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News and insight about working in and with today's contingent workforce.
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Workforce news and insight from Sean Rehder, a former Recruiter, 1099 Independent Contractor Compliance Manager, and Supplier Qualification Program Manager turned web developer.
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Sunday, February 29, 2004
 I added Access Technology Solutions to the directory of staffing agencies. Here is a brief overview...
Access Technology Solutions
360 lexington Avenue
New York, NY 10017
Description: We are a full service staffing agency. I specialize in the IT practice.
Contact: Diane Rafferty, VP of Technical Staffing
Phone: (212) 687-5440 x 337
If you have any feed back on them for me, please let me know.
posted by Sean Rehder at 2:34 PM, (Permalink)
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 How to Avoid Networking Burnout Webcast
Date: March 2, 2004
Time: 9:00 am Pacific/ 10:00 am Mountain/ 11:00 am Central/ Noon Eastern/ 5 pm GMT
Length: One Hour
Speaker: Diane Darling, Author The Networking Survival Guide and CEO and Founder of Effective Networking Inc.
Get the success you want by tapping into the people you know
Seminar Overview
Wish you knew how to select networking events? Walk away from networking meeting and realize it wasn’t worth your time? Ever feel that you are networking in circles? These are just a few of the reasons why we often feel “Networking Burnout.”
Attend this session and learn how to network effectively.
posted by Sean Rehder at 12:22 PM, (Permalink)
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Saturday, February 28, 2004
 Isn't It Time for HR to Become a Strategic Partner? Here's How!
By Lou Adler
"In his book, "Only the Paranoid Survive," Intel's Andrew Grove describes the importance of "strategic inflection points" as both historical and mind-changing. Strategic inflection points are events that fundamentally alter the nature of a business or profoundly change the rules of the game. The introduction of the PC was one of these. So was the Internet. Cell phones with email, PDA and camera functions are probably another, especially when you add virtual keyboards and screens."
posted by Sean Rehder at 2:04 PM, (Permalink)
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The 8 Elements of a Successful Employment Brand
By Dr. John Sullivan
"A successful employment brand management effort increases both the number and quality of applicants, reduces the turnover rate among top performers, and increases overall workforce productivity. But because employment branding is a targeted strategy, it cannot be successfully managed using a hodgepodge or uncoordinated effort. Here are the eight essential elements of a successful employment brand."
posted by Sean Rehder at 1:59 PM, (Permalink)
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 Defend Your Desktop: Help Design Your Next Applicant Tracking System
By Lou Adler
"Making hiring top talent a systematic process requires some bold initiatives on the part of the HR/recruiting department. First, the department must ensure that the hiring and recruiting strategy a company uses maps directly to its business strategy (see my article "Developing Hiring Strategies" for more on this). At a more tactical level, it's imperative that the company's hiring processes, systems, and people are all singing from the same song sheet."
posted by Sean Rehder at 1:23 PM, (Permalink)
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Creating a Winning Employment Brand
Edward E. Lawler
Univ. of Southern California
"Organizations can no longer count on their members' loyalty, so they must continuously compete for talent. They have to focus on attracting and hiring the most talented people and retaining their critical existing talent. In order to do this, they must utilize approaches to management that are advantageous to employees, and that lead to higher and higher levels of individual and organizational performance. This means that taking intelligent, strategy-driven, conscious actions to attract, retain, motivate, develop, and effectively organize committed, high-performance individuals. "
posted by Sean Rehder at 1:05 PM, (Permalink)
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 News Articles
from Workforce Reporters
CONSUMER buys off due to jobs
Press-Enterprise (subscription) - Riverside,CA,USA
ANALYSTS: A nine-point drop in the confidence index should be offset by upcoming tax returns. By ADAM GELLER / The Associated Press. ...
DRUG Test Requirements Difficult For Some
Hartford Courant (subscription) - Hartford,CT,USA
By ADAM GELLER, Associated Press. Tom Smith worried he was in for trouble on a Wednesday morning last November when a supervisor ...
SMALL-TOWN case to test new whistle-blower law
Allentown Morning Call - Allentown,PA,USA
By Adam Geller. FLOYD, Va. | When lawmakers set out to protect investors from another Enron, they probably never imagined a company ...
JOB-SHARING: How to Make It Work
Fortune (subscription) - USA
By Anne Fisher. I'm expecting my second baby (the due date's a few months away), and a close colleague of mine just had her first. ...
