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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, May 23, 2004
 Blogs: A New Frontier in Online Recruiting
By Susan Ladika
"In fields like nursing and technology, some companies are turning to Web logs for hard-to-fill jobs. “We’re doing very little traditional advertising right now,” one recruiting manager says.
Web logs, or blogs, as they’re commonly known, come in all forms and fashions--from a teen’s rant about his school day to links to leading job news to a running discussion of a corporation’s hiring practices. But knowledge about blogs and opinions about them are as varied as corporate recruiters themselves."
Click here for the full article.
posted by Sean Rehder at 6:48 AM, (Permalink)
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Saturday, May 22, 2004
Internal Talent Relationship Management
By Dave Lefkow
For the past few years, companies have had a relatively easy time retaining and recruiting employees in less specialized positions in finance, marketing, accounting, and human resources. But suddenly, the sharks are circling in your talent pool! Some of the employees who were so easy to find and retain for the last few years are the very same ones who are now turning over more frequently and who are harder to find than ever -- and it will likely get worse as the economy continues to recover. So what can you do about it?
Click here for the full article.
posted by Sean Rehder at 10:08 AM, (Permalink)
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The Value of Person-Organization Fit
By Dr. Charles Handler
"You don't have to have been hanging around the world of hiring too long to have been exposed to discussions about how well an individual "fits" in with an organization. If you think about it, the idea of ensuring a good fit between a candidate and a job or organization is pretty much the main idea of the entire hiring process.
Click here for the full article.
posted by Sean Rehder at 9:56 AM, (Permalink)
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Thursday, May 20, 2004
HIRE.COM
From the AIRS Directory
"Austin-based Hire.com, a provider of talent management software, has announced the availability of Referral Networking as part of its Hire Enterprise 8 line of products. The addition is designed to allow clients to utilize social networking strategies to maximize the value of their employee referral programs. In much the same way that some popular Internet social networking sites allow users to see interrelationships with each other, the Referral Networking feature will allow employees to share job opportunities with friends and acquaintances even as their referrals are tracked for them."
posted by Sean Rehder at 11:48 AM, (Permalink)
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 How do I design a successful open house aimed at boosting our recruiting efforts?
From Workforce Online.
Comedian Tom Lehrer once said: “Life is like a sewer. What you get out of it depends on what you put into it.” The same goes for open-house initiatives. There’s no generic answer for the value of an open house. Those that are well-designed and professionally executed usually are great events. Poorly executed events thrown together with the passion of a tax document are woeful failures. As usual, we tend to blame--or credit--the venue, not the planner.
If you want to have a successful open house, follow these guidelines.
Determine the type of candidates you want. Are you recruiting candidates who will come to such an event? Executive VPs of marketing rarely go to fairs. Nor do candidates from companies with close cultural histories with yours, for fear of meeting a coworker or boss.
“If you build it, they will come.” Many open-house events are little more than thinly veiled mass interviews, with all the charm and elegance of a mass deportation. Plan an event. Work with your marketing and sales folks to set up product demonstrations. Use past press videos to offer continuous information. Give candidates color-coded badges based on skill profiles, and give your employees similar color badges. Set up a “meet and greet” area where everyone--candidates and employees--can come in contact. Establish private meeting rooms where two or more of your employees can sit down with a candidate and do an informal interview/information exchange.
Security is the rule. Require photo identification for admittance to the event. Require that bags, boxes or knapsacks be checked at the front desk. Provide adequate security to deal with potential issues before they escalate.
Control expectations. Do not sell an open house as a panacea for all recruiting ills. Tell your managers it’s simply another tool for tapping top candidates. Sell the concept as an opportunity for them to judge and assess the “pool in which the bucket is dipped.” This is their chance to wade in the waters where you swim every day. Are you in the right pool?
Have real jobs to offer. Nothing spreads through a crowd faster at an open house than the fact that no jobs are to be had.
Invite the guests you want. Just because it’s an open house does not mean everyone is invited. Use your online recruiting tools to develop “guest talent profiles” and send e-mail invitations to those you select. Go after the candidates you lost 6 to 12 months ago. Search out candidates at competitors. They may not come, but if you create a buzz about your company at their place of business, the effect is the same as if they had attended.
SOURCE: Ken Gaffey, principal, Kenneth T. Gaffey Consulting, Melrose, Massachusetts, April 9, 2004.
LEARN MORE: Internship Programs: What Candidates Find Appealing.
posted by Sean Rehder at 10:30 AM, (Permalink)
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Monday, May 17, 2004
 Human Capital InstituteThe Aberdeen Group and The Human Capital Institute have unveiled the latest in a series of initiatives aimed at understanding trends and strategies related to the hiring and managing of the hourly workforce. The results of a research study, which will include a short survey, will allow companies to benchmark their use of automated hiring systems, performance management strategies and retention methods against others in their industry. Participants in the survey will receive a free copy of the study's findings. It can be accessed here. The Aberdeen Group provides research, tools and services aimed at helping Global 5000 companies improve their competitive position and leverage data. The Human Capital Institute is a growing think-tank and educational resource serving professionals and executives in the human capital industry.
posted by Sean Rehder at 10:52 PM, (Permalink)
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Sunday, May 16, 2004
What You Can Do About Retention
By Kevin Wheeler
"The economy is heating up, which means your employees are going to continue to have more and more job opportunities at other companies dangled in front of them. While recruiters alone cannot do much to prevent people from leaving, in partnership with human resources generalists and hiring managers recruiters can contribute to a significant reduction in the rate of turnover."
Click here for the full article.
posted by Sean Rehder at 7:58 PM, (Permalink)
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Tuesday, May 04, 2004
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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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