Several months ago, New Media, the online publication for Internet architects, which recently ceased operations, featured a puzzle by Scott Kim. Called Puzzler: True Colors, it asks readers to match company names with corporate colors. While the puzzle is aimed at testing the powers of observation, it also leads to larger observations: how much similarity exists in the marketplace, and, given what appear to be a finite number of options, how difficult is it for an organization to distinguish itself? Aspects of Identity Granted, corporate colors, logos and slogans are only pieces of overall image projection. The product line and method of delivery are obviously key factors when it comes to consumer perception. But, for some customers, a company’s stand on a political issue or decisive actions in matters of social responsibility can also be relevant. Ideological compatibility can lead to product purchases. There are companies that are known for this type of image building as much, if not more, as goods or services. The People of the World United Colors of Benetton is one such organization. The Italian company, which designs and manufacturers clothing and sports equipment, promotes diversity with its very name. Its clothing advertisements are known for featuring people of color. The homepage of the company website includes three categories: “Who We Are,” “What We Say,” and “What We Make.” Selecting “What We Say,” in the center of the homepage, leads to a page where the quote “All people are born free and equal in dignity and rights,” appears. On this page, two of the three categories and corresponding subcategories are devoted to issues of social responsibility. Choosing “Our Communications,” under the heading “About Who We Are,” leads to details about Benetton’s communications campaigns. Selecting “United Colors Divided Opinions,” under “About Who You Are,” provides a list of themes and issues the company has taken on, with links to information and details about each communications effort. One of the campaigns undertaken in the year 2000 was “We, on Death Row.” It used billboard advertising, newspaper ads and the Benetton website to educate people about the faces on death row. In addition, a magazine with death row inmate photographs and interviews was created and sent as an insert to Talk magazine subscribers. In the past 10 years, Benetton has aggressively campaigned for other human rights issues and has worked with organizations such as the United Nations, FAO, and the Red Cross on projects ranging from AIDS awareness and research to support for relief efforts in Kosovo. The company’s most recent communications campaign uses the slogan “Breaking Down Stereotypes” and addresses the Arab-Israeli conflict. United Colors at Benetton does offer online shopping. But it is available at a sub-site called www.theex.it. This Place Earth The outdoor clothing and gear manufacturer Patagonia is another company known for its culture. Focused on enjoying the earth but creating products that limit environmental impact, the California-based Patagonia promotes its commitment in all its advertising. The company also places identity alongside goods at its Web site. Categories at the homepage are “Shop,” “Customer Service,” “Enviro Action,” “Sports We Do,” “Our Culture,” and “Design Philosophy.” By choosing “Enviro Action,” a customer or jobseeker can read about how Patagonia has eliminated chlorine bleach from cotton fabrics to reduce the use of formaldehyde, and how it gives one percent of sales or 10 percent of pre-tax profits, whichever is more, to grassroots environmental movements. Selecting “Our Culture” leads to subcategories that include “Working Here,” “Our Roots” and “Press Room.” The message for the job seeker comes across loud and clear: work at Patagonia involves supporting a very specific ideal. If a person is not interested in the company’s focus, regardless of the position, the odds are against job satisfaction. A Different Appearance United Colors of Benetton and Patagonia are examples of companies with strong external messages that speak to customers and candidates, and indeed the entire world, about company commitment and corporate culture. However, in the effort to aggressively compete, corporate identity can sometimes get lost. As a result, many organizations are going to great lengths to create what could be called secondary identities in order to appeal to younger workers. The main communications vehicle for this “other face” is the Web. Creating a secondary website, which is either an offshoot of an existing site or a standalone site, with lots of lights and action, is something companies are doing in order to project a progressive image. Truth in Advertising But while the ability to entice potential employees using media may be tempting, it’s important not to alter your company’s identity to the point of distortion. The answer lies in articulating your message. What your company’s identity says to potential candidates will have an influence on the kinds of employees you attract. And it is they who will determine the company you build.