CAN I Telecommute From the Get-Go in a New Job?
Fortune (subscription) - USA
Readers say yes, especially in a sales-related position. But beware: Managers who never see you may be more willing to let you go. By Anne Fisher. ...
ADVICE LINE WEBLOG by Bob Lewis
InfoWorld - San Mateo,CA,USA
I have created an online support group for unemployed people called www.joblayoffsupport.com. The site has been reviewed by Anne Fisher of Fortune. ...
THE Job Market Is Getting Ready to Roar
Fortune (subscription) - USA
By Anne Fisher. I know, I know—it's always wise to take experts' economic predictions with a grain (make that a lump) of salt. ...
SECRETS of an Executive Recruiter
Fortune (subscription) - USA
... Is it okay to exaggerate your current pay in order to get more money? Read on. By Anne Fisher. To many, the world of executive recruiters is a bit of a mystery. ...
IS It Ever Okay To Exaggerate Your Title?
Fortune (subscription) - USA
... months? Or it would give you more credibility with clients? Plus, a question for readers about telecommuting. By Anne Fisher. Q. I ...
HOW Can We Be Sure We're Not Hiring a Bunch of Shady Liars?
Fortune (subscription) - USA
If a candidate lies in an interview, there's reason to expect that he'll do unethical things later on. By Anne Fisher. For the past ...
WHAT'S Wrong With Your Resume?
Fortune (subscription) - USA
... them. By Anne Fisher. If you're looking for a job, you know it's tough out there--and you need every advantage you can get. "Your ...
EMPLOYERS find it pays off to help workers deal with last-minute ...
Pittsburgh Post Gazette - Pittsburgh,PA,USA
... Astute companies will pick up the tab or at least help with short-term emergency day care," said Carroll Lachnit, editor of Workforce Management, an Irvine ...
DEPLOY Solutions to Host Complementary Webinar Featuring Human ...
PRNewswire (press release) - USA
... Past presenters include Dr. John Sullivan, HRchitect, John Sumser, Nick Burkholder, Lou Adler, Peter Weddle, FleetBoston Financial, NaomiBloom, William Hannum ...
GLOBAL Talent Leaders Will Converge at Next Month's ER Expo West ...
Market Wire (press release) - USA
... Other presenters include Dr. John Sullivan, professor and head of human resources management program at San Francisco State University, and a well-known HR guru ...
BORDER agents feel betrayed by Bush guest-worker plan
Christian Science Monitor - USA
By Eilene Zimmerman | Correspondent of The Christian Science Monitor. SAN DIEGO – The 7,000 square miles south of San Diego along ...
JOBLESS also must pay taxes
Raleigh News - Raleigh,NC,USA
By KARIN RIVES, Staff Writer. Then she learned, to her astonishment, that she would also have to pay taxes on the checks that barely ...
EDWARDS makes bold jobs pledge
Raleigh News - Raleigh,NC,USA
By JOHN WAGNER AND KARIN RIVES, Staff Writers. John Edwards and John Kerry, jockeying for the Democratic presidential nomination, would ...
OVERTIME overhaul worries workers
Raleigh News - Raleigh,NC,USA
By KARIN RIVES, Staff Writer. Deborah Jenkins never read the Bush administration's 38-page proposal to overhaul the nation's overtime regulations. ...
GUIDE spells out pitfalls of offshoring
VNUNet - London,England,UK
By Madeline Bennett [19-02-2004]. The Institute of Directors has launched a guide to offshore outsourcing to clarify the regulatory ...
LOST a job? Get mad, then get moving
The Globe and Mail - Canada
By MICHAEL B. LASKOFF. You've been laid off, dismissed, canned, pink-slipped, downsized, made redundant, restructured or just plain fired. Welcome to the club. ...
posted by Sean Rehder at 12:53 PM, (Permalink)
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THE TEMP MATCH GAME
By Cindy Waxer
"Hiring the wrong temp can leave ugly permanent marks on an organization--unhappy customers, plummeting productivity and high costs. The right temp can help increase revenues, whittle down labor costs and enhance productivity. Some companies have figured out how to find temporary workers that exactly match their business and culture. "
posted by Sean Rehder at 9:03 AM, (Permalink)
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HRCERTIFICATION.COM
The Human Equation, a provider of online corporate training, and HRCertification.com, have inked a course development and marketing agreement. The Human Equation will develop one-hour basic-level courses using content from HRCerticifaction.com's Training & Certificate programs. Some of the titles include COBRA, Cafeteria Plans, HIPAA Privacy, Recruiting & Hiring, and HR Management.
