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BERT (Recruiting Blogs feed)
Reveille and Hyperbole: BoB (Best of the Blogs)
HotJobs Case Study: Vertical market entry
strategy the key
HotJobs
is a consumer facing online job search engine and back-end
system that provides tools for employers to post, track, and
manage job openings. Founded in 1996, the site grew to
become the #2 job board when it was acquired by Yahoo! for
$460M in 2001. By that time it was generating $120M in
revenue per year. (Startup
Review)
Modern Online Career Portals – The
One-Stop Shop
In the not-so-recent-past, job seekers had to spend hours upon hours walking
around visiting companies and career consultants hoping to get a good job.
They had to pour over newspapers and job listings for hours and then call up
every prospective employer to ask for an appointment. But the advent of the
Internet has changed all that. Now one of the most effective and efficient
ways to look for a job is by using online career services. Unlike days past,
the new online job services offer comprehensive advice concerning
interviews, resume writing, and even career coaching – all at reasonable
prices, and some services are free of charge. (College
Recruiter)
Trust and Social Networking
Social networking on the web is hot. Many sites talk about trust. They tell
us something about trust in cyberspace—and about trust in general. Think
four archetypes: Zagat's, Amazon, eBay, and LinkedIn. (Trusted
Advisor)
$1m migrant site has just two job ads
A $1 million Government recruitment drive to link New Zealand employers with
skilled overseas migrants has attracted adverts for only two vacancies this
year: a nurse and a hairdresser. The Government admits that the website
NetworkZ Online is not up to scratch and is reviewing it. The Immigration
New Zealand website aims to attract skilled foreign workers to help ease the
country's skills shortage. (NZHerald)
Staffing Executives: Send this to your
boss
The world of job recruiting is changing at an ever faster clip. What are you
and your company doing keep up? In this first installment of a new weekly
series, we'll take a look at the factors causing a seismic change in the
recruitment process. (Itzbig)
Cynical and Grumpy Employees are Better
Problem Solvers
In a recent Justjobs.com post, How to Increase Your Creativity and Be
Promoted at Work, the theory is put forth from a Rice University study that
grumpy people are more creative problem solvers in the workplace. The study
hoped to determine why some people move up corporate ladders faster than
others and what traits distinguished those who advanced quickly from those
who advanced slowly or not at all. The post explains the study conducted by
Jing Zhou, a professor at Rice: (Insourced)
What are you doing about the baby boomers
retiring?
You might have heard that there are some troubling signs in the economy, the
global market sell-off, housing starts down. Yet what is Ben Bernanke most
concerned about? Baby Boomers retiring. The Chairman of the Federal Reserve
wants to know what you're doing about it. (Director
of Recruiting)
Comings and Goings: Porter Novelli announced that Susan Kushnir has joined the agency as senior vice president, global director, knowledge development and learning.
In this role, Kushnir is responsible for all leadership and professional development, training and knowledge management for the agency. Kushnir reports to Greg Waldron, Porter Novelli's chief talent officer.
Survey Says:
Big Changes Ahead for Succession Management
Two-thirds of organizations with formal succession plans anticipate changing them; 75% cite the need to integrate with other talent management processes.
According to a recent survey conducted by the Institute for Corporate Productivity (i4cp -- formerly HRI), two-thirds of organizations with formal succession planning programs intend to change them in the coming years. A mere 9% of respondents say they have no plans to make changes, and 25% are not sure what they are going to do.
The results of this survey indicate a very serious concern regarding the shortage of talent. The majority of respondents with succession plans in place said that they suffered from a lack of qualified candidates
Most of the planned changes in succession planning boil down to three factors: integration, technology, and objectivity. The survey found that among the organizations that intend to change their programs, 75% cite the need to "integrate succession management with other talent management processes." More than half (55%) plan to use new technologies, and 52% want to make evaluations more objective.
