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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, April 25, 2004
 WorkTrendsTM Study Shows Leaders Better Work Harder To Retain Talent
Gantz Wiley Research : By Jack W. Wiley & Scott M. Brooks
"Jolting turns, intense loops, and daring backward declines. This roller-coaster economy has kept many business leaders grasping to handrails and desperate to stay on track. Now, with Wall Street on the rebound, and predictions of the big economic turn-around, business leaders are becoming more confident about the future of their organizations. But our annual workplace survey results show, as the economy recovers, a new set of business challenges are likely to emerge. After a couple years on the back burner, talent retention issues are likely coming to the business forefront. "
Click here for the full article.
posted by Sean Rehder at 7:20 AM, (Permalink)
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 Employee Survey Process Action Planning
Thursday June 3, 2004
1:00pm Eastern US
"The process of survey implementation at first glance may seem fairly straightforward; however, there are many factors to consider. Employee surveys can bring with them a host of problems if not applied properly, especially if they are linked to employee performance appraisals, or will be used as a basis for action planning. Surveys must be carefully prepared and delivered to ensure accurate results. "
Presenter : Aileen MacMillan - Researcher/Analyst, HR.com
Click here to register.
posted by Sean Rehder at 7:16 AM, (Permalink)
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One Size Does Not Fit All: Implementing the Right Performance Management Solution
Webinar: April 22 - 12noon ET
"Companies of all sizes and revenue bands are discovering that their traditional point solutions for budgeting, planning, and reporting have become inadequate for answering the challenges posed by today's fast moving business environment. The frustrations of waiting for critical information to get into the right hands and of budgets and plans that are inflexible and quickly outdated have led many organizations to turn to an integrated performance management solution.
Join Amy Whitehead, Manager of Business Applications at the Monarch Beverage Company, for this up-close and personal look at how one company defined their business needs, evaluated their technology resources, and implemented a performance management solution that has already delivered multiple benefits in a relatively brief time frame; including:
- Reliable, uniform data readily available to all users
- Better cash flow management and planning
- Increased ability to adjust budgets and operational plans as needed
- More time for review and analysis of key performance data
This webcast will offer valuable insight into the critical decisions that go into selecting, customizing, and implementing the right performance management solution to fit your organization. "
Click here to register
posted by Sean Rehder at 7:08 AM, (Permalink)
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Is Recruiting an Art or a Science?
By Dave Lefkow
"The recruiting industry has come a long way in the last five years. Companies have shifted from, "Should we recruit online?" to, "How do we use technology to gain a strategic advantage for talent?" And now we stand ready to take the next steps. As scientific selection, online assessment testing and skills screening gain critical mass, we must ask ourselves the question, is recruiting an art or a science?"
Click here for the full article.
posted by Sean Rehder at 7:05 AM, (Permalink)
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Taleo (RecruitSoft)
"Taleo, a provider of enterprise staffing solutions, formerly known as Recruitsoft, received the 2004 TecHR Award at the TecHR World Conference and Expo in New York last week. Senior IDC analyst and TecHR judge Mark Pramuk presented the award, which recognizes technology excellence in employee and employer services."
posted by Sean Rehder at 6:44 AM, (Permalink)
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 Human Capital Institute"The Human Capital Institute announced that Webhire, a Lexington, Massachusetts-based provider of talent management solutions, has signed on as a Founding Sponsor. Webhire will become the sponsor of the "Future Labor Trends Learning Track and Thought Leadership Forum," which will explore demographic and economic trends affecting the human capital industry."
posted by Sean Rehder at 6:41 AM, (Permalink)
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What Makes a Great Recruiter?
A Yahoo! Resumix Webcast
"It takes great recruiters to hire great people, but what does it take to actually be a great recruiter? Find out on April 28, as Yahoo! Resumix and AIRS present a FREE webcast that discusses AIRS' newly created Recruiting Competency Model. This model was developed by AIRS and top recruiting professionals from Microsoft, T-Mobile, Wachovia and Abbott Labs. Findings will be presented by Chris Forman, CEO of AIRS, and Danielle Monaghan, Senior Talent Acquisition Manager with T-Mobile. A free white paper highlighting AIRS' learnings will be available to registrants after the live broadcast. "
Register here.
posted by Sean Rehder at 6:38 AM, (Permalink)
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Monday, April 19, 2004
States Tackle Outsourcing
This comes to me from Lisa Langsdorf of Trylon Communications.