posted by Sean Rehder at 8:55 AM, (Permalink)
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HR.COM
HR.com, a research and Web destination for senior HR professionals, and IE-Engine, a provider of benefit management and procurement technologies, have partnered to form an HR Buying Association. The combination provides clients with decision analyst technology from IE-Engine plus best practice and subject expertise from HR.com, in order to secure the best HR products buying decisions at the right price.
posted by Sean Rehder at 8:52 AM, (Permalink)
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CAREERXROADS
CareerXroads announced the addition of a new section to their career portal for posting high-level recruiting jobs. Colloquium members can post HR and recruiting positions for free. The postings are checked for authenticity and remain on the site for only 30 days to ensure timeliness.
posted by Sean Rehder at 8:51 AM, (Permalink)
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Friday, February 27, 2004
From the Center for American Progress
'Dishonest' Would Be An Understatement
"Almost six months ago to the day, President Bush made a Labor Day visit to Ohio, a state which has "lost more than a quarter-million jobs," including 166,000 manufacturing jobs, since 2001. During a speech to workers there, he said he would "appoint an assistant secretary [of Commerce] to focus on the needs of manufacturers, to make sure our manufacturing job base is strong and vibrant…We have a responsibility that when somebody hurts, government has got to move." Yet, six months later, the country has lost another quarter million manufacturing jobs (and Ohio alone has lost another 9,000 manufacturing jobs) and the Administration has not only failed to offer a policy prescription, it has not even appointed the Commerce department specialist. And yesterday, the situation hit a boiling point: the Bureau of Labor Statistics released its monthly Mass Layoff report which showed "there were more mass layoffs in January 2004 than in any previous January for the nine-years that such records have been kept" – a report that prompted outrage from Sens. Schumer, Corzine and Stabenow. The promise to address the manufacturing situation with new policies and a new manufacturing czar – and then failure to follow through – is only the latest economic contradiction from the Bush Administration."
posted by Sean Rehder at 9:34 AM, (Permalink)
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Sunday, February 22, 2004
David Bornstein on Social Entrepreneurs
The organizational transformation successes of IBM under Lou Gerstner and GM under Jack Welch pale in comparison to some of the successes of social entrepreneurs. Though lacking the resources of corporations these social entrepreneurs have had global impact.
In his new book, How to Change the World: Social Entrepreneurs and the Power of New Ideas, David Bornstein studies these people and their unique methods for driving change.
David Creelman spoke to Mr. Bornstein
DC- How did you get involved in the study of social entrepreneurs?
DB- I had moved to New York to study journalism and was looking for stories. I heard about the Grameen Bank of Bangladesh which loans money to very poor women in villages. These are small loans—like $100 per year. It allows a woman to buy a cow, some bamboo or other materials so she can work. I thought, "This is interesting,” so I went to Bangladesh and spent a year there.
Out of that experience came my first book about the bank, The Price of a Dream. It is a great human-resource story. Imagine an organization with 12,000 employees who walk around villages in Bangladesh and manage the loans of millions of poor village women. How do they do it? They have dispersed four-billion dollars and have a very high repayment rate. More than that, they have re-shaped the world of international development.
DC- And this is what I find interesting; a change-management intervention by a small group of people in a remote place who end up having a global impact.
DB- For my new book I went around the world to interview people whose goal was to cause a major social change.
If there is one dominant theme in what makes social entrepreneurs successful it is their creative use of human resources. A good example of this is Childline, the child protection network founded by Jeroo Billimoria in India.
There are millions of street kids in India and the numbers are increasing. Many village kids are forced to go to the city to support their families. There are also runaways who are escaping abuse. Jeroo, a social worker from Bombay, found that when they were injured or beaten up by the police, or got sick or lonely, they had nowhere to turn. So she decided India needed a toll-free hotline for kids. The challenge was how to staff it, how to do the work. Given that she had almost no budget she decided to recruit street kids to man the phones. This creative approach got the project going.
With that start she was able to get organizations from around India, mostly NGOs, to participate in this network. The network has fielded over 3 million calls and is now in more than 45 cities.
DC- It's interesting to contrast that with the resources we'd normally think would be required to handle 3.5 million calls. Where else did you see successful examples of creating change on a tiny budget?
