Some of today’s talk of Kronos and Deploy:
Kronos’s press release on its acquisition.
A short item in the Boston Business Journal.
New rounds of studies are advising that stress and mental health can affect productivity in the workplace and sharply impact retention.
According to a report by Meritain Health and the Partnership for Workplace Mental Health, companies should make the connection between untreated mental health conditions and lost productivity, perhaps offering more comprehensive mental health benefits and promoting the benefits to their employees.
And in a separate report, this time by Watson Wyatt, workers rank stress as the top reason they would leave their company, followed by base pay, new opportunities, and work/life balance.
Get used to it: unless your organization hires everyone who applies, you are testing. Some people (even attorneys who should know better) vigorously deny that their organizations test applicants (pssst?interviews are tests!).
Whether an organization uses verbal questions or written questions, they both have the same objective: to separate qualified applicants from unqualified ones before spending big bucks on salary, benefits, and potential lawsuits. Tests are tests.
John Sumser, editor of Recruiting.com, announced on Tuesday that after 14 years with interbiznet.com, he has plans to shift to a contractor status and reduce the amount of writing on the website.
Bear Stearns has laid off 300 workers across various business units, including its equity trading business. The latest cuts affect about 2% of its 15,500 employees and are blamed on the ongoing credit crisis that has loomed on Wall Street and throughout the country’s housing market.
James Cayne, chief executive of Bear Stearns, wrote in a company memo that the goal is to “deploy our resources in today’s challenging environment where growth opportunities are greatest and to reduce costs in areas that can no longer justify their current level of infrastructure.”
The investment bank has not specified which exact units are affected, and says in the memo that it will continue to add jobs as needed.
For persons and businesses in the path of the many grass and forest fires extending from Santa Barbara to the Mexican border, the situation certainly qualifies as a disaster or a potential disaster, depending upon how close you are to the fire line at the time. A little shift in the wind and a business can be lost.
Whether that disaster is fatal for your business depends upon the amount of effort that went into planning for the disaster and how long you can afford to be unable to conduct your business.
The medical technology industry is a vibrant and growing part of the economy, with each industry job helping to generate an additional 4.5 jobs across the nation.
These findings, from health research company The Lewin Group, note that medical technology is a source of high-paying jobs that employed 357,700 workers, paid $21.5 billion in salaries, and shipped $123 billion worth of products in 2006.
In particular, the study states “policymakers at the federal, state, and local levels need to understand that innovation is not only driving advances in patient health, but in the health and strength of the national, state, and local economies.”
The study finds medical technology jobs pay more than 50% above the average job in Arizona, Arkansas, Mississippi, and Wisconsin. Annual pay for medical technology employees exceeded $50,000 in Georgia, Maryland, Massachusetts, Minnesota, New Jersey, and Washington. And 17 states paid more than $40,000, while only six states paid industry employees less than $34,000.
In a “median” state, the report shows that each dollar paid as payroll for a medical technology employee generates an additional $1.12 in payroll in that state, while each dollar of medical technology sales generates another $0.90 in sales in that state.
A decade ago Fast Company magazine labeled me the “Michael Jordan of Recruiting” because I had successfully designed corporate recruiting programs at the quality level needed to hire the then (and still) incredibly successful Michael Jordan.
During the last 10 years, a lot in the world of competitive sports has changed; now Tiger Woods is the number-one athlete in the world. The world of recruiting has also changed and has become more complex and competitive due to globalization, a rift in workforce demographics, and the insane pressure placed on organizations to innovate at an ever-accelerating pace.
The talent wars have entered a new phase. Now it’s more about guerilla warfare and skirmishes, not big battles.
With this concept in mind, I was lured to a workshop a few weeks ago to hear about some of the latest creative sourcing ideas going on throughout our industry. Some of them were Web 2.0 based, others technology-oriented, a few based on contests, and others just targeted and compelling advertising. Regardless of the approach, all had one theme in common:
FairPoint Communications has plans to take over Verizon’s landline operations in rural New England and, if the acquisition is approved, it will hire close to 675 new workers in the area.
FairPoint says it has hired four recruiters to hire and train approximately 125 of the 675 employees it intends to hire if the proposed merger between FairPoint and Verizon in Maine, New Hampshire, and Vermont is approved.
FairPoint, a communications services provider in rural and small urban communities in 18 states, calls this move the catalyst to “significant job creation” that will “have a significant impact on the Vermont, New Hampshire, and Maine economies.”
Quite often, recruiters ask me to recommend today’s best books and blogs. I’ve compiled some links to blogs that are a bit out of the recruiting mainstream and are not written by recruiters. These blogs provide you with a slightly different view of things and often from a wider perspective as well.