"NEW YORK — Outsourcing (search) isn't just a hot topic on the presidential campaign trail this year. Many states are moving to ensure that more workers and businesses are homegrown.
But critics of putting limits on the amount of work sent overseas — called outsourcing, or offshoring — say such marketplace "walls" will lead to higher product costs and possibly retaliation from foreign governments to limit trading activity with the United States."
Click here for the full article.
posted by Sean Rehder at 10:08 AM, (Permalink)
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Sunday, April 18, 2004
Yankee Group
From AIRS
"The Yankee Group will publish a report entitled, "Human Resources BPO: Market Analysis, Forecast & Competitive Landscape 2003-2008." The report indicates that HR business process outsourcing - letting one vendor handle all HR functions - will grow rapidly to an estimated 30 percent of the entire U.S. HRO market by 2008, accounting for $42 billion in sales. Vendors such as Hewitt, Ceridian, ADP, Aon and Fidelity are expanding their ability to offer full-service HR management, and IT companies like IBM, Accenture and EDS are also looking for entry into the market."
posted by Sean Rehder at 8:28 PM, (Permalink)
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Friday, April 16, 2004
Webinar: Compliance With The New EEOC regulations and the Definition of an Applicant
Date: Wednesday April 28, 2004
Time: 1:00pm Eastern US
Presenter: Michael Moretti, HR.com
"After four years of collecting responses from a variety of sources the OFCCP has a new definition of 'Applicant'. This new definition could impact the way you recruit on the internet. Since "Title VII and the ADA cover all private employers, state and local governments, and education institutions that employ 15 or more individuals." it is not just government contractors that are in danger of penalties.
What can small to mid sized organizations who don't have a Talent Management System (ATS) in place do to ensure that they comply with this new regulation?
How will this change the requirements for larger companies who already have a Talent Management system in place?
What can their vendors do to ensure that they comply with this new ruling?
These topics will be discussed in this Online Learning Seminar. "
Click here to register.
posted by Sean Rehder at 9:45 AM, (Permalink)
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Wednesday, April 14, 2004
What Makes a Great Recruiter?
Recruiting Competencies: Identifying the Attributes of a Great Recruiter
Date: Wednesday, April 28
Time: 10 a.m. PST/ 1 p.m. EST
Duration: 60 minutes
Cost: Free
It takes great recruiters to hire great people, but what does it take to actually be a great recruiter? Learn what recruiting professionals at Microsoft,
T-Mobile, Wachovia and Abbott Labs identify as the key attributes of a great recruiter. Findings will be presented by Chris Forman, CEO of AIRS, and Danielle Monaghan, Senior Talent Acquisition Manager with T-Mobile.
Click here for more information.
posted by Sean Rehder at 9:14 PM, (Permalink)
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3 Ways Recruiting Can Help Succession Planning
By Kevin Wheeler
"Many organizations leave recruiters entirely out of the succession planning process, bringing them in only at the last moment. In times of rapid corporate change, perhaps it's time recruiters were placed in a relationship more central to succession planning. Here are three significant ways that recruiters can add real value to this important area of talent management."
Click here for the full article.
posted by Sean Rehder at 11:09 AM, (Permalink)
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Tuesday, April 13, 2004
Firms will pay when workers make escape
By Alan M. Webber
"For some time now, the economy has been a good-news/bad-news story. The good news has been the recovery. Productivity has gone up, so has demand, and there has been a general sense that the recent recession has shifted into the rearview mirror. The bad news has been the lack of new job creation. Until March. The Labor Department's most recent report says that 308,000 new jobs were created, the most in four years. The Bush administration is treating the improved job performance as good news — and it is. Except for one very serious problem that's lurking below the headlines."
