Flailing Around Recap
It's a
myth that flailing around is the only way to recruit without
discriminating. The idea that one should find a replacement who is as
good or better than the departing incumbent is a legitimate and powerful
business objective. Large risk averse organizations are not role models
for competent recruiting.When the
American Government decided that it needed to use matching and sorting
tools, they didn't come to our industry for help. Instead, they went to
Vegas for software that combined facial recognition with social network
information. Casino security systems are the backbone of much of the
anti-terrorist toolkit.
(More.)
Reveille and Hyperbole:
Vangent, Inc., a leading provider of human capital management solutions, announced the launch of its P3 Talent Management™ application. The new product is designed to help organizations identify and predict high potential and job fit for critical positions; plan for talent placement, development, and succession; and perform at the highest levels by aligning the right people with the right responsibilities at the right time.
Jobs in Pods, the web's first ever podcast service for recruiting, announced today that Denver based Exempla Healthcare has begun a new recruitment campaign which highlights the different career opportunities inside one of Colorado's top hospital systems. Exempla is the first such hospital system in the U.S. to utilize this new recruiting platform.
Ceridian Cardiovascular Health Management will help employers address health care costs, lost productivity and other issues they face when an employee encounters heart-related health problems.
CoreSpeed, LLC., an Atlanta-based provider of branded online community and enterprise social media platforms, has launched an online community specifically focused on sharing best practices for online community and enterprise social media. CoreSpeed's platform incorporates Web 2.0 social media tools to provide collaboration and communications around traditional customer, prospect, employee, supply chain, and partner touch-points.
Comings and Goings:
Capital H Group, a rapidly expanding human capital consulting firm headquartered in Chicago, has hired John Hancock, formerly Vice President of Talent Solutions at Hudson Highland Group, to lead Capital H Group's growing recruiting division.
Upcoming Events:
Talent acquisition and management consulting firm to highlight global implementation strategies of Fortune 500 Companies at HR Technology Conference and Exposition. HR Technology Conference and Exposition is in Chicago on October 11, 2007.
Survey Says:
The Praxi Group, Inc.
Market Overview:
The Aging U.S. Marketplace
Key Issues and Considerations for
Designing and Managing Primary
Market Research
Summary
A large volume of information has been published over the past decade regarding the aging of the U.S. consumer population, particularly in relation to the migration of baby boomers into the 55+ segment. This shift in the median age of U.S. consumers will have significant implications for the marketing strategies pursued by corporations, particularly with regard to the development of new products targeted specifically toward elderly consumers. Researchers asked to assist in these
efforts will face similar challenges in terms of the methodological and analytical approaches utilized when accessing the voice of this important segment.
This overview discusses a variety of issues and considerations related to the design and
management of primary research among senior consumers and provides valuable direction for
firms in the initial stages of developing or reviewing their approach to this area of research.
Background
The increasing median age of consumers in the U.S. is an often-discussed and frequently
documented trend. The marketing-related implications of this change in the age profile of U.S. consumers will be significant and widespread, as evidenced by the following data points:
- The number of U.S. consumers aged 65 / over will increase from 35 million in 2000 to an estimated 71 million in 2030. The number of consumers over the age of 80 will more than double during the same time period.
Consumers will be significant and widespread, as evidenced by the following data points:
The number of adults aged 55 to 64 will increase by nearly 50 percent between 2000 and
2010, a rate of growth more than six times higher than that estimated for the remainder of the
population; the number aged 65 to 74 will increase by nearly 20 percent during the same
decade consumers will be significant and widespread, as evidenced by the following data points:
- Empty Nester households were projected to spend nearly $650 billion on consumer packaged goods in 2003.
consumers will be significant and widespread, as evidenced by the following data points:
- Consumers over the age of 55 have a per capita income that is 25% higher than that of the general population.
consumers will be significant and widespread, as evidenced by the following data points:
- Consumers over the age of 55 own 77% of all financial assets in the U.S. and purchase nearly half of all luxury automobiles sold.
- Nearly half of all consumers over the age of 55 own a computer, 70% of whom use the
Internet regularly.
Companies that achieve success in this marketplace must recognize the complexity of the segment,
the continuously shifting need sets of older consumers, and the impact of their efforts to target this
population on their ongoing delivery of products and services to other segments of consumers.
More specifically:
- Consumers aged 55 to 64 differ drastically from those aged 75 and above
.
- A consumer aged 60 today will have very different needs when they turn 70.
- A company that successfully serves a younger segment cannot expect their product benefits,
positioning strategies and / or brand identities to transfer equitably to the older consumer,
AND VICE VERSA.
http://www.thematuremarket.com/SeniorStrategic/white_paper/TPG_Senior_Trends_WP.pdf
Deep Release:
The Infohrm Group, the global leader in workforce planning, reporting, and analytics today announced the results of their 2007 survey entitled "Global Approaches to Workforce Planning: What is Working?" Featuring data from over 180 organizations, the survey polled participants on such issues as their level of preparedness for a skills shortage, the extent to which they conduct comprehensive planning processes, and the critical success factors required for effective workforce planning.
The findings were released as part of a keynote presentation by Infohrm's Managing Director, Anastasia Ellerby, at the company's 3rd Annual Conference entitled Human Capital Analytics: Driving Business Outcomes.
Key findings include:
• Only 14% of organizations are prepared for the potential loss of skills, corporate knowledge and leadership that will occur within the next five years.
• Prepared firms are much more likely (42% as compared to just 8% of under-prepared firms) to conduct formal workforce planning processes integrated with strategic business planning.
• While industry thought-leaders have long recommended that firms focus workforce planning efforts on critical job roles, results indicate that prepared organizations conduct planning for all job roles, a finding with significant implications for human capital resource allocation.
According to Infohrm's Anasta
sia Ellerby, "Organizations with integrated workforce planning processes can realize significant benefits, such as identifying early-warning signs of human capital risks, implementing more targeted recruitment strategies, and improving the allocation of finite HR resources." That said, we see a range of potential roadblocks to achieving success, especially the absence of senior and line management commitment and a shortage of analytical skills within HR." The complete survey findings can be accessed here (http://www.infohrm.com/download_centre/survey_workforce_planning.aspx).
The conference, which concluded on September 26th, fe atured case study presentations from such organizations as EMC, Ameriprise Financial, Nokia, Pearson, Brown-Forman, and Health Net, while keynote speakers included Norm Smallwood (Co-founder of the RBL Group), Jeanie Duck (Managing Director at the Boston Consulting Group), and Jeff Higgins (EVP of Workforce Planning at Countrywide Financial Corporation).
About The Infohrm Group:
The Infohrm Group is the global leader in on-demand workforce planning, reporting, and human capital analytics solutions. With over 25 years of experience, and a strong customer base consisting of Fortune 500 and 1000 clients, Infohrm has paved the way for organizations to measure the impact of human capital initiatives and drive business results. The Infohrm solutions couple a leading edge on-demand technology platform with strategic consulting services to focus on the analysis of data to help organizations make informed decisions around human capital practices. Learn more at www.infohrm.com
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