As dot-coms and brick-and-mortar companies alike dole out pink slips, recruiters may be faced with a surplus of candidates and fewer open positions. In an effort to find opportunities for qualified candidates, why not consider startup companies? There are all types of startup companies, from new (yes, new) dot-coms to businesses in every conceivable industry. And, by using appropriate resources, recruiters can find out more about these potential employers. Start Me Up StartupJournal.com, The Wall Street Journal Center for entrepreneurs, features articles and information aimed at a startup audience. Many articles include the names of companies and their founders, which recruiters can put to use. Selecting “How-To,” for example, and then “Success Stories,” leads to profiles of different organizations. The article titles often provide some insight regarding the nature of featured businesses. While this type of searching is rather general, the site’s search box can help a recruiter hone in on a specific industry. Entering “publisher,” for example, recently returned 31 articles, the first of which focused on a Houston-based startup, Questia Media Inc. The article also mentions two other firms pursuing a similar market. Similarly, entering a particular location, such as “Houston,” in the search box will return articles referencing the location. This can also be an effective method of searching for a potential employer. High-Tech Info InfoWorld is one of several sites that feature articles about high-tech startups. Entering “startup” in the search box at the homepage returns articles that include mention of startup companies. A recent search returned one article that mentioned two West Coast-based companies, one in Menlo Park, California, and one in Bellevue, Washington. Both are involved in creating application integration frameworks at the network level. While either or both these companies may be potential employers, the article also mentions the PC Forum conference, which was held in Phoenix in late March. Following up on the conference could lead to the names of other companies. Because InfoWorld is targeted toward a high-tech audience, it can prove helpful when seeking employers for candidates in this field. Online and More Similarly, InternetWeek can also be a resource for finding potential employers. Although some companies referenced in articles may be technically oriented, not all positions with these companies are technical in nature. Entering “startup” in the search box at the site’s homepage, for example, recently returned several items that could be of interest, including an article about Reflect.com, a new beauty products company that is being financed in part by Proctor & Gamble. With corporate offices in San Francisco, manufacturing facilities in New York and a distribution hub and call center in Cincinnati, Ohio, it appears to be the type of company that could utilize candidates with various backgrounds and abilities at several locations. Seeing Red Another online resource for startups is Red Herring. Selecting “VC & Startups” at the site’s homepage leads to the latest financial details about startup companies. Although these brief articles don’t usually contain contact names, location information is furnished, along with company product overviews. Red Herring covers high tech, as well as other fields, such as pharmaceuticals. While browsing through the “VC & Startups” section is one way to find companies in a specific field, using the search box can expedite the process. Entering “pharmaceuticals,” for example, recently returned pages of available articles. Although not all articles were about startups, the lists are easy to sort through because information is returned using, among other categories, one called “Topic Area.” When an article is about a startup, “VC & Startups” is indicated in the “Topic Area.” The Candidates and the Companies Although not every candidate will be interested in a position with a startup, there are those who will recognize the opportunity a fledgling firm can provide. Recruiters who can find startup companies with open positions that match the skill sets of these candidates will have something to offer them: jobs.
