The interbiznet Bugler
interbiznet presents The Bugler
June 13, 2007
Some times, more of the same makes for something
really different. When that happens, it is called an "emergent property" of the
system in which it happened. Or, it is simply called emergence. Emergence is
defined with exceptionally clear detail in the wikipedia:
Emergence is the process of complex pattern
formation from simpler rules. (Read More)
New from John Sumser:
A new presentation hot off the presses from John Sumser, Recruiting Is A Conversation available for download.
Reveille and Hyperbole:
Talent Technology Corporation, an award-winning provider of recruitment technology, today announced the latest release of its HireDesk Staffing and HireDesk Corporate edition products. These next generation products include a number of new capabilities and customer driven enhancements that deliver increased recruiter productivity along with advanced reporting options, enhanced usability and configurability, and faster implementations.
John Wiley & Sons has published a book authored by WorldatWork titled
"The WorldatWork Handbook of Compensation, Benefits & Total Rewards," a comprehensive tool for recruiting, rewarding and retaining talent in the 21st century. Taking a modern look at all elements of compensation, the book is focused on structuring and implementing a total rewards program.
The Human Capital Institute (HCI), the only professional association for strategic talent management, is launching studies to develop comparative data in 25 American cities, analyzing both the new generation of educated mobile workers as well as the demand for skilled employees facing regional and national employers. HCI's data will be unveiled this fall in conjunction with their City Talent Summits in Dallas, Philadelphia, Chicago, and Boston, each keynoted by former Secretary of Labor Robert Reich.
You Should Know:
Mark Anderson and Brandon Corbin Launch Appendant Marketing
Appendant Marketing Group officially opened its doors yesterday, June 12th, 2007.
Founded by Mark Anderson and Brandon Corbin, Appendant Marketing Group (www.appendant.com) offers an expanding suite of innovative recruitment and marketing solutions that enhance, enrich, and ultimately revolutionize the candidate acquisition process. Supplying on-demand marketing solutions (print and web-based), personalized communications, and results-focused consultations, Appendant empowers clientele to achieve their ongoing goals without compromise.
Anderson, VP of Sales and Business Development and Corbin, VP of Creative and Technology, came together through mutually deep experience in the recruitment and marketing fields, an intense passion for improving the candidate experience, and a shared vision to create a truly unique Recruitment Marketing Agency, focused on enhancing the candidate experience through technology, personalization, responsiveness, and outstanding creativity.
According to Corbin, "we saw a niche we could fill by mastering both web and print-based recruitment marketing, and then developing user-friendly products heavy in technology and creativity. While we're primarily focused on offering these products to industries that are constantly recruiting for open positions, such as healthcare and financial services, any company can benefit from our services.
While today marks the official launch, Appendant has experienced a busy pre-launch phase. Says Anderson: "In the midst of developing, researching, and perfecting our plans and products, we've already accomplished several key milestones -- from building trusted client relationships to implementing dozens of successful RecruitCard campaigns." Included in these milestones has been Appendant's ability to secure over $250,000 in pre-launch funding, (primarily through the SBA), with significantly more committed. In its first 6 months, Appendant has already generated approximately $700,000 in sales.
Appendant Marketing Group is a Technology focused Recruitment Marketing and Advertising Agency based in Fishers, IN. While Appendant is a nationally focused company, a strong Midwest and Indianapolis presence has already been established. We help companies to communicate effectively with their candidates, employees, customers, and prospects through personalized direct marketing and creative web-based applications. By creating website portals designed specifically toward the audience being targeted, we help our clients drastically improve campaign results by focusing obsessively on the user experience.
Chief among Appendant's recruitment and marketing family of products is RecruitCard, a turnkey personalized direct mail campaign solution, and Recruital, a customized, trackable recruitment portal that segments candidate traffic and substantially increases conversions.
For further information, contact Angie Clowers at 317-489-4557 or angie.clowers at appendant.com.
Borden Elliott & Pierce Announce New Partnership with Online Recruiter
Borden Elliott and Pierce say complaints that recruiters cannot respond to every job seeker have prompted two companies to come together to provide a full range of services.
Borden Elliott & Pierce get complaints that recruiters do not respond when they get someone's resume; and recruiters complain that they simply don't have the time to respond to each resume. According to one source, "If recruiters took the time to respond to each resume, we'd spend all of our time responding and wouldn't have time to work on placements. Part of the problem is that most of the resumes we get for any given posting simply don't qualify for the job."
Borden Elliott & Pierce (and some affiliates) have developed a relationship with Whitehall recruiting that might solve the problem brought on by complaints on both sides of this dilemma.
Whitehall sends an email response to each applicant that acknowledges their receipt of interest from the candidate. Within that email is an invitation to fill out their inquiry form. If the job seeker agrees to have information shared with a career marketing firm Whitehall will (if appropriate) forward the inquiry to Borden Elliott & Pierce. "Complaints that we are not responding have already dropped," says Whitehall.
Borden Elliott & Pierce feel complaints about recruiter's lack of response will always exist. According to the spokesperson, "The problem is that recruiters only find a job for one person at a time, even though they may get hundreds of resumes for the same job. They (recruiters) are not bad people just busy people. Facts are facts; unless a company is looking to fill a lot of positions at once (which seldom happens) it will always be the case that the recruiter will ultimately only get one candidate that job."
When asked what makes Borden Elliott & Pierce different from recruiters? "Recruiters get a position to fill for a company and seek the one candidate out of many to fill that need. We work with our clients to approach companies. It's kind of like recruiting in reverse. We work with a client on approaching many companies, instead of a company seeking one prospective employee out of many."
For more on Borden Elliott & Pierce go to http://www.bepcflorida.com/assessment.html.
Presentation from John and Bridget Sumser, Rethinking The Workforce is available for download.
Ten Principles for Recruiting An Integenerational Workforce from John Sumser.
Send us (carrie.baggs at gmail.com) your company
news, personnel changes, placements, and other tidbits of interest. News you'd like to see
covered that we haven't? Let us know.
Don't forget to check out the blogs on bert
White Papers and So On:
CollegeRecruiter.com offers seven whitepapers at
Lean Staffing Institute on Referrals from The Empower Network.
ATS Sourcing Whitepaper written by Jake Firth of JobsInLogistics.com.
Staffing Strategies: Can You Find, Recruit, and Retain the Talent You Need?
Authoria's complimentary white paper
Multigenerational Recruiting Slide Presentation done at OnRec by John and Bridget Sumser.
Virtual Edge offers 7 "Must Haves" of Next Generation Power Recruiting Technology and many other White Papers.
interbiznet and RetirementJobs.com present
Boomers to Bust Age Bias? Baby Boomers Redefine Retirement
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