DB- Back in 1995, in Pretoria, South Africa, a 57-year-old nurse, Veronica Khosa, was working in an AIDS clinic. People were coming in every day because they had been rejected by the hospitals, which couldn’t do anything for them. Veronica lived in Mamelodi, a very poor township with a population of about 2 million people, many living in little more than corrugated tin shacks. She went around the township to see what people who were sick with AIDS were doing. She saw many of them suffering at home alone. These people didn’t even have the most basic care: bed sores treated, catheters managed, feedings, basics comfort given. When Veronica saw this she couldn’t go back to treating people in the nice environment of her clinic—she saw that the care had to be brought to the home. So she began thinking creatively about how to do this on a larger scale.
DC- It's hard to see what one person could do about this.
DB- Yes. It is. But South Africa has another very big problem; it has millions of unemployed youth. Veronica realized they were the only human resource available at the scale of the problem.
She created a program that was very quickly replicated to train young unemployed people to become competent home-care attendants. She started with a three-month training program, which was extended to a six-month program and now a year. She has trained thousands of people and they’ve cared for many thousands of patients. The program was adopted by her provincial government and is now wide-spread.
DC- Where did she get the funding for this training?
Click here for more...
posted by Sean Rehder at 7:57 AM, (Permalink)
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Webinar: HR Recruitment Outsourcing
Join Scott Burton and Debbie McGrath as they look at the latest trends in recruitment outsourcing and what is essential when evaluating an HR Recruitment Outsourcing Strategy.
Date: Wednesday March 3, 2004
Time: 1:00pm Eastern US
posted by Sean Rehder at 7:53 AM, (Permalink)
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Friday, February 20, 2004
How to Handle Multiple Job Offers
By: Kevin Donlin
Multiple job offers - now there's a problem most of us would like to have. But, if you don't handle them right, you could miss out on your ideal job AND put your career in jeopardy. Fortunately, with a little advance planning, you can deal with multiple job offers and land your dream job at the salary you deserve.
For the full article, click here.
posted by Sean Rehder at 11:13 PM, (Permalink)
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Is It Time for Candidate Advocacy?
By Kevin Wheeler
When it comes to candidate customer service, we can no longer use the excuse that resume volume makes it impossible to respond to everyone or that there is no time for gathering feedback. What is required is a reframing of how we do and what we do. "Candidate advocacy" may be a step in the right direction.
For the full article, click here.
posted by Sean Rehder at 11:05 PM, (Permalink)
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Recruiting Respect: Getting Senior Managers, Hiring Managers and Candidates to Respect the Role of Recruiting
When: Tuesday, February 24, 2004 at 10:00 am PST/1:00 pm EST
Duration: 60 minutes
Speakers:
Jeremy Eskenazi: Former head of global staffing for Amazon.com, Universal Studios and Universal Music Group, Jeremy is currently managing principal of Riviera Advisors - a specialized management consultancy focused on Talent Management issues. Riviera Advisors' client base includes AT&T Wireless, Avery Dennison and Baxter Health Care.
Brenley Brotman: Director of Executive Recruitment for AT&T Wireless Services, Brenley is responsible for designing and executing national strategies to attract and retain senior level talent across all disciplines of the organization. Prior to AT&T Wireless, Brenley held leadership and recruitment roles in such companies as Cisco Systems, Claris Corporation and Charles Schwab.
Hosted by Tim Villanueva: General Manager, Yahoo Resumix
You Will Learn To:
- Enhance your relationship building skills by learning how to be "of service" to senior management and colleagues, not "customer service."
- Learn how to ensure that important external constituencies, such as candidates and vendors, are treated with respect and dignity while at the same time expressing your needs, wants and decisions.
- Discover how the strategic use of technology can empower you to focus more on essential talent management issues, and less on administrative tasks.
Register Now
posted by Sean Rehder at 10:36 PM, (Permalink)
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Why Your Hiring Strategy Must Map to Your Business Strategy
By Lou Adler
"This is serious stuff that must be considered now. But how many HR/recruiting departments have a five-year hiring plan that supports the company's business strategy and addresses issues like this one? What about a one-year plan? How many recruiting departments wait until a requisition is approved before they even start to look for people?"
For the full article, click here.
posted by Sean Rehder at 9:59 PM, (Permalink)
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Thursday, February 19, 2004
 Apart from Cash, What Are Some Effective Retention Tools?