When striving to diversify its workforce, a company would do well to target the Hispanic population. United States Census 2000 figures indicate that the U.S. Hispanic population increased by almost 58% from 1990 to 2000, and that there are now more than 35 million Americans of Hispanic or Latino origin. Given the sheer number of people, the potential for candidates is great. Furthermore, projections from the Bureau of Labor Statistics indicate that, for the 10-year period 1998 through 2008, the civilian labor force will see growth in the number of workers of Hispanic origin in all age categories. And in some categories the numbers are significant. Members of the workforce 55 and older are projected to increase in number by almost 48 percent. But worker availability isn’t the only reason to pursue these candidates. Hispanic employees can help an organization in its efforts to communicate with a larger segment of the population. Because Spanish is the second most-spoken language in the nation, bilingual candidates with appropriate language skills can contribute to broader business opportunities. Looking for Pros While many sites and publications aimed at diversity can provide assistance connecting with Hispanic candidates, LatPro.com, as its name indicates, is highly targeted. Aimed at Spanish and Portuguese speaking professionals throughout the Americas, this multilingual site features a job board that can be accessed in English, Spanish or Portuguese. Selecting “About” at the site’s homepage and then “Demographics” provides details about jobseekers utilizing the site. Recent statistics indicate that 50% of these candidates have confirmed salaries of $40,000 or higher and 85% have bachelor’s degrees, along with more than 10 years work experience. In addition, 95% are bilingual and 40% are trilingual. Selecting “Who Uses LatPro” in the “About” section returns a listing of employers by industry. This comprehensive client list, which is also available at the site’s homepage, covers almost every industry, as well as government agencies, non-profit organizations and major universities. Reading like a “Who’s Who” of organizations, the list includes such companies as Boeing, Delta, Liz Clairborne, Ford, Bank of America, AOL, Dell, Kelloggs, Prudential, FedEx and Disney. Among the non-profits listed are American Red Cross and United Way, while the university category includes such schools as Stanford, MIT and Dartmouth. In addition, LatPro offers its services to recruitment firms. Korn Ferry and Heidrick & Struggles are among the executive search firms listed as clients. The site offers a number of options for employers or recruiters who wish to target LatPro’s candidate base. Selecting “Find Employees” leads to “LatPro Products and Pricing.” Beginning with free database searching, there are five package categories from which to choose. Packages are based upon a distribution of workload between LatPro and the client. If a company or recruitment firm chooses the full-service package called “LatPro Search,” for example, LatPro is involved with the entire recruitment process, including headhunting, screening, reference checking and obtaining candidate recommendations. The LatPro job board is designed for customized searching. Job seekers can select from three location menus: “Region,” “Country” and “Locale.” There are also menus for “Function” (job title) and “Industry.” In addition, a jobseeker can choose to view job postings within a particular timeframe, such as the last 30 days, or by the language required for a position category. There is also a “Minimum Annual Salary” field where a U.S. dollar amount can be entered. In addition to searching the site, jobseekers can elect to receive email notification of positions that match their search terms. LatPro features a number of resources for jobseekers, but selecting “Resources” also returns a category called “Recruiter Resources.” Selecting it leads to a page where tools, articles and information can be found. An “International Salary Calculator, for example, is available, as are “LatPro Calendars,” which list regional tradeshows and events. Getting Down to Business HispanicBusiness.com is the online location of Hispanic Business Magazine, a publication that has been serving the Hispanic business market for more than 21 years. The publication itself can provide valuable information for recruiters. The articles are filled with names of professionals and their accomplishments. The site also has a Career Center. Selecting “Career” and then “Search Jobs” gives a jobseeker access to Hispanic Business Job Listings. The easy-to-access job board also provides a mechanism for resume posting. Corporate and third-party recruiters can obtain information about job posting and resume database access packages by first selecting “For HR/Recruiters” at the “Career Center” page and then choosing “Services and Pricing.” In addition to job postings and resumes, HispanicBusiness.com features several other valuable sections for recruiters. At the “HR/Recruiters” page is a section called “HR Tools.” It includes five categories: “Legal,” “Workforce Diversity,” “Associations,” “General HR” and “Salary Info.” Each section leads to a page of additional links, which can, in turn, provide assistance when recruiting Hispanic candidates. Opportunities Online, Opportunities in the Marketplace By drawing on the array of skills Hispanic candidates offer, a company can position itself to more effectively compete in the United States and abroad. Using online resources, such as LatPro.com and HispanicBusiness.com, can facilitate the recruitment process and, therefore, shorten the time to success.
