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ERN | Bugler | The Blogs | Blogroll | Advertise | Archives |

Read the Bugler

(January 12, 2007)
 Stay abreast of recruiting industry news by reading the Bugler each day. You can read it online or have it delivered in email. Sample copy of the Bugler below:

2006 Top Ten Series:
      Amitai Givertz,       David Hurst,       Scott Dow,       Kevin Wheeler,                   Hank Stringer,        Tim Driver,         Steve Levy,       Martin Snyder,
      Don Ramer ,          Hans Geiskes .

Reveille and Hyperbole:
PeopleFilter® Technology, developers of the PeopleFilter applicant tracking system, announced details of its critical role in HR.com's new vertical job board, which supports the North American human resource (HR) industry. Key functional elements of the PeopleFilter applicant tracking system (ATS) are behind the new HR.com Career Network. Debbie McGrath, CEO of HR.com commented, "We considered a long list of vendors to power our new job board and selected PeopleFilter because of its flexibility, versatility and ability to offer more than a traditional job board. The company is backed by a seasoned management team that includes recruiters, so they know exactly what our customers are seeking in a job board experience."

Information-technology (IT) media company TechTarget announced that its CIO Decisions magazine received an "Ozzie" Silver award for Best Feature Design in Folio magazine's annual design competition. The publication was recognized for its design of the feature "2006 Salary and Careers Survey" (June 2006) in the "B-to-B publication under 100,000 circulation" category.

Sue Marks, a founder of the recruitment process outsourcing (RPO) industry and CEO of Pinstripe Inc., the fastest-growing RPO and recruitment services firm, has been selected as a 2007 HRO Superstar by HRO Today magazine. This is the second consecutive year that Marks has been named to the prestigious HRO Superstar list, which annually recognizes buyers, service providers, strategy consultants and thought leaders who have played a leading role in developing, promoting and influencing the evolution of the fast-growing HR outsourcing industry.

Job-Hunt.org, a leading Internet site providing the most comprehensive listing of useful Internet-accessible job-search resources and services on the Web, has named JobCentral National Labor Exchange as the Best General Job Site of the year for 2006. A service of DirectEmployers Association, a nonprofit consortium of leading U.S. corporations, JobCentral.com is the Internet's only cooperative, employer-owned search engine dedicated exclusively to employment.

Talent Technology Corporation announced the formation of a partnership with US-based WorkStrategy, Inc., a leading provider of innovative human resource management (HRM) and technology services. The partnership reflects Talent Technology Corporation's ongoing commitment to exceed the satisfaction of its Resume Mirror customers operating in ERP-based human capital management (HCM) environments. Specifically, it gives Resume Mirror customers using Oracle-PeopleSoft applications access to WorkStrategy's proven implementation methodologies and PeopleSoft HR domain experts.

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Survey Says:
Talent Management Cited as Top Issue for HR in 2007

Talent management is the top strategic HR issue that companies expect to face in 2007, according to a recent survey by ORC Worldwide.
Specifically, respondents say they are concerned about acquiring, developing and retaining talent at all levels of the organization.

The survey is based on responses from 35 members of the Senior HR Officers Network, MidCap Senior HR Officers Network and Human Resources Solution Network. Participating companies have operations in more than one country and have workforces ranging up to 90,000 employees.

Previous studies by ORC had found that succession planning was a top concern for organizations.

"While succession planning remains a key activity, it is clearly no longer the sole activity of talent management," the study says.

In fact, when asked about the highest-priority HR initiatives for 2007, 37.1 percent of survey respondents say talent management, while only 2 percent mention succession planning.

"While we believe that succession planning continues to be an important initiative in most organizations, the processes and programs may be in place and working well, allowing member companies to expand their focus into other areas of managing talent," the study says.

Companies have started to take a broader approach to talent management because they have begun to recognize there is a shortage of talent, particularly in industries like engineering, says Jodi Starkman, director of talent management at ORC.

"We have moved from companies beginning to think about this to actually managing the whole human supply chain," she says.

Talent management has already started to take up a lot of HR executives' time, according to the survey. Twenty-nine percent of respondents say the majority of their time was spent on talent management activities.

The second-highest priority for 2007, according to respondents, is strategic HR management. These activities include HR outsourcing, aligning HR activities with the business and implementing common global HR processes.

Twenty-three percent of respondents say that recent business growth will affect the company's HR strategy next year. Another 23 percent cite mergers and acquisitions and divestitures as a factor that will affect their HR strategies.

The biggest challenge for companies trying to create broad-based programs to attract, train and retain talent is workforce planning, Starkman says.

"Companies need to get a handle on defining their global talent demands over the next five years," she says.

(Jessica Marquez, Workforce.com)

Deep Release:

Network Recruiting Model Triples Efficiency in Candidate Sourcing

Recruiting report shows fundamental shift in how companies recruit.

Employers who shift from linear applicant recruiting to network recruiting can triple efficiency by doubling the candidates captured from advertising, cutting external costs through network referrals, and leveraging existing talent resources, according to a new report from TalentPen.