Question...
I’m trying to develop a holistic retention package for my organization, including short-term and long-term retention tools. Apart from cash, what other tools are available to retain staff--especially technical staff in telecommunications? In my country, critical skills are scarce.
--Keeping Homegrown Talent, remuneration specialist, telecommunications, Lagos, Nigeria
Answer...
Forget the one-size-fits-all retention strategy. Instead, realize that the ultimate goal is to retain one focused, motivated worker at a time. The best retention efforts include a mix of personally tailored elements, in addition to the usual programmed fare.
One of the cheapest, most effective and most underutilized practices is re-recruitment. This refers to a regimen of planned measures aimed at engaging the new employee from the beginning.
Some examples:- Once candidates accept a job, make sure they receive selected pieces of intra-company communication, including employee handbooks and benefits information but also information on what makes the brand of your company unique.
- Talk with new employees during their first day on the job to make sure the relevance of the work is understood, including how it fits within the organization. Toward the end of that first day, spend a few minutes answering any questions they may have, and learn the name of anyone who has been particularly helpful that day, so you can thank that person appropriately.
- After about two weeks, ask a manager at least two levels higher on the organizational chart to spend a few minutes with each new employee. This affirms the person’s decision to come to work for your organization and provides support and encouragement.
- After 45 days, review performance expectations with new employees, asking for candid self-assessment. Be sure to coach as necessary.
Other retention measures generally fall into one of four categories: financial, personal support, family support and career support.
Financial
In addition to cash, consider non-cash financial retention measures. If your company is publicly held, these could include the use of stock incentives distributed as options, grants or appreciation rights. Other financial measures might include targeted reimbursements for things such as automobiles, home-based personal computers, education and recreation.
Personal Support
One of the most precious commodities is time--in particular, time off from work. The use of periodic lump-sum vacation bonuses and sabbaticals has become a retention mainstay for many organizations. Similarly, affording employees the opportunity to telecommute is also a valuable time-saver.
Family Support
Increasingly, decisions about whether to change jobs hinge on factors having to do with employees’ families. Accordingly, many organizations are revisiting provisions for child care, elder care and health care.
Career Support
Decisions about staying in a job or leaving it frequently come down to whether the organization, through its leaders, takes an acute personal interest in the individual. This interest manifests itself through measures such as regular and honest appraisal discussions, personal coaching, personalized development plans, and support for personally initiated projects and interests.
SOURCE: Richard Hadden and Bill Catlette, co-authors, Contented Cows Give Better Milk, www.ContentedCows.com, December 31, 2003.
LEARN MORE: Truths and Myths of Work/Life Balance.
posted by Sean Rehder at 10:35 AM, (Permalink)
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Tuesday, February 17, 2004
 Congratulations to Allan Schweyer, the New Executive Director of the Human Capital Institute
Allan took over as the Executive Director last month. The Human Capital Institute is a catalyst for innovative new thinking in talent acquisition, organizational development and performance measurement.
Look for more to come about Allan's new adventures.
posted by Sean Rehder at 1:29 PM, (Permalink)
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Monday, February 16, 2004
 | Introducing the Site's Newest Industry Expert...Sue Becker |
Sue Becker is the owner of From Piles to Smiles™ professional organizing service. She is a C.P.A., and spent 20 years in various auditing, accounting, finance, and marketing positions at a variety of companies, including The Quaker Oats Company and Ameritech. The organization and time management skills that she used in these positions led to numerous accolades, including a prestigious leadership award. She started From Piles to Smiles early in 2000.
Here is Sue's first blog to the site...
Tame Your Computer
You can view your computer as an electronic version of a file cabinet: it stores information you intend to retrieve in the future. Like any file cabinet, it should be cleaned out regularly. Most people find it easy to fall into the trap of saving too much electronic information because, unlike paper, they don’t have to look at the piles of electronic information. So while I advocate cleaning out your paper files annually, I recommend cleaning up your computer every 6 months.
For the full article, click here. |
posted by Sean Rehder at 10:08 AM, (Permalink)
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News Articles
from Workforce Reporters
RECOVERY Shows Signs Of Strength
Hartford Courant (subscription)
By ADAM GELLER, Associated Press. NEW YORK -- The economic recovery is showing new signs of staying power, a trio of reports said ...
