Building and Seeding Talent Pools III So, let's get to what it is or isn't.
A Talent Pool is not a piece of technology or data in a database. It is a web of human relationships developed to ensure the availability of the labor required to maintain and grow an organization.
A Talent Pool is not an online social software tool. These things (blogs, networks, advertisements, databases) can be used to buttress and support the web of human relationships.
Read more in the Electronic Recruiting News.
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Reveille and Hyperbole: AllRetailJobs.com, the leading online job board designed for the retail community, announced a partnership with PeopleAnswers, Inc., a web-based software uses proven and validated Industrial Psychology principles to gain an unprecedented level of insight into the future capabilities of each potential hire, which will provide behavioral assessment solutions for employee selection.
iCIMS, a leading Software-as-a-Service (SaaS) provider, announced that the company was officially named 2007 Business of the Year by NJBIZ magazine in the 51-100 employee category.
The Business of the Year award recognizes market leaders that have demonstrated financial success and a commitment to employee development and innovation.
Meta4, a multinational company specializing in Human and Intellectual Capital Management (HICM) solutions, announced its inclusion in AMR Research, Inc.'s Human Capital Management Report, The Strategic HCM Suite Landscape: Consolidation of Workforce Acquisition, Management, Development, and Assessment[i]. Meta4 was one of 28 vendors included in the report, which examines leading software vendors specializing in Human Capital Management (HCM) solutions.
Upcoming Event: The Virtual Interactive Educational World for HR Professionals
December 12-13th, 2007 HR.com (www.hr.com) is launching the first virtual and online conference designed for HR professionals, including specialists in Benefits, Sourcing, HRO, Compensation, Incentives, Training, Consumer Directed Healthcare and Staffing. Attendance is complimentary for all HR Professionals.
The first event in December has been designed to launch the idea to HR Professionals and to encourage HR vendors to participate.
Survey Says: Buck Consultants Survey: Health Care Costs Projected to Increase at Double-Digit Levels
Costs for the most popular types of health care coverage are projected to increase at double-digit rates through the remainder of 2007 and into 2008, according to a national survey of insurers and administrators. The survey released today by Buck Consultants, an ACS company and one of the world's leading human resource and benefits consulting firms, analyzed responses from 79 health insurers, HMOs, and third-party administrators.
In its 18th National Health Care Trend Survey, Buck measured the projected average annual increase in employer-provided health care benefit costs. Insurers providing medical trends for the survey cover a total of approximately 91 million people.
As the data below indicates, costs for the most popular plans continue to increase by more than 10 percent, similar to trends reported in Buck's 17th survey, conducted in early 2007.
Type of Plan: Preferred Provider Organization (PPO)
18th Survey: 10.75%
17th Survey: 10.60%
Difference +0.15%
Type of Plan: Point-of-service (POS)
18th Survey: 10.54%
17th Survey: 10.56%
Difference -0.02%
Type of Plan: Health Maintenance Organization (HMO)
18th Survey: 11.14%
17th Survey: 11.11%
Difference +0.03%
Type of Plan: High Deductible Consumer Driven
18th Survey: 10.36%
17th Survey: 11.11%
Difference -0.75%
Health insurers reported an average prescription drug trend of 11.68 percent, up slightly from the 11.33 percent reported in the prior survey. This is considerably higher than the 4.52 percent reported by pharmacy benefit managers (who generally do not take any underwriting risk).
Health insurers reported lower trends for plans that supplement Medicare ¾ 7.32 percent for plans with drug coverage and 6.82 percent for plans without. This reflects the impact of federal controls on Medicare fees and the lower increases expected in Medicare deductibles and co-pays.
The survey also reported trend factors for dental and vision plans.
"Insurers are concerned about the cost shifting to private employers that may result due to health care reform at the state level," said Harvey Sobel, FSA, a Buck principal and consulting actuary who directed the survey. "Complying with federal and state mental health parity laws is also expected to raise costs."
Health insurers use trend factors to calculate premium rates, and large self-funded employers use these trend factors to budget their future health care costs. In general, trend factors provide for price increases that may result from such variables as inflation, utilization of services, technology, changes in the mix of services, and mandated benefits.
