Recruiting In The Trough
Read John Sumser's article, Recruiting In The Trough II, in the Electronic Recruiting News.
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New Book Guides Practitioners Through Changing Retirement Landscape.
Guide to Qualified Retirement Plans: How-to Series for the HR Professional, by Leonard Sanicola, CCP, CBP, GRP, CEBS, SPHR, provides benefits specialists and human resource professionals with a basic understanding of the different types of retirement programs, along with the advantages and disadvantages of each.
TechiesClubHouse.com is a new community meant for tech professionals. It's basically another social networking site but geared towards engineers, IT and other tech professionals. There are plenty of social networking sites with the most famous being Myspace, Friendster and Facebook. So, what makes TechiesClubHouse any better? For one, you can consider it a niche community meant for the tech professionals.
ABCSearch, the largest privately held pay-per-click (PPC) search engine and a world leader in online cost-per-click (CPC) advertising, announced that it has signed a search-distribution deal with Yahoo! that will provide access to Canadian, Australian, New Zealand and Indian sponsored search listings.
"Top SEO Marketing, Inc." (www.topseomarketing.com), based in Winnsboro, Texas, with offices in Dallas, is an exciting new entry in that field of search engine optimization that is quickly gaining prominence.
GlobalMedia Rebrands as bigmouthmedia in Italy. bigmouthmedia, Europe's largest independent Search Marketing Agency, has added the Italian GlobalMedia remit to its brand portfolio.
Upcoming Events:
Search Engine Optimization and Marketing 3 Day Blitz Workshop Coming to Lexington, South Carolina
In a 3-Day Search Engine Optimization and Marketing Workshop students can be Certified as a Professional Search Engine Optimizer and learn how to obtain organic search results without relying on PPC (Pay Per Click) Ads.
Survey Says:Uncertain Times and Corporate Social Responsibility: Companies Should Reach Out to Many Affected Groups
During uncertain economic times when workforce reductions and other cutbacks may be necessary, employers that proactively reach out to their multiple constituencies - including their employees, communities in which they do business, suppliers, and opinion leaders - emerge better from such situations than organizations that do not, according to Sirota Survey Intelligence, specialists in attitude research.
Organizations that adopt a true partnership culture - where relationships between the employer and its multiple constituencies are based on mutual trust and benefit - endure over time, according to Douglas Klein, president of Sirota Survey Intelligence (www.sirota.com).
Organizations are never separate from the communities in which they are based; aside from the labor pool from which organizations draw employees, each company has an impact on the community in many ways, according to Klein. "That impact - beneficial or negative - is quickly understood and communicated to other places these days, via the internet and media. Wise organizations understand this 'partnership' and the reciprocal nature of the relationship," Klein added.
Employers should not forget that employees' job security, and the degree to which workers perceive that their employers have a genuine interest in the welfare of the communities in which they do business, have a direct impact on employees' overall satisfaction with their employer, according to Sirota's research:
-- 83% of employees who feel secure about their jobs are also satisfied overall with their employer
-- Only 50% of employees who feel insecure about their jobs are satisfied overall with their employer
-- 82% of employees who feel that their employers have a genuine interest in their communities are satisfied overall with their employer
-- Only 49% of employees who do not perceive their employers to be good "corporate citizens" are satisfied overall with their employer
"The true manifestation of corporate social responsibility (CSR) in practice is attending to the needs of each constituency so there is alignment and consistency between the way the organization behaves, and all of those affected by its actions," said Klein. "During uncertain times, decisions about the workforce, and how these actions affect communities, should mutually reinforce one another, rather than be adversarial," Klein added.
"An employer that treats its employees as true partners makes every effort to avoid layoffs. When it becomes necessary to reduce costs, many steps can probably be taken as an alternative to involuntary layoffs. These are known as 'rings of defense,' or defense against involuntary terminations," Klein said.