Out of the hundreds of books that are published every month, only a very few make my list. I try to recommend books that I will refer back to and that carry a message that isn’t faddish. The three I list here are all keepers.
Months after TheLadders.com first announced that it was moving away from a free system for recruiters, the $100K jobs website has officially made the transition to an exclusively fee-based suite of online recruiting solutions.
Effective November 1, the company says all new recruiters will choose from two service options: RecruitLadder Premium and RecruitLadder Enterprise, both of which offer unlimited job posting and candidate database searching.
The company says charter members of the RecruitLadder community will be offered varying levels of complimentary access to RecruitLadder Premium.
There are few decisions more critical for a company than the hiring of the leadership of their sales organization. Yet, few know how to do it well. Many err and “promote” their best seller to a sales management position.
Why this is called a promotion is beyond me. The job of the sales manager is vastly different than that of a sales person, so why is this considered employment elevation? Often sales managers earn less than the top sales people. Promotion?
In an effort to help about 400 low-income New Yorkers enter and advance in the nursing profession, the city has created a new program called the Nurse Career Ladder Program.
Through New York’s Center for Economic Opportunity, the city will help fund the students’ education and training over the next four years, pledging $10 million to the program.
About $3 million is designated for the program’s operations, even stretching to include things such as covering students’ fees for prep-course review and exam materials, through 2011.
The RN program will enroll about 240 students, while about 160 students will enroll in the LPN program. The program has plans to recruit students through the Department of Education’s adult and continuing education program, city job centers, and through referrals from community based organizations.
The remaining $7 million will be allocated to the construction of a new nursing school at Kings County Hospital.
The dean of Long Island University’s nursing school, Dawn Kilts, says a new nursing school will help alleviate the “severe shortage” of nurses in Brooklyn and help improve the economic future of members of the local community.
Before a job candidate becomes an employee, there are questions they should be asking you, their potential employer.
Some are questions they’d actually pose to you. Others, like #35, are rhetorical questions they’ll ask themselves.
Part-time positions feature prominently on the UPS corporate careers site, and that’s good news as the Atlanta-based global delivery services company seeks to hire up to 60,000 seasonal workers.
To help meet UPS’s 40% volume increase between Thanksgiving and the end of December, these seasonal workers will help deliver as many as 22 million packages worldwide daily.
“It’s safe to say in all the major markets we’re looking for seasonal help,” says UPS spokesperson Laurie Mallis.
The primary goal of almost any business function is to coordinate activities in an effort to increase revenue or profit. If you look at business functions like sales or product development, it’s obvious that what they do directly impacts the company’s revenue, and as a result, these functions are held in high regard and are typically well-funded.
In contrast, most individuals who work in recruiting fail to realize that their work also has a direct and measurable impact on revenue, provided that they focus their resources and efforts on recruiting for “revenue-generating” jobs.
After posting his opinions questioning the survivability of The Appointment magazine, Hire Strategies blogger Peter Gold received a letter from the publisher’s legal counsel.
The letter states that Gold’s written opinion “seriously undermines the magazine.” The legal counsel also asks Gold to correct the so-called incorrect statements within 48 hours.
Instead, Gold writes that his blog represents “a brave new world where bullies can no longer rely on legal threats and big deep pockets. And how you can have the audacity to threaten me with legal action for making derogatory comments makes me laugh and scares me not one bit. I will continue to write my blog and you can continue to send as many of your petty little letters as you choose; I have plenty of ammunition to fire back so bring it on.”
CareerBuilder Expands European Presence…
CareerBuilder.com has acquired Kariera.gr, the largest online job site in Greece. Kariera.gr will be powered by CareerBuilder technology but retain its existing brand name. CareerBuilder says its international network now tops more than three million in Europe.
In existence since 1997, Kariera.gr has a website, free weekly newspaper, executive training services, an annual job fair, and an annual career guide.
There is no shortage of job applicants these days. Rather, what we have a shortage of is qualified applicants. And whenever there’s a severe shortage, posting a job often makes it worse, not better. After all, when you post you waste precious time sifting through candidates who leave you wondering why they’ve bothered to apply as they have so little in common with the job requirements.
When you base your entire recruiting strategy on job postings to attract active candidates, you are giving up control. And that is a frightening concept. You’re left hoping and wishing, if not praying, that a contender will somehow surf by your posting and be seized by the impulse to apply for your job over every other opportunity out there. It’s wishful thinking he will send his resume off into the great unknown with no guarantee any human being will ever see it or respond.