an employee stays with an employer, the higher the levels of satisfaction and engagement (76% at year 16 and 72% for those on the job 20 years or more.)
Saltzman observed, "Whether in the U.S. or U.K., the longer term employees, who are of course the survivors of the ‘two-year itch,' once again become more engaged and committed. By taking the appropriate measures to get employees past the ‘two-year itch,' employers can reap the benefits of their investments in recruiting, training and development and build a higher-performing workforce."
The Kenexa Research Institute has studied the relationship between employee attitudes and business outcomes, including customer satisfaction, employee retention and management effectiveness. KRI's research helps organizations to better understand: 1) how employee attitudes impact key performance indicators and 2) what components of the work environment are most critical for engaging employees and achieving sustained business growth. This information helps Kenexa's clients improve customer loyalty, increase efficiencies and ultimately increase their bottom line.
About Kenexa
Kenexa Corporation (NASDAQ:KNXA) provides outsourcing, employee research and software to help organizations more effectively recruit and retain a productive workforce. Kenexa solutions include applicant tracking, employment process outsourcing, onboarding, skills and behavioral assessments, structured interviews, performance management, multi-rater feedback surveys, employee engagement surveys and HR Analytics. Headquartered in Wayne, Pa. (outside Philadelphia), Kenexa employs more than 1,200 people worldwide. More information about Kenexa and its global locations can be accessed at www.kenexa.com.
Coming Soon:
Human Capital Management Defense (HCMD)
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February 13 -16, 2007
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on Workplace Diversity
February 20 - 21, 2007
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Strategic E-HR Conference
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February 28 – March 1, 2007
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San Diego, CA
$2,195
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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
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Miami, Florida
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Australasian Talent Conference
March 20, 21 & 22, 2007
Hilton Sydney
Sydney, Australia
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Talent Management Strategies Conference
March 22 – March 23, 2007
Grand Hyatt
New York, NY
$2395
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Nursing Management Recruitment & Retention
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May 4-6, 2007
Chicago Hilton
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Executive Search Summit 2007 Spring
May 21, 2007
Hotel Nikko
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2007 Top Employer Summit
March 22-23, 2007
Toronto
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