Click here for the article.
posted by Sean Rehder at 3:46 PM, (Permalink)
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Monday, April 12, 2004
Sunday, April 11, 2004
Saturday, April 10, 2004
How Technology Can Help You Build an Effective Recruiting and Retention Strategy
Know More, Do More, Spend Less
Date: Wed, April 21, 2004
Time: 2:00pm ET/11:00am PT
Location: Your Desktop
"To deliver value to your company, your Human Resources (HR) organization needs to hire, train and retain the right people to meet organizational objectives. However, many HR organizations are unable to make HR a key advocate of business strategy because they are mired in transactions and busywork. By delivering workforce information across the enterprise and automating HR business processes, HR organizations can reduce costs and demonstrate the true value of HR - as designers and managers of HR programs that deliver results to the bottom line."
Click here for the full article.
posted by Sean Rehder at 9:18 PM, (Permalink)
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 | Project Management Tip
from Tom Mochal at www.Tenstep.com |
Break Large Projects into Smaller Pieces
For the most part, the days of the hundred thousand hour project are over. Very large projects are simply too difficult to manage and execute successfully. There are a number of problems with very large projects.
- The work is less clear the farther out in the future it is. Large projects are usually always long projects as well and that makes them very difficult to plan successfully.
- Since the future work is less clear, it is harder to make accurate estimates for effort, duration and cost.
- Business and technical conditions change over time, making planning assumptions in the future very uncertain. The business and technical certainties of today can change dramatically over time.
- You risk losing organization support if there is a long delay before delivering tangible results. It is very difficult to maintain organizational enthusiasm and support over long periods of time.
- It is very difficult to predict resource requirements and availability far into the future. Again, this gets at the difficulty of estimating accurately as you get further out in the future.
In general, very large efforts are much too difficult and complex to manage as a single project. The better technique is to break the work down into more manageable chunks, each of which is considered its own project, with its own Project Definition and workplan.
For instance, a long IT development effort can be broken into separate sequential projects based on the life cycle. A project is set up for the analysis work. Toward the end of that project a second project is established, based on what you know then, to do the design work. Then a construct/test project is initiated, and finally a project for implementation. Other large initiatives might be broken up into smaller projects that might run in parallel. Some large initiatives can be split into a combination of smaller projects - some of which must be done sequentially, but others that can be done in parallel. Each team will work to complete its smaller project, but all the work would be coordinated so that the entire effort is successful. |
posted by Sean Rehder at 7:40 PM, (Permalink)
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Learn About the Future of HR—in Vegas
Where: Hyatt Regency Lake Las Vegas
101 Montelago Boulevard
Henderson, Nevada
When: April 26–27, 2004
Cost: $350 per attendee
Featured Presentations
- Comprehensive Talent Management: Linking Workforce Performance to Organizational Objectives
- Workforce Compliance in the Post-Enron Age
- Assessing the Workforce Through Analytics
- HR Transformation Trends and the Impact of Technology
- To BPO or Not to BPO—the Benefits of Business Process Outsourcing
posted by Sean Rehder at 7:34 PM, (Permalink)
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Friday, April 09, 2004
New Latitudes: A Story Set in the Future
By Kevin Wheeler
"Kevin takes a look at the future of recruiting in this description of an organization's recruiting department in the year 2010. The best part is, many of the tools this fictional company used to double the quantity of the candidates managed by recruiters while at the same time improving the quality of candidate customer service are already starting to become available today."
Click here for the full article.
posted by Sean Rehder at 10:00 AM, (Permalink)
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What Makes a Great Recruiter?
A Yahoo! Resumix Webcast on April 28th.
"It takes great recruiters to hire great people, but what does it take to actually be a great recruiter? Find out on April 28, as Yahoo! Resumix and AIRS present a FREE webcast that discusses AIRS' newly created Recruiting Competency Model. This model was developed by AIRS and top recruiting professionals from Microsoft, T-Mobile, Wachovia and Abbott Labs. Findings will be presented by Chris Forman, CEO of AIRS, and Danielle Monaghan, Senior Talent Acquisition Manager with T-Mobile. A free white paper highlighting AIRS' learnings will be available to registrants after the live broadcast. "
Click here to register.