Alternatives to layoffs include:
-- Normal workforce attrition
-- Hiring freezes
-- Reduction in temporary employees and overtime
-- Cutbacks in expenses
-- Improved process efficiencies
-- Bringing subcontracted work back in-house
-- Across-the-board pay cuts
-- Shortened work weeks
-- Voluntary unpaid leaves of absence
If these steps are not enough to avoid involuntary layoffs, the input of employees, surrounding communities, and other constituencies needs to be measured before, during, and after taking action, according to Klein.
"Surveying employees to assess their views provides important information to assist in managing through the process, and their involvement is an excellent example of partnership in action. Employees themselves can be a source of many useful suggestions about how to best handle the situation, and they are one of the best monitors of the effectiveness of steps taken," Klein said.
According to Sirota's research, an organization's relationship with its communities is as important in uncertain times as is the relationship with its employees. "Involving key community members to seek their views about proposed changes, such as cutbacks in charitable contributions, can alert companies to any unintended consequences. Input can come from opinion leaders, community organizations, and the general public. The key is to make needed changes in alignment with the needs of the community, rather than trying to decide what's best for them. Then, measuring again after the changes have been made provides feedback as to whether these changes are actually having the desired impact," Klein said.
Changes and plans that affect one constituency must be communicated to all other stakeholders as well. "It is vital that the organization is viewed as engaging in even-handed, participative efforts that minimize any negative impact," Klein said.
About Sirota Survey Intelligence:
Founded in 1972, Sirota Survey Intelligence (www.sirota.com) specializes in attitude research. Headquartered in Purchase, NY, Sirota has conducted thousands of attitude surveys around the world that have helped organizations build strong, productive relationships with their employees, customers, communities, opinion leaders, investors, shareholders, suppliers, and other publics. The major results of their surveys have been summarized in The Enthusiastic Employee: How Companies Profit by Giving Workers What They Want (Wharton School Publishing www.enthusiasticemployee.com).
Compiled since 1972 and continuously updated, Sirota's multi-national, multi-industry database comprises data from millions of employees collected through the firm's employee survey research (predominantly among the Fortune 500). It is possible that the results from the companies in Sirota's database are more favorable than a national probability sample.
Deep Release: New Webcast Helps HR Executives Avoid Roadblocks to Successful Human Capital Analytics
Choosing an appropriate staffing, support, and measurement process model assists HR leaders in building a stronger foundation for workforce planning, reporting, and analysis
Demonstrated success in human capital measurement and analytics enables more precise understanding of how the workforce contributes to business success. However, several challenges must be overcome if HR is to lay a proper foundation for a data-driven decision-making:
-HR staff are often least effective in non-traditional functional roles, such as applying workforce analytics and understanding business fundamentals; such inexperience, coupled with increasing pressure for on-demand analysis, can potentially destroy any progress towards measurement maturity.
-Many organizations seek to add human capital analytics responsibilities to HR Generalists' already over-flowing portfolios; in such situations, time constraints hinder the ability of new analysts to get the "reps" required for developing an analytics competency.
-Given limited staff bandwith for data analysis, HR leaders must decide how best to utilize an emerging measurement capability, deciding which human capital issues possess the greatest opportunity for analysis and impact.
In response to these challenges (and others), The Infohrm Group is hosting a new webcast, "Laying the Foundation for Human Capital Measurement and Analytics," presented by company directors Mick Collins and Harv Phandal.
Go to HR.com to register for the webcast, which take place on Wednesday, November 14, from 11am-12pm EST.
Specific questions answered during the presentation include:
1. What skills are required for effective human capital measurement and analytics?
2. How should HR structure an analytical "Center of Excellence"?
3. What internal and external training and education resources are available to new human capital analysts?
4. How should human capital analysts decide which workforce issues are most suitable for investigation?
"Ultimately, building a data-driven decision function within HR can radically change the way that managers think about workforce profiles, capabilities, and investments, and bolster HR's role as a strategic business partner," explains Mick Collins, Director of Marketing with The Infohrm Group. "Creating a structure in which HR staff have the skills and resources to mine workforce data, test their hypotheses, and utilize these new insights as part of business decision-making is an important element in this process."
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 1000, non-profit, and government 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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