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April 21, 2008 |
JobCentral National Labor Exchange
The National Association of State Workforce Agencies (NASWA), a nonprofit organization of state administrators of unemployment insurance laws and employment services, entered into an alliance agreement with DirectEmployers Association (DEA), a nonprofit consortium of 375 leading U.S. employers, to create a new employer-funded, jointly administered National Labor Exchange. Read the entire Electronic Recruiting News (ERN) article.
Reveille & Hyperbole
Regional and State Employment & Unemployment: March 2008. Regional and state unemployment rates were generally higher in March. Overall, 36 states and the District of Columbia recorded over-the-month unemployment rate increases, 5 states registered decreases, and 9 states had no change, the Bureau of Labor Statistics of the U.S. Department of Labor reported. Over the year, jobless rates were up in 39 states and the District of Columbia, down in 9 states, and unchanged in 2 states. The national unemployment rate was 5.1 percent in March, up from 4.8 percent in February and 4.4 percent in March 2007.
MercuryNews.com reports that the subprime mortgage crisis gobbled up more of the region's jobs in retail, construction and finance in March, but the impact was cushioned by a resilient Silicon Valley technology sector.
Kenexa, a global provider of talent acquisition and retention solutions, has expanded its talent acquisition capabilities to include additional global support, increased multilingual and global sourcing capabilities, and job family expertise.
Salary.com, provider of on-demand compensation and talent management solutions, releases its the Hybrid Job Valuation Report product, which enables HR professionals and employers to accurately value blended or hybrid jobs within their organizations to ensure competitive pay packages for non-traditional positions. This product release is an enhancement to the popular Job Valuation Report and leverages functionality available in Salary.com's subscription product CompAnalyst.
Available from SkillSurvey is Dr. Peter Cappelli's keynote address to the compmany's recent seminar. The Moving Talent to the Center of HR-The Next Generation of Talent Management Initiatives podcast can be downloaded from the web.
Technology Marketing Corporation announces that the Pre-employment Screening channel, sponsored by FurstPerson, has been launched as the newest addition to the TMCnet channel program. The Pre-employment Screening channel promotes evaluation solutions for picking the best call center agents and includes an overview of FurstPerson's products. In addition, visitors can find valuable resources such as white papers, case studies, product information, online demos, feature articles and industry news.
DirectEmployers Association's purpose is to develop and manage the JobCentral National Labor
Exchange.
It's related Internet systems and software helps employers increase labor market
efficiency and drastically reduce recruiting costs.
Survey Says
According to HR executives, the hunt for workforce talent is gaining in significance. In a recent study by the Institute for Corporate Productivity (i4cp), HR professionals said that, while employers are increasingly driven to find and keep the best employees, the pool of high-performing talent is shallower than ever.
The i4cp study looked at not only the organizational challenges that HR professionals are dealing with but also what these professionals must do to develop their own skills. The study found that the HR agenda in 2008 has a heavy focus on talent - retaining, engaging, recruiting and developing high-potential employees across all areas of an organization. Seventy-two percent of companies ranked retaining talent as their fastest-growing issue throughout 2008, while 70% tabbed engaging top talent and 64% said recruiting talented employees is growing in importance.
And when it comes to seeing their agendas through, time is not on HR's side either, the study suggests. When asked about the main barriers facing HR in 2008, 44% of the 355 responding companies rated lack of time as having a high or very high impact on HR's ability to achieve its goals.
"HR professionals are singing a familiar refrain," said Donna J. Bear, senior research analyst at i4cp. "They're citing not enough time, talent or money and too many conflicting priorities as top impediments to accomplishing their employers' goals."
Besides not having enough time, nearly four in 10 respondents cited "conflicting organizational priorities," "scarcity of workforce talent" and "financial resources" as having a high or very high impact on achieving their goal of filling their employers' ranks with high-potential workers.
The dearth of talent also was cited when companies were asked which factors would have the biggest effect on their upcoming agenda, with 75% of respondents rating the availability of talent as having either a high or very high influence. Other factors included concern over the state of the economy, with 50% of responding companies saying the overall economic picture has a high or very high influence, and concern about the competitive landscape, with 51% of companies rating competition as having a high or very high influence.
Regarding their own ongoing development, HR professionals recognize the need to develop competencies that are both broad and high-level. The study's respondents ranked leadership first among all the competencies needing further development, with 55% of all organizations ranking it as high or very high in importance. Also, 50% of organizations ranked change management as a high or very high priority, and innovative thinking is also a competency that HR professionals must develop, according to the 47% of respondents who said it ranked high or very high in importance.
The Evolving HR Profession "Taking the Pulse" Survey was conducted by i4cp in conjunction with HR.com in February 2008.
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