Small- and medium-size enterprises have both differences and similarities to the operations of large companies. Although small- and medium-size enterprises do not manage their operations on the same scale as big companies, they share all of the same basic structures and business processes. The organization charts for all companies include departments for sales and marketing,... [full article »]

Hiring is in the news. Every day articles cover the current state of employment and unemployment along with analysis and predictions of future labor market trends. Curiously, the data and prognostications are not consistent among various publications and journalists. Here are some examples. BusinessWeek Online reported: Some 25% of the executives on The Business Roundtable,... [full article »]

Many large companies shut down divisions and lay off workers while at the same time starting new business ventures. This firing-and-hiring trend seems to prevail regardless of the state of the economy. There is a perception among some that companies do not have the time for internal redeployment, so organizations turn to the external... [full article »]

To know whether an HR program such as internal mobility has met its objectives, the standards for measurement of the program performance must be defined. This article draws on the iLogos Research study Internal Mobility to explore current internal mobility processes in leading corporations and the metrics used to measure program effectiveness. Current Reporting Practices... [full article »]

My last article, Internal Mobility: Process Design, discussed the overall structure of an internal mobility process and specific ways that the process is designed by leading staffing organizations. When constructing an internal mobility program, one decision facing staffing executives is whether to give the initiative a head start by giving internal candidates the chance to... [full article »]

Internal mobility ó the movement of employees from one position to another within a corporation ó is an efficient and cost-effective method of talent deployment and can be a significant component of a company’s staffing strategy. Making job opportunities available to the existing employee base leads to greater employee satisfaction and retention, while at the... [full article »]

My last article discussed staffing solutions that are based on a candidate profile. A candidate profile is a file in the careers site database unique to a candidate, containing all of his or her personal information in a structured format. The previous article compared profile-based systems with more conventional resume-based systems and pointed out several... [full article »]

What is a profile? In the broadest terms, a profile is any collection of information on an individual, stored in a structured database. Think of a profile on Yahoo! or Amazon. Profiles on these sites contain basic contact information, but also any other information required to carry out desired functions. In the case of Amazon,... [full article »]

Integration is the systematic tying together of separate enterprise applications. Considerable work may be required for two enterprise applications to be integrated successfully. The software and data have to be made to mesh without any slippage or miscommunication. Accomplishing this requires an agreement about how the transaction or data exchange will be accomplished. Open Standards... [full article »]

Corporate staffing has become firmly established as an online activity, focusing around the corporate careers website. Competitive advantage no longer belongs to the company that uses a corporate website to fulfill staffing requirements. To separate itself from the pack, a company must segment its candidates. Successful website recruiting requires the application of some fundamental principles... [full article »]

Recruiters are under pressure. Third-party recruiters are feeling the pressure of the current economy, as corporate clients are cutting back on use of their services. This lean period is forcing many to reevaluate their role and to reflect on what the market wants of them. Amid the development of recruiting technologies, this period of retrenchment... [full article »]

As the economic forces of the new millennium continue to take shape, large companies are revising corporate staffing department budgets with a view towards cutting costs and realigning goals. The overheated “find talent anywhere” environment of recent years has reversed. Corporate staffing departments have less job positions open, and more candidates applying for them. For... [full article »]

Is your current staffing automation technology just getting you by? Sometimes burning platforms only smolder. Without a major catastrophe, there is little incentive to find a better solution. But don’t become too complacent in accepting the status quo, or just accepting the CIO’s default choice of upgrade, when there may be a staffing platform that... [full article »]

“Total Cost of Ownership,” or TCO, is a concept used to represent the true costs of owning enterprise software. TCO seeks to measure all of the expenses, both human and technical, behind a given technology initiative. It includes all costs related to the technology lifecycle, including procurement, deployment, maintenance, and support. Thinking in terms of... [full article »]

Lately, I have been meeting corporate recruiters whose sourcing strategy has been shaped by negative conditioning. Sheer volumes of responses have conditioned them to avoid exposure for their job positions. These recruiters have retreated from the major national-brand job board, and are beginning to shrink back even from posting to the corporate website. But is... [full article »]

Discussions about the choice of an enterprise-wide staffing management solution have increasingly included the calculation of return on investment, or ROI. Assessment of ROI on a system implementation reflects favorably on the HR staff. It shows that the recruiters and other key HR stakeholders who comprise the selection committee realize the importance of carefully evaluating... [full article »]

Visitors to your corporate careers website are a demanding bunch. They are the ones holding the mouse. To get them to commit to becoming a candidate, you need to provide them with the right information and tools. What do recruitment managers need to know about the expectations of careers website visitors? iLogos Research found out... [full article »]

As a medium, the Internet has grown faster than any other technology in history, including the telephone, radio, TV, and cable. Traffic to corporate websites, and hence to adjunct corporate careers websites, is ever increasing. As the Internet matures, its demographics shed the homogeneity of its early days and become increasingly diverse. The volume and... [full article »]

The purpose of the corporate website careers section is to promote the company’s employment openings. It would seem likely then, that visitors to the Careers section of corporate websites would be actively looking for new employment ? i.e., they are “active” jobseekers. Not only might you think they are active jobseekers, you might also suppose... [full article »]

It is interesting that prescreening has been the focus of much recent discussion. While not a new concept, the active examination of prescreening’s advantages and tools presuppose three basic tenets: Automated prescreening occurs through the careers section of the corporate website. Therefore, this discussion acknowledges that the corporate website can and should be the center for... [full article »]