This fundamental shift in how companies recruit is rapidly increasing. According to TalentPen's 2006 Recruiting & Staffing study, the number of companies interested in building a private talent network increased from 38% to 66% in just six months. 46 percent of organizations did not have a sufficient quantity of candidates and of those, only 40 percent were even baseline-qualified for the position.

The paper can be downloaded at no charge by visiting the following site: http://www.talentpen.com/read_the_whitepapers.html

The TalentPen report cites where linear recruiting is reactive, wasteful and failing to meet recruiting needs, and demonstrates how corporate recruiters can easily increase efficiency by adopting the network recruiting model with circular, relational systems independent of specific job applications. Pinpointing the right candidates from a large central pool of active candidates is more likely to yield the best-fitting people, matched for a position, than a limited pool of applicants.

The report explains how to build a central talent pool that companies can create from all sources of recruiting, and nurture over time. It also provides companies with practical steps to use their brand and website to proactively attract active/passive job candidates -- even if they are never recruited.

Potential employees are evaluating a company when they evaluate a job posting, the paper notes. Simply letting them search jobs and hit the "apply" button" is a highly-impersonal process. In comparison, a talent collection system lets candidates "experience" working at a company before applying.

"Talent collection is based on the premise of digging the well before you're thirsty," states Michael Sproul, president and CEO of TalentPen. "There's a greater likelihood of finding the best match for a job, instead of just a warm body with a nice resume, if you already have an available pool of qualified, pre-screened candidates."

"Simply posting a job and requirements is not luring the candidates it once did," says Susan Govea, partner and vice president of marketing for TalentPen. "Candidates are experiencing a higher personal loyalty than ever before, meaning they know they have many options for employment, and they are going to ensure that their needs for personal security and job satisfaction are being met."

About eBullpen, LLC
Based in Pleasant Prairie, WI, eBullpen, LLC is the company behind TalentPen, a recruiting system that enables recruiters to create and manage a talent network using their existing career website. As 'Talent Supply Chain' management for recruiters, TalentPen has three main functions: to attract candidates, prospects and referrals, to collect multi-dimensional candidate profiles, and to instantly match pool members to recruiter searches. Having a proactive talent management system such as TalentPen enhances ATS performance, reduces recruitment cost, maximizes ROI on recruitment cost, reduces vacancy rates and employee turnover and improves employee fit to position for a streamlined hiring process and a faster placement of qualified candidates who fit a company's culture.

For a product demonstration, call 1 (262) 857-8184 or sign up online at http://www.talentpen.com/see_a_demo.html

Matt Pitchford, Fisher Vista for eBullpen, at 317-460-0250
Press Contact: Susan Govea, eBullpen, LLC, at 262-857-8184

Coming Soon:
Talent Unconference
January 25, 2007
Electronic Arts Campus
Redwood Shores CA.
2007 Corporate Image Conference
January 25 – January 26, 2007
Westin New York at Times Square
New York, NY
audio seminar: SAS Institute
Performance Management in Government:
Moving the Dials to Drive Real Results
Wednesday, January 31, 2007
11:00 AM - 12:00 PM

Corporate Recruiting & Staffing
Leadership Corporate Academy

February 6, 2007
Pepperdine University, Los Angeles, CA
Other Dates and Locations Available.
Human Capital Management Defense (HCMD)
Annual Conference

February 13 -16, 2007
Arlington, VA
Multicultural Forum on Workplace Diversity
February 20 - 21, 2007
St. Paul Rivercentre
St. Paul, Minnesota.
Strategic E-HR Conference
Using Technology for Comprehensive Talent & Performance Management
February 28 – March 1, 2007
Coronado Island Marriott
San Diego, CA
2007 AESC Americas Conference: THE NEW RULES
March 7 - March 8, 2007
The Harvard Club
New York City, New York
Staffing Industry Executive Forum
March 12-15, 2007
InterContinental Hotel
Miami , Florida
Australasian Talent Conference
March 20, 21 & 22, 2007
Hilton Sydney
Sydney, Australia
Talent Management Strategies Conference
March 22 – March 23, 2007
Grand Hyatt
New York, NY

Nursing Management Recruitment & Retention Conference
May 4-6, 2007
Chicago Hilton
Chicago, IL






























Got News?
Send us your company news, personnel changes, placements, and other tidbits of interest. News you'd like to see covered that we haven't? Let us know.

Don't forget to check out the blogs on bert.

Free white paper: Five Recruiting Gurus' 2007 Predictions
Harness the New Year's trends and developments to become a better recruiter today!

What does the coming year have in store for the recruiting profession?
Take a peek into the future with predictions from the experts:

    - Shally Steckerl of Job Machine
    - Career Crossroads' Mark Mehler
    - Jason Davis at recruiting.com
    - Global Learning Resources' Kevin Wheeler
    - Lou Adler of The Adler Group
Where will you find your most qualified candidates in the coming year? How can you optimize your online presence to attract the best employees? How can social networks, RSS feeds, search engine optimization and online search tools keep you in touch with up-and-coming candidate superstars?

Download this report and find out!

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