THINK Globally, Save Your Job Locally
Fortune (subscription) - USA
By Anne Fisher. We've all seen the bleak statistics: US companies have
sent well over a half-million tech jobs overseas in the past couple of years. ...
I'M No Workplace Casanova, but Will Interviewers Believe It?
Fortune (subscription) - USA
If you left under a cloud, tell prospective employers the truth, but don't rehash all the gory details. By Anne Fisher. I was fired ...
I Sold My Skills — Now How Do I Sell Ads ?
Fortune (subscription)
By Anne Fisher. I was out of work for eight months after a layoff, and now my brother-in-law (who owns a small chain of community ...
FRANKLIN executives face crisis
San Francisco Chronicle - San Francisco,CA,USA
... about one-third of the stock. Net Worth runs Tuesdays, Thursdays and Sundays. E-mail Kathleen Pender at kpender@sfchronicle.com.
DEBT-RIDDEN Calif. Faces $15B Question
Guardian - UK
By MICHAEL LIEDTKE. SAN FRANCISCO (AP) - California is quickly running out of cash and bracing for acute financial pain following ...
ARIBA purchases FreeMarkets
Oakland Tribune
By Michael Liedtke, Associated Press. SAN FRANCISCO -- Business software maker Ariba Inc. will buy rival FreeMarkets Inc. in a cash ...
INFORMATION technology workers feel effects of long downturn
Charleston Post Courier (subscription) - Charleston,SC,USA
BY VICTOR GODINEZ. Information technology workers are overworked, nervous about potential layoffs and increasingly dissatisfied with ...
posted by Sean Rehder at 9:46 AM, (Permalink)
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Sunday, February 15, 2004
True Employee Performance Management: Moving beyond Automated performance appraisals
Date : Tuesday March 2, 2004
Time : 1:00pm Eastern US
Presenter : Jay Weir - Senior Analyst, HR.com
"Human resources professionals are faced with a broad set of challenges where employee performance management is concerned. Paper reduction and administrative cost controls, tying corporate goals to individual or departmental performance, centralizing skill data, optimizing HR and manager time, improving reporting and analytics capabilities and helping deliver increased shareholder value are just some of the desired outcomes."
posted by Sean Rehder at 11:46 AM, (Permalink)
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Saturday, February 14, 2004
5 Major Staffing Assessment Trends in 2004
By Charles Handler & Steve Hunt
"As people often do at the start of the new year, we recently took time to reflect on the online staffing assessment trends we saw unfolding during 2003 and thought about what these trends will mean for 2004. This article discusses five emerging trends that we believe will characterize the use of staffing assessment systems during 2004. We have also highlighted potential ways that companies might capitalize on each trend. "
Here are the five...
- Overlooking the Importance of Candidate Quality
- Increase use of the Metrics and "Six Sigma" Techniques
- Sourcing and Sorting Companies (I.E., Job Boards and ATSS) Will Begisn to Expand Their Product Offerings
- The Number of Assessment Vendors Will Continue to Grow
- Technology Will Not Replace Humans
For the full article, click here.
posted by Sean Rehder at 11:51 AM, (Permalink)
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Changes in the Talent Landscape
By Dr. Steven Hunt
Thursday, February 26
1:00am EST/10:00am PST
Steven T. Hunt, Ph.D., SPHR, is Chief Scientist at Unicru. He has over 12 years of consulting and research experience in HR strategy and staffing assessment systems. Companies in the US, Europe, and South America have benefited from his expertise. An active author and speaker, he has published and presented research on a variety of topics related to strategic human resource practices.
posted by Sean Rehder at 11:37 AM, (Permalink)
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Maintaining Your Status as a Great Recruiter: What You Should Read
By Dr. John Sullivan
"Recruiting changes faster than any other HR function. Some of the factors that keep recruiters on their toes include a constantly changing economy, the increasing globalization of talent search, and rapid changes in technology. The net result of all of these changes is that no matter how good a recruiter you are today, whatever knowledge you currently possess about recruiting, it will all soon be out of date. In fact, I estimate the shelf life of recruiting knowledge has shrunk to less than two years."