Buck Consultants, an ACS company, is a leader in human resource and benefits consulting with more than 1,500 professionals worldwide. Founded in 1916 to advise clients in establishing and funding some of the nation's first public and private retirement programs, Buck is an innovator in the areas of retirement benefits, health and productivity programs, talent management and rewards strategies, and employee communication. News and other information about Buck Consultants are available at www.buckconsultants.com. Buck is an independent subsidiary of Affiliated Computer Services, Inc.
ACS, a global FORTUNE 500 company with more than 62,000 people supporting client operations in more than 100 countries, provides business process outsourcing and information technology solutions to world-class commercial and government clients. The company's Class A common stock trades on the New York Stock Exchange under the symbol "ACS." ACS makes technology work. Visit ACS on the Internet at http://www.acs-inc.com.
Buck's 18th "National Health Care Trend Survey" is available to the media by contacting Ed Gadowski at 201-902-2825. It is available to other interested parties for $100 from Buck's Global Survey Resources, 500 Plaza Drive, Secaucus, NJ, 07096-1533. Telephone 800-887-0509. It also can be ordered online at www.bucksurveys.com.
Deep Release: Hodes Repersentatives from Eighten Countries
Share Best Practices in Global Recruiting
Emerging Markets Workforce Overview Given by ‘Economist' Editor
The Bernard Hodes Global Network, a worldwide network providing integrated talent solutions in 35 countries on six continents, recently conducted its annual meeting http://www.hodes.com/globalnetwork/globalmatters07.asp to discuss global recruitment challenges, as well as best practices for fighting the global war for talent.
"Being able to combine our efforts and generate recruitment solutions from a global perspective only strengthens our position on the ground in local markets," said Alan V. Schwartz, president and CEO, Bernard Hodes Group. "We are proud of our 30 year history of linking "best in class" local services with quality-driven global account management."
The meeting's best practice highlights included presentations from Hodes global partners Onno Gout (the Netherlands), Céline Charron (Montreal, Canada), and Rolf Lodberg (Denmark).
Gout's presentation featured an innovative interactive campaign for client Rabobank. The campaign combined cell phone interaction with a branded micro site to attract passive candidates and also won a Grand Prize at the 2007 Creative Excellence Awards. Charron and Lodberg both presented information showcasing employer branding solutions - Charron for client Rotisserie St-Hubert, a Montreal-based restaurant chain, and Lodberg for the Danish government.
The meeting also featured a guest presenter, Paul Lewis, editor of the Economist's Executive Briefing. Lewis presented on the ‘War for Talent in Emerging Markets' and discussed key issues such as the role of HR, common talent sourcing problems, generational issues and expatriates. The Hodes Global Network boasts the strongest recruitment solutions presence in key emerging markets with offices in China, India, Brazil, and Eastern Europe.
Countries represented at this year's Bernard Hodes Global Network meeting included Brazil, Austria, Eastern Europe, Belgium, Luxembourg, Canada, France, Germany, India, the Netherlands, Ireland, Denmark, the United Kingdom, Malaysia and the United States.
About the Bernard Hodes Global Network
The Bernard Hodes Global Network (http://www.hodes.com/global), formed nearly 2 decades ago, includes 'best in class' partners on 5 continents. The Network is the global ‘arm' of Bernard Hodes Group, a fully integrated talent solutions provider, Bernard Hodes Group (http://www.hodes.com) offers solutions that often combine multiple service offerings from the Company's core competency areas: Recruitment Marketing; Sourcing/Response Management; Hiring Process Re-engineering; and Staffing Technology (see http://www.hodesiQ.com). All solutions are developed and measured within the company's 360-degree process methodology. The company is headquartered in New York, with over 80 offices and affiliates around the globe. Bernard Hodes Group is a part of Omnicom Group, Inc., (NYSE - OMC) (http://www.omnicomgroup.com). Omnicom is a leading global advertising, marketing and corporate communication s company. Omnicom's branded networks and numerous specialty firms provide advertising, strategic media planning and buying, interactive, direct and promotional marketing, public relations and other specialty communications services to over 5,000 clients in more than 100 countries. Bernard Hodes Group serves thousands of clients in virtually every industry, helping them to attract and retain talented workers in every skill set.
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