Online learning offers new opportunities for acquiring knowledge and building skills. While its primary advantage may seem obvious to virtually everyone, there are more benefits to e-learning than the convenience of clicking on a classroom. Advantages for All For businesses, e-learning provides a low-cost alternative to conventional methods of employee training. Yet many companies are realizing that financial impact goes beyond the price tag of the program. Because course content can be selected based on the needs of specific individuals and there is more flexibility as far as learning pace, the information acquired lends itself to more immediacy in terms of workplace application. This results in a larger number of employees who can acquire relevant knowledge and skills faster, which can significantly impact a company’s bottom line. For many individuals, e-learning provides access to programs that would otherwise be unavailable. This is true of college courses and of training-based instruction. E-learning also offers a new tool when it comes candidate placement. Skills and knowledge that may have been difficult or impossible for a candidate to acquire, in order to meet job requirements, are now available. For recruiters, e-learning also offers opportunities for personal career growth. Many Choices and More to Come There is already an array of options when it comes to online learning. But this is just the tip of the keyboard. The demand for education and training delivered in this way is so great that the research firm IDC predicts the worldwide e-learning market will exceed $23 billion by 2004. According to IDC, the number of colleges and universities offering e-learning will more than double by 2004, and student enrollment in these courses will increase by 33% annually. The firm bases its analysis on statistics as of December 1999, when more than 1,500 schools offered online courses. Peterson’s includes many college and university online learning programs under the heading “Adult/Distance Learning.” But not all programs listed in this category are completely computer-based. Some require minimal on-campus participation, usually in the form of residency meetings, which typically occur once a semester. In this category you’ll find listings for schools like University of Phoenix Online. An early pioneer in e-learning, it offers undergraduate, graduate and certificate programs that are completely Internet-based. With programs in accounting, administration, business, education, management, marketing, nursing/healthcare and technology, University of Phoenix Online is a viable learning alternative for many busy professionals. Peterson’s also provides information about Capella University, another school offering online degree programs. At Capella, the focus is on graduate education. Students can choose from various graduate programs in business, education, human services, psychology and technology. Undergraduate degree programs are available in technology. Nova Southeastern also offers several online programs, including an undergraduate program in business and professional management and graduate programs in accounting and education. In addition, many of Nova’s distance-learning programs that involve limited residencies feature online courses. E-Training Peterson’s now features a “Training & Exec Ed” section. Selecting “Search Bricker’s Online” leads to several search areas, including the opportunity to view the listings of over 14,500 distance-learning courses. When it comes to professional training, eMind is another site to keep in mind. eMind features over 1,200 courses in insurance, securities, accounting, information technology and professional development. Courses in certain fields, such as insurance, are structured to meet licensing exam requirements. But eMind does more than offer a library of online tests. The company also creates custom content for organizations and provides tracking and reporting. The Personalized Tracker records each employee’s courses, and Corporate Reports provide summary information for all employee learning within a given organization. Sample documents can be viewed at the site by selecting “Tracking & Reporting.” At the eMind site, you can also “Demo a Course.” This allows you to view a catalog course. Selecting “Take a Tour,” on the other hand, leads to a presentation, which details the company’s custom-tailored solutions. With a Particular Focus Many companies are supplementing onsite training offerings with e-learning options. One such organization is Red Hat, a provider of Internet infrastructure technologies and services based on open source software. Selecting “Training” at the Red Hat homepage returns a variety of options, including “eLearning.” The Red Hat e-learning Course Catalog features seven categories: “Red Hat Linux,” “C, C++ Programming,” “Java Programming,” “Networking,” “Object Programming,” “UNIX” and “Web Programming.” Various courses are listed under each category heading. While most e-learning is asynchronous, which means that, like email, content can be reviewed at the learner’s convenience, the Internet is also being used as a learning tool in other ways. The International Institute for Learning is an organization that offers various project management seminars and training courses for a global audience. IIL bridges the distance by making several courses available through satellite/Webcasting. Focused on the Future When it comes to e-learning, courses currently exist in almost every field and subject area. Entering an occupation and the term “e-learning” at a search engine, such as Google, returns links to training sites, associations, job boards and other locations where information can be obtained. And this is just the early stage of learning evolution. Given the demand for online education and training programs, options ? and opportunities ? will continue to increase in every field.