posted by Sean Rehder at 10:54 AM, (Permalink)
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Recipe For Hiring The Cream Of The Crop
M. Lee Smith Publishers
"The economy's soft. The job market's tough, although there are signs of improvement. However you say it, the end result's the same: Right now, it's an employer's market. Odds are you're being inundated by resumes in response to any announced job opening. You may even be receiving unsolicited resumes with cover letters asking that you consider the sender for a position if an appropriate opening should ever arise. With so many potential employees seeking to work for you, finding the perfect candidate should be easy, right? Not necessarily"
posted by Sean Rehder at 10:39 AM, (Permalink)
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On the Trail of the Security-Cleared Employee
By Alison Stein Wellner
"The labor shortage is alive and well when it comes to job candidates with security clearance. Demand for such employees outstrips supply. Even with niche job boards and aggressive payments for employee referrals, businesses are having a tough time filling critical jobs."
posted by Sean Rehder at 10:14 AM, (Permalink)
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Friday, February 06, 2004
Hiring - Blind Man's Bluff
"Can you name one thing that is as misunderstood as the benefits of hiring highly skilled people? Dr. Wendell Williams isn't talking about finding and screening people; he's talking about understanding thoroughly what the job requires and putting applicants through hoops to see if they are qualified."
For full article, click here.
posted by Sean Rehder at 12:34 PM, (Permalink)
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Deploy Solutions
Deploy Solutions will hold a free Webinar on February 25th at 2 PM EST entitled, "Creating a Virtuous Spiral." Hosted by HR guru Ed Lawler, the Webinar will concentrate on management practices designed to retain and attract the best talent available.
posted by Sean Rehder at 12:06 PM, (Permalink)
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Wednesday, February 04, 2004
 | Recruiting a la The Apprentice
iLogos Research : By Alice Snell |
The newest reality TV phenomenon showcases a common activity: getting a job. Contestants—or should I say candidates—compete for a coveted position, and just like in “real life” a hiring manager has to make a decision on who to bring on board. Surely this is compelling television (18.5 million Americans tuned in to the first of 15 hours of television), but is there any relationship between NBC’s hit show The Apprentice and the methods and best practices in today’s recruiting processes? Let’s view The Apprentice through the eyes of staffing professional.
For the full article, click here.
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posted by Sean Rehder at 7:59 AM, (Permalink)
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Allan Schweyer hosted Webinar on Feb 26: Building and Managing a Talent Pool
"Building and Managing a Talent Pool is far from a new and revolutionary concept. The sports world has been doing it for decades.
So what exactly is a Talent Pool? Using the sports analogy, a talent pool is the minor leagues or the farm team. It usually starts with talent scouting of some sorts. David Beckham was on Manchester United's radar at the tender young age of 14. Wayne Gretzky and Mario Lemieux were both watched intently by the pro scouts before they were of legal age to drive. Of course there are exceptions in the sports world. Michael Jordan really didn't set the world on fire until his second or third year of pro basketball.
So how does this translate to your company’s business? There are a few different references to building talent pools when discussing Talent Relationship Management or Just in Time Recruiting."
For full info, click here.
posted by Sean Rehder at 7:49 AM, (Permalink)
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'A New Kind of Workforce' Emerges
Surge in Number of Contractors Helps Explain Why Recovery Adds Few Jobs
"Ken Gaebler can help explain how the U.S. economy can be growing so briskly without adding significant numbers of new jobs.
When Gaebler's three-year-old marketing firm needs a computer programmer, a speechwriter, a Web designer or just about any other work done, Gaebler doesn't take out a help-wanted ad. He puts the project out to bid on the Internet. "
For full article, click here.
posted by Sean Rehder at 7:40 AM, (Permalink)
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5 Tips for Making Internships Work for You
By Kevin Wheeler
"Internships programs have been around for decades and have provided students with valuable work experience and skills. These experiences and skills have often benefited their sponsor, but frequently have benefited some other employer -- perhaps one who invested nothing in an internship program. The National Association of Colleges and Employers (NACE) recently reported that the average employer only converts around 43% of interns to full-time employees after graduation. Looked at in another way, almost 60% of interns do not go to work for the sponsor of their internship."
Here are the five...
- STRUCTURE THE PROGRAM WITH CONVERSION IN MIND.
- MAKE THE CONVERSION PROCESS CLEAR AND SMOOTH.
- PROVIDE STUDENTS WITH REAL WORK -- AND MAKE IT EXCITING AND MEANINGFUL.
- ASSESS THE INTERNS REALISTICALLY; COACH THEM WELL.
- SEPARATE THE POOR PERFORMERS AND MAINTAIN CONTACT WITH THE GOOD ONES.
For the full article, click here.
posted by Sean Rehder at 7:21 AM, (Permalink)
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