Electronic
Recruiting
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The interbiznet Bugler
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interbiznet presents The Bugler
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June 22, 2007
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Employee Blogs 3
The really
tricky area for bloggers and their managers is when it involves unauthorized
blogging on the company's behalf. "I didn't know what she was doing." is only
useful as a defense the first time. So, if you are the cat rustler for over
eager employees and they screw with the commercial trade environment, you
probably get a free pass the first time. The second time, it becomes evidence of
your complicity. Let me unpack that a bit.
(Read More)
New from John Sumser:
A new presentation hot off the presses from John Sumser, Recruiting Is A Conversation available for download.
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Reveille and Hyperbole:
Workstream Inc., a
leading provider of on-demand compensation, performance, and talent management
solutions announced three new on-demand solutions - Workstream
Recruitment Professional, Workstream Performance Professional and Workstream
Development Professional - for midsized businesses. Traditionally a large
enterprise solution provider, Workstream is now broadening its product line to
aggressively target companies with between 100 and 2,500 employees. The new
Workstream solutions address a long-ignored need among mid-market companies
for on-demand human capital management solutions that can be deployed quickly
and work immediately out-of-the-box.
Prepare your business, organization or government entity for success when the unexpected happens. This year, the Business Emergency Planning Association of the American Red Cross Cleveland Chapter, and Contingency Planners of OHIO have partnered to present their annual educational conference with expanding programming, opportunities for more networking and the chance to golf on a private PGA-rated The conference is June 28th-29th at the Blair Center on the Westfield campus, Westfield Center, Ohio.
Deck Chairs:
Alan King, president of Workplace Options, the world's largest provider of work life employee benefits, has been recognized by HR's elite and named to the HR Top 100 Most Influential list in the United Kingdom.
…
Upcoming Event:
Blogging Systems Group, an innovator in implementing social networks for community and professional uses, is presenting its unique approach to social networks at the Red Herring East Conference in Boston June 26-28, 2007.
Red Herring East brings the best from across the Eastern Seaboard including respected industry leaders who gather in a dynamic forum for lively conversations and penetrating questions about the business of technology, innovation, and opportunity. Red Herring East offers the highest level in networking and financing opportunities, and features the region's key players and most promising companies.
Deep Release:
New Study Reveals Chief Marketing Execs are Extending Their Tenures: CMO Employment-Length Average Increased by More Than Three Months at Top Companies
The average tenure for chief marketing officers at 100 leading consumer branded companies increased by a little more than three and a half months during the past year and is now slightly more than two years, according to leading executive search consulting firm Spencer Stuart. The firm also identified ten skill sets that longstanding marketing execs typically share.
"The initial reaction to this year's tenure study is that a number of CMOs appear to be staying in their jobs longer, yet there are twice as many vacancies in the top marketing role as there were last year," said Greg Welch, leader of the Spencer Stuart Marketing Officer Practice. "But you have to look beyond the tenure number and understand that marketing is a complex function defined differently from industry to industry, let alone from company to company. As a result, expectations do vary, so the tenure figure needs to be kept in perspective."
The study found the average tenure for CMOs today is 26.8 months, compared to 23.2 months in 2006, 23.5 months in 2005 and 23.6 in 2004. While average tenure has increased, less than one-third of the companies (29) have CMOs who have been in their posts for three years or more. In addition, 16 percent of the companies have a vacant CMO position or have no such role in their organization.
While Welch admits there is still very real pressure for CMOs to quickly and measurably deliver brand results, he is quick to point out that Spencer Stuart regularly sees a number of CMOs with the skills and competencies that position them to thrive in the current marketplace. Spencer Stuart's perspective is that long-tenured CMOs typically share the following ten skill sets:
Customer Orientation – Understands the importance of internal and external relations and is able to keep the customer at the center of all decision making
Global Perspective – Able to adapt to differing ways of conducting business regardless of geography
Influence & Impact – Builds and maintains positive relationships within the organization and is able harness the power of diverse points of view for the good of the company and/or brand
Hands-on Leadership – Provides a strong sense of direction by managing performance and outcomes, yet also able to delegate responsibility
Creates and Manages Change – Views change as necessary and understand it is vital to individual and organizational growth
Results Focused – Able to deliver results on time, every time, without compromising quality
Risk Taking – Views failures as opportunities for growth despite personal risk or exposure and demonstrates this by sometimes making decisions with less than complete data
Strategic Thinker – Formulates strategies through rigorous assessment and is able to balance long and short term needs appropriately
Team Player – Leverages the power of the team to address key issues and readily solicits and incorporates feedback
Technical Expertise – Remains on the cutting edge of the most sophisticated marketing tools
Deeper Release:
nowHIRE's Advice in ATS Selection: Consider the Candidate Experience
New best practices white paper advocates for applicant's point of view
When companies look for an ATS, they often overlook the very demographic they need the system for: the applicants. This is the conclusion of a new white paper from nowHIRE, a premier provider of applicant tracking systems.
The white paper advises companies to consider the candidate experience when choosing an ATS, whether they hire exempt, non-exempt, contingent or a combination of employee categories. Because today's workforce is online-savvy, prospects won't tolerate career sites that are hard to navigate, waste their time or require excessive information.
Key points to consider when looking for an ATS include:
• Understand who your candidates are: What language(s) they speak, their education level, how likely they are to find you on the Internet, where they are located, and so on will all determine how you construct your career site.
• Make it easy to apply for positions: Make job listings easy to find and understand. Pick an ATS that lets you create a self-selection process that requires the minimum information from candidates.
• Strike a balance between the back end and front end of the technology: Serve applicants and hiring managers alike with a user-friendly interface up front and a robust set of recruiting tools behind the scenes.
The paper includes an account of a company who carefully considered the candidate experience while shopping for an enterprise ATS. AutoZone has over 4,000 stores in the U.S., Mexico and Puerto Rico and hires both exempt and non-exempt workers. Using nowHIRE's ATS, AutoZone customized its online hiring process for the specific needs of each group. The company has seen a dramatic increase in the number of hourly candidates, and has decreased time-to-fill by 20% for corporate openings.
"AutoZone provides a great example of how considering the candidate benefits everyone," says nowHIRE's president, Joseph N. Impastato, II. "When applicants are treated like customers, they feel valued, which leads to good branding and higher application rates."
To download a copy of the white paper, Best Practices in Choosing an Enterprise-Level Applicant Tracking/Hiring Management System: Keeping the Candidate Experience in Mind, go to http://www.nowhire.com/register_whitepaper.htm.
About nowHIRE:
Since 1998, nowHIRE has been a premier provider of applicant tracking systems for companies of every size and in every vertical imaginable. Their industry-defining solutions feature fully integrated, web-based recruiting and applicant tracking software modules that allow companies to customize the software to their specific recruiting needs--whether it be for hourly, salaried, internal, contingent, recruitment-based or any combination thereof. nowHIRE's solutions give clients what they call "Zoom"--the competitive edge.
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