"The results of this survey indicate a very serious concern regarding the shortage of talent. The majority of respondents with succession plans in place said that they suffered from a lack of qualified candidates," says Jay Jamrog, Senior Vice President, Research at i4cp. "Moving forward, it is going to be critical that organizations more effectively integrate succession planning with development programs in order to increase the number of skilled candidates in the succession pipeline."
About half of the survey respondents also pointed to a lack of effective ways to track high-potential leaders and to share, sort and update data. According to i4cp, the survey findings indicate that there is a deep need in the industry for technologies that can integrate succession planning with performance management and leadership development, allowing organizations to better track high-potential employees.
"As the former EVP of People for Wal-Mart Stores, it is good to see that HR is realizing the important correlation between their organization's sustainability and succession management," said Coleman Peterson, CEO of Hollis Enterprises and a strategic advisor to i4cp. Peterson is also a frequent keynote speaker on succession management. "Today I'm a member of three public company boards and am chair of the compensation committee for each," Peterson continued. "I am encouraged to see that more and more boards are placing succession management high on their agendas."
The Succession Management Survey 2006 was conducted by i4cp in conjunction with HR.com and includes responses from 799 organizations. For more information about this survey, or to receive a full copy of the results, please contact Greg Pernula at (727) 345-2226.
About i4cp, inc.
Building on the 35-year history of its predecessor, the Institute for Corporate Productivity (i4cp, inc.) improves corporate productivity through a combination of research, community, tools and technology focused on the management of human capital. With more than 100 leading organizations as members, including many of the best-known companies in the world, i4cp draws upon one of the industry's largest and most experienced research teams and executives-in-residence to produce more than 10,000 pages annually of rapid, reliable and respected research and analysis surrounding all facets of the management of people in organizations. Additionally, i4cp identifies and analyzes the upcoming major issues and future trends that are expected to influence workforce productivity and provides member clients with tools and technology to execute leading-edge strategies and "next practices" on these issues and trends. i4cp is a for-profit company with offices in St. Petersburg, FL.
Contact:
Kevin Oakes
CEO, i4cp, inc.
(425) 957-0780
Deeper Release:
Online recruiting tool gives employers a unique voice in the job market.
HR manager's looking for more memorable ways to advertise jobs and promote your employer brand, then a new online recruiting tool may be just what you seek.
We do all the work says
JobsinPods.com is a unique service that brings jobs and podcasts together. The site, which is also a blog, advertises your jobs through audio podcast interviews which they conduct over the phone with your HR staff & employees.
During each interview you'll be asked the kind of questions that job seekers want answers to. Questions like: What's it like to work there? What kind of perks do you offer? How do you encourage employee growth? You'll then talk about the jobs you're hiring for and how to apply. Each interview is recorded and published on JobsinPods.com and sent to other podcast sites including iTunes and Podcast Pickle. Employers are also given a feed of their own interviews which they can publish on their web site.
"Recruiting is marketing," says C.M. Russell, the founder of Jobs in Pods. "We allow employers to bring their jobs to life and connect with job seekers in ways the traditional job description can't touch. This is a strategic marketing tool for forward thinking employers who want to stand out in the job market."
Russell contends that today's generation of job seekers require a different approach to recruiting. "They don't like dull, corporate-speak. They require unique and creative methods of communication. iPods are also part of their daily life and any company which uses Jobs in Pods will have their podcasts available for download on the iTunes site," he said.
HR professionals agree. "This is a natural way for us to increase our employment branding," says Martin Burns, Recruiting Manager at ZoomInfo in Waltham, Massachusetts. "For employers in general, this is a great way to reach a broad audience. It's quick and painless, and it's much easier to convey passion about a workplace verbally as opposed to in a print job ad."
It's also easy. There's no software to learn and no technical knowledge needed. Each interview takes about 15 to 20 minutes and participants are given an informal script to prepare. "We do all the work says," says Russell. "All you have to do is pick up the phone and talk to us."
There's actually a name for this process - Jobcasting. Companies such as Microsoft and Accenture have already discovered it's a unique and memorable way to promote their employment brand. Russell is betting that Jobs in Pods will do the same for other companies.
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