In an effort to attract and retain employees, companies are offering increased opportunities when it comes to education. Support may take the form of additional tuition reimbursement for external learning. Companies, too, are expanding onsite staff development efforts. There are more seminars and workshops, and a wider range of programs intended to enhance the skills of all employees, from entry-level workers to senior executives. Some organizations have even created in-house corporate universities. But perhaps the most significant change is the way in which staff development takes place. Whether onsite or off, employers and employees have seen the future, and it’s name is e-learning. From online degrees in almost every discipline to instruction in new technologies, Internet-based learning and CD-ROM training offer a convenient and economical ways to deliver course content. Faster Than a Speeding Human In an article in the National Post, author Earl W. Stafford cites the many advantages of high-tech training, including the fact that large groups of people can be trained anytime, anywhere. Stafford points out that this, in turn, allows companies to save on travel costs associated with training. He notes that, given the wide range of programs available, companies can also tailor instruction to fit individual requirements. Because there is no instructor involved, the method of delivery is consistent and, therefore, so is the course content. According to Stafford, training time can be reduced from between 20% and 50% with high-tech course delivery. Not to mention that, when an employee needs to refer back to material, it’s there. Fast, yes, but does something get lost? Like, maybe, the human element? From Out of the Classroom So says author Gerry Bellett in an article in the Vancouver Sun. Quoting Amar Dhaliwal, vice president of e-commerce and co-founder of the corporate learning solutions firm THINQ, Bellett presents the other side of e-learning. Dhaliwal says e-learning is best as a supplement to classroom training, and points to studies which indicate that more than 50% of people who begin Web-based training don’t finish the programs. According to Dhaliwal, studies also show that classroom learning lends itself to better retention of information and better application of knowledge. But while some electronic courses lack instructors, not all e-learning eliminates the human element. Most college and university online courses include some “live” interaction. Connecting with Students However, “live” online isn’t the same as “live” in the classroom. Dr. William Hahn, a faculty member of Nova Southeastern University, says he tends to agree with Dhaliwal’s assessment of e-learning. Hahn teaches two online courses, Introductory Accounting and Business Finance. Both are prerequisites for Nova’s online MBA program. He points out that students in the courses are typically professionals, many with other advanced degrees. Still, according to Hahn, some have difficulty with the format. “It’s not for everybody,” he says. Although students meet online in a chat room once a week, Hahn indicates that one of the biggest drawbacks is lack of interaction. “You need some interaction with students to help them over theoretical issues,” he says, explaining that, in a classroom, material gets covered and there is discussion, but online this can’t happen in the same way. The two courses are structured so that, prior to weekly chat sessions, students read textbook chapters and utilize online aids, including lecture notes from the instructor. According to Hahn, such a format is “for a certain type of individual, a small segment of the population.” Learning e-nvironment “I think a lot of people still need the classroom,” says Hahn. He also teaches business courses in a traditional environment at the College of St. Joseph in Rutland, Vt., where he is chair of the business division, and where he doesn’t believe online learning would work with his undergraduate students. With online learning, he says, “they’re basically teaching themselves.” Yet, he indicates that it has its applications and cites acquiring a technology-based skill, such as how to use PowerPoint, as an example. Like Dhaliwal, Hahn says he sees more of an opportunity to blend online learning with the classroom experience. But he also acknowledges that once technology allows for the utilization of features such as a middle-of-screen blackboard and two-way communication in real time, e-learning will improve. “I think it’s coming,” he says. Hahn cautions, however, that there is both a social side and a technological side to the process and that the social aspects of learning cannot be overlooked. Offering Instruction Many respected colleges and universities, such as Nova Southeastern University, offer accredited online degrees. But there are also online diploma mills. When seeking educational opportunities for employees, online or off, it’s important to research and evaluate programs. Even if an employee is not interested in pursuing a degree, a college or university may have an online course that can fulfill a learning need. There are also organizations offering online training. While courses by training organizations may not be accredited, they may provide the necessary instruction. One organization, eMind.com, offers more than 1,200 online courses. Covering a wide range of subject areas in the fields of accounting, insurance, securities, information technology and personal development, many eMind.com courses, though not accredited, do offer continuing education units which may be applied to professional certification. The Science of Learning Jobscience.com also features online courses. The site, which Director of Business Development and company founder Mimi Elliott calls “a one-stop shop for empowering your career,” is currently focused on providing course content for nurses. Although Jobscience.com is an employment site for all healthcare professionals, Elliott says that, to date, online education has been focused on nurses because they make up 40% of all healthcare workers. According to Elliott, the site offers education as a service to Jobscience members, and the courses, which are available through an agreement with AHC Thomson/CE-Web.com, are therefore offered at a substantial savings. The first three courses in the series are free and all additional courses are discounted by 40%. There are currently 371 courses available at the site. A recent partnership agreement with The Kaplan Colleges gives job seekers another online learning option, and there are plans to incorporate educational offerings for other healthcare professionals in the near future. One program under consideration is an online MBA for physicians. In connection with expanding educational offerings at Jobscience.com, Elliott has researched various online learning in the healthcare field. She points to The Answer Page as a site having a unique approach. In its section for anesthesiologists, for example, the site features a question of the day, which can be answered and applied toward Continuing Medical Education (CME) credit. Although there are time restrictions, the basic concept is that each question and answer session earns 1/4 hour of Category I CME credit. Elliott notes that the site is for busy medical professionals and has been designed to accommodate people’s schedules. While e-learning is faster and offers greater flexibility, Hahn and Elliott both point out that the electronic approach to education, like the Internet itself, is still in its infancy. “It will be interesting to see how online learning gets integrated with other learning,” says Elliott.