posted by Sean Rehder at 7:58 AM, (Permalink)
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Saturday, April 03, 2004
 | Don’t Let Time Steal Your Day
This month we “lose” an hour as we move our clocks forward for Daylight Savings Time. This is a good time to overcome losing other hours each day because we don’t make the most of our time. |
Here are some ideas to help you:
Keep a master to-do list. You may make lists to remind yourself of all the things you have to do. Although you may view these as your daily task lists and try to work from them each day, for most people, they contain much more than one day’s work. Such lists are, in fact, a master to-do list, which is a reminder of all of the things you intend to do. Items from this master list need to be transferred to your daily planner, where you can schedule when you’re going to do them. In order fo! r the master list to be useful, it must have several elements:
- It must truly be a list, rather than assorted scraps of paper here and there with reminders written on them. Have a single place, like a notebook, where you jot down every idea, project or task that you want to pursue. The purpose of writing everything down is to free your mind from having to remember all those ideas (big and small) that pop into your head. Keep this master list with you at all times, so that when you think of something, you can write it on the list before you forget. If you already know when you’re going to do somethi! ng, schedule it on your calendar rather than writing it on your master list.
- It must be prioritized. A prioritized list will help you make sure that you schedule the most important things so they get done when they need to be done. Use whatever prioritization method works for you. I like to prioritize by assigning a due date to each item on the list.
Plan your day the night before. This will keep you from wasting time wondering, “What should I do today?” When you start the next day, you’ll be able to hit the ground running because you’ll already have a clear idea of what’s important for the day.
- Review your master list at least once a week and schedule the top priority items on your calendar or planner. Don’t cross items off the master list when you transfer them to your task list, but only when you’ve completed them. This prevents things from slipping through the cracks.
- Review your master list for other items whose due dates are coming up – you might want to schedule some of these on your calendar or planner as well. You might also be able to eliminate some tasks that are no longer necessary or important.
- Be realistic about how much you can accomplish in one day – maybe it’s only 1 or 2 big tasks, or maybe it’s 10 smaller tasks.
List each task in the order in which it should be done, keeping several things in mind:- Tasks that require more focus should be reserved for when you have the most mental energy.
- Similar tasks should typically be grouped together. For example, all phone calls should be made in one sitting – it’s more efficient.
- Prioritize by asking yourself the following question: “If I can get only one thing accomplished today, what should it be.” Choose the most important item on your list and give it top priority. Then ask yourself the same question about the remaining tasks until you have them all prioritized.
Cross items off your to-do list as you get them done. It’s a great feeling to accomplish what you set out to do, so be sure to mark the occasion by crossing it off the list.
Take a break now and then. We all have days on which we’re so busy we hardly have time to think. However, don’t wear yourself out by making a habit of working at such a frantic pace. If you habitually spend your day in a state of frenzy, try to reassess both what you’re doing (re-evaluate your to-do list) and how you’re doing it (aim to work smarter, not harder). Try to take a few short breaks (5 or 10 minutes) throughout the day to re-energize yourself. ! Also, schedule some time during the week to do things that you really enjoy, like working on a hobby.
Take time at the end of the day to review what you’ve gotten done. If there are still a few items remaining to be done from the day’s list, reschedule them for tomorrow, giving them top priority. If you consistently end your day with items still left to do, you may be over scheduling yourself, you may need to re-evaluate your priorities, or you may need to find a more efficient way to get things done. Make sure you aren’t getting distracted from the task at hand.
Reprinted with permission of From Piles to Smiles, www.pilestosmiles.com
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posted by Sean Rehder at 4:49 PM, (Permalink)
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Business Development Through Online Networking
"Business networking serves many purposes: general marketing, sales prospecting, recruiting, job-hunting, knowledge exchange, and business development. Of all these, business development is the one that it supports best. In fact, business development and business networking are closely related.
If you work for a large company, chances are that most of your business development activities are not local, and it is very likely that you already do a substantial portion of your business development work via e-mail and other internet technologies. Odds are that you’re already using these technologies yourself, and undoubtedly, you’re using e-mail. So, what do these online business communities offer beyond what you’re already doing?"
