Electronic
Recruiting
News
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The interbiznet Bugler
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interbiznet presents The Bugler
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October 25, 2007
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Bridget Sumser: No, I am Not a Morning Person
Environments looking to broaden their resource base understand that myspace and personal email are a benefit to the organization.
You want me to bring my network to work.
After a year of diverse project-oriented work, taking me all over, and demanding that I constantly switch gears, I was nervous to start working in one place, 5 days a week, with supervisors and co-workers watching my work style. Read more in the
Electronic Recruiting News.
Reveille and Hyperbole:
MRINetwork (MRI) has awarded JobsInLogistics.com the trophy for "Best In Class" Job Board. MRI is the world's largest executive search and recruitment organization, with more than 1000 offices in North America, Europe and Asia.
CollegeRecruiter.com, a leading online job board used by college students searching for internships and recent graduates looking for entry level jobs and other career opportunities, announced today a co-branding agreement with Salary.com, Inc., a leading provider of on-demand compensation management solutions, under which job seekers will have access to a wide variety of salary information directly from CollegeRecruiter.com.
Comings and Goings:
Susan Minis has joined Buck Consultants as a Director in its New York City office.
Report Shows:
New Report Shows Where HR and Benefits Suppliers Spent Their Marketing and PR Dollars in 2007 and What's Ahead in 2008
Survey results examine marketing and PR activities most important to HR suppliers, and how they measure lead-generation success
A majority of HR and employee benefits suppliers will increase their search engine optimization (SEO) budgets in 2008, according to a new vendor survey report from HRmarketer.com.
Blogging, podcasting and other social networking tactics will also see greater use in the new year, said the marketing services firm. The report, released today, is the seventh in a series of research reports that HRmarketer.com has issued since early 2006. It is available free of charge by visiting http://www.hrmarketer.com/home/whitepaper_main2.htm.
The latest report examines the marketing and PR activities most important to HR suppliers and their budgeting plans in 2008, as well as the activities that generate the most sales leads. Other topics include how HR suppliers measure the success of their marketing and PR efforts, what news outlets they rely on to stay knowledgeable about the HR marketplace, and vendors' optimism about the market's health.
Key trends identified in the report:
- The projected growth of direct e-mail marketing and the devaluation of print advertising;
- Increased use of blogging, podcasting and social networking among smaller vendors as a means of lead generation;
- A reluctance among larger vendors to embrace online marketing (Web 2.0) trends, although that will continue to change in 2008.
"One interesting survey result shows that most suppliers regardless of size don't rely on any single marketing and PR tactic for more than 25 percent of their sales leads," notes Kevin Grossman, chief operating officer for HRmarketer.com. "This shows that while budgets may shift, HR vendors are generally expanding their range of activities across the board."
Report data is based on responses from a diverse group of HR and employee benefits suppliers collected during July, August and September of 2007. Since 2001, hundreds of HR suppliers have used HRmarketer.com and the HRmarketer Services Group to generate publicity, website traffic, sales leads and improved SEO.
About HRmarketer.com
Our services help HR suppliers generate publicity, website traffic, sales leads and improved search engine rankings.
Services include:
HRmarketer.com Membership: Combines database of marketing and public relations (PR) opportunities with press release distribution, campaign management, social networking services.
HRmarketer Services: Leveraging our HRmarketer.com service and HR marketplace expertise, we offer HR suppliers a full range of Internet marketing, marketing PR, search engine marketing and SEO services.
Deep Release:
Survey Shows Companies Struggle With Developing Adaptive Workforce
As countries like India are facing changing economic environments, companies are forced to focus more closely on developing a workforce that can weather such changes over time. In the contact center industry, one that is wrought with high employee turnover and consistent changes, developing an adaptive workforce is critical.
IBM recently conducted a study that surveyed 400 HR executives, in both public and private sectors in 40 countries and found that more than 75 percent of respondents are concerned with their ability to develop an adaptive workforce that will lead to future leaders.
Key challenges in developing leaders in the workforce identified by executives included the passing of information from older to younger employees, and a lack of sufficient employee skills.
Of those surveyed, 52 percent said that a significant challenge facing their organization was the inability to rapidly develop skills to address the current and future needs of the business. Another one-third of respondents claimed their employee skills were not aligned with current organizational priorities.
Another concern highlighted in this survey was the continuing increase in employee turnover with almost half of respondents saying there had been a significant increase in employee turnover in their organization in the last two years.
The companies that expressed the most concern with their ability to develop strong workforces that create leaders were those in southeast Asia at 88 percent and Europe at 74 percent. Such results indicate that leadership development and workforce management have to an extent been overlooked due to rapid growth in the global market since 2005.
"The ability of an organization to look ahead and identify the skills it will need in the future, and then rapidly develop a critical mass of individuals with those skills in a cost-effective manner, will be a core competency for those companies looking to compete in the globally-integrated world," said Randy MacDonald, senior vice president of human resources for IBM.
While the development of a workforce adaptive to change is considered vital to the growth and survival of the company, the reality is that only 14 percent of executives said their workforce is capable of adapting to change. This number supports the stigma in the contact center industry regarding high turnover is being somewhat addressed, or at least identified.
Respondents also identified areas where improvement was needed. These included the ability to predict future skills, specifically anticipating future business scenarios to know what key competencies to target in advance of market shifts.
In reality, the contact center has come a long way in focusing on the development of its workforce as well as creating an environment that lends itself well to employee advancement. At the end of the day, however, this is still a tough industry with a long way to go.
Susan J. Campbell is a contributing editor for TMC (News - Alert) and has also written for eastbiz.com. To see more of her articles, please visit Susan J. Campbell's columnist page.
By Susan J. Campbell, TMCnet Contributing Editor
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