Full article...
posted by Sean Rehder at 4:20 PM, (Permalink)
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Why Your Hiring Strategy Must Map to Your Business Strategy
Webcast Event
Tuesday, April 20, 2004; 2:00-3:00PM EST
"Workforce Management invites you to join Lou Adler, expert speaker and author on leading-edge recruiting strategies, for the latest session in this exclusive webcast series.
Lou Adler tells you how companies can create more effective recruiting strategies that build long-term talent value, and why companies have such difficulty systematically hiring top people. He will reveal the bottom-line business results for each case. "
Full information...
posted by Sean Rehder at 3:01 PM, (Permalink)
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 Interview: John Boudreau on Talentship
By David Creelman
"Many companies have excellent HR functions and are facing the question, “What's next?" Dr. John Boudreau and Pete Ramstad have an answer. They are pushing the conception of HR one more step up the strategic ladder. They call this new level "talentship".
David Creelman spoke to Dr. Boudreau, formerly of Cornell but now at USC, about his ideas."
Full article...
posted by Sean Rehder at 2:36 PM, (Permalink)
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Weblogs that list current hiring needs and contact information. |
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Sean Rehder is a Contingent Workforce Developer who administers this site and specializes in building online solutions for workforce issues. Also, a former Independent Contractor Compliance Manager and Program Developer for such companies as Oracle, Cisco, Seagate, Inktomi, Ariba, CommerceOne, etc.
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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.
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Alice Snell is Vice President of
iLogos Research, a division of Recruitsoft. As a leading industry analyst, Ms. Snell has authored numerous
articles and reports on recruiting technology issues including best
practice staffing management methodologies and jobseeker behavior online.
Ms. Snell has been frequently called upon to provide expert commentary and
analysis regarding staffing management technology issues and is quoted in
leading media including The Boston Globe, Chief Executive, The New York Times
, PC Week, IT Recruiter, Chicago Tribune, and CNBC.com.
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Simon Meth builds rock-solid staffing systems. Incorporated are all facets
of the recruitment process including recruiting, identifying, behavioral or
competency based interviewing, selecting, and hiring the best-and-brightest
candidates for his clients. These people make a difference each-and-every
day.
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James R. Ziegler, Ph.D. is author of the "Contract Employee's Handbook", a free,
online resource for technical and professional contractors. Dr. Ziegler is also the Founder and Executive Director of
the Professional Association of Contract Employees (P.A.C.E.),
a unique employer of record service for Contract Professionals.
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As a Passion Catalyst (sm), Curt Rosengren helps people discover their passions and create careers that ignite them. His work is based on the Occupational Adventure Guide (sm), a passion pursuit / career development model he created to offer people an easily understood and effective approach to finding the career of their dreams.
Curt shares his thoughts daily at the Occupational Adventure Blog, "an ever-unfolding mixed bag of nuts, loosely clustered around the the central theme of Occupational Adventure - that is, a career that really gets you juiced." He also writes a monthly passion pursuit e-newsletter called Passionkey (sm).
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Jason Butler is the editor of numerous workforce related sites including "The Job Blog" and "The HR Blog" on the BostonWorks.com website. He has also written for the past three years on his personal blog, at jpbutler.com. Jason has worked in the Internet space since 1997, as a project manager for PlanetAll, as a program manager for Amazon.com, and as Director of Product Development for Abuzz, a division of New York Times Digital.
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Allan Schweyer has been involved in Internet recruiting since 1994 when he pioneered e-recruitment solutions for Human Resources Development Canada. He also currently consults with large organizations on HR strategies and specializes in e-recruitment projects. Alan is a senior researcher and analyst with HR.com and the guest editor of the HR.com staffing vertical.
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Tom Mochal is President of TenStep, Inc., a methodology development, consulting and training company. He has published a book on project management called Lessons in Project Management (Apress 2003). He has also developed a complete portfolio management process for companies called PortfolioStep (www.PortfolioStep.com), a project management methodology called TenStep (www.TenStep.com) and a framework for implementing and supporting project management within companies called PMOStep (www.PMOStep.com). Tom has over 23 years of IT experience, at Geac Computers, The Coca-Cola Company, Cap Gemini E&Y and Eastman Kodak. Tom has published hundreds of columns, and has presented and trained on project management and life-cycle topics around the world.
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