As companies diversify and the workplace expands to include people from various backgrounds, cultural differences among employees will become more prevalent. Cultural differences can encompass everything from religious observances to personal habits to clothing. An employer’s ability to meet the individual requirements of a staff member may be dictated by any number of factors, including the type of position and the workplace itself. Managing a workforce of assorted customs and beliefs can be challenging. Nevertheless, it is in the best interest of a company to develop an understanding of its employees’ backgrounds and to try, when possible, to accommodate all workers, not just the majority. Doing so will create a more harmonious organization, which will result in greater productivity. Learning About Different Cultures How does an employer learn about different cultures? Fortunately, in the wired world, much information is available online. BusinessCulture.com offers reports aimed at providing assistance when doing business abroad. However, the resources available at the site can also be used for other purposes. Knowing how to deal with people from various cultural backgrounds is helpful at home, in the office and abroad. Reports are available for over 80 countries, and include topics applicable to culture and customs. For example, the report for Egypt, entitled “Doing Business in Egypt,” addresses dress code, first meetings, verbal and nonverbal communication and decision-making behavior. A report called “Negotiating in Egypt,” on the other hand, covers such areas as bargaining traditions, good topics of conversation and emotional discussions. Likewise, reports about other countries also cover cultural issues. A report about Chile, entitled “Doing Business in Chile,” addresses class and ethnic descent, topics to avoid, punctuality, proper protocol and women in business, among other subject areas. Another report, “Building Successful Relationships in Chile,” includes such topics as friendliness and sincerity, gestures and posture, use of humor and the importance of family. Reports can be ordered online at BusinessCulture.com and are delivered via email within 10 minutes of order placement. Reports vary in price, depending on size. Three of the four noted above are priced at $18.00 each; “Negotiating in Egypt” is $12.00. Religious Customs While country of origin may influence culture and customs, so too can religious beliefs. One religion with practices and observances that may need additional accommodations in the workplace is Islam, particularly given the fact that its followers are growing in numbers. A recent article by Maureen Minehan at HRWire points out that, from 1994 to 2000, the number of Muslims affiliated with mosques in the United States increased from 500,000 to 2 million. She indicates that the total number of Muslims in the U.S., including those not affiliated with mosques, is now estimated at between 6 and 7 million. According to Minehan, followers of Islam are from extremely diverse backgrounds. She indicates that a majority of practicing Muslims are South Asian, African-American or Arabic, but may also be from sub-Saharan Africa, Europe, Southeast Asia, the Caribbean or Turkey. Given the increasing number of Muslims in the workplace, Minehan points to the need to understand the rituals and observances associated with Islam. She cites a number of practices, including the fact that Friday prayers, as an important part of Islamic life. In order to accommodate this particular need, it is suggested that employers allow Muslim employees to take extended lunch hours on Fridays. Minehan indicates that employers should become educated about Islam, and she recommends obtaining a copy of CAIR’s publication “An Employer’s Guide to Islamic Religious Practices.” The publication itself is not currently available through the CAIR (the Council on American Islamic-Relations) website, but, according to a spokesperson for CAIR, online ordering will be available in the near future. Meanwhile, email contact information is available online, and employers can currently purchase the booklet, which costs $3.00 plus $2.00 shipping and handling, by telephoning (202) 488-8787. Bulk discounts are available. The Need For Observance Although most companies have standard holidays, there are days of observance specific to individual religions. McGill’s Summary of Religious Observances 2001 was created so that the university’s faculty and administration could accommodate students, but the list can also be a resource for employers. It includes dates and names of religious holy days for Aboriginal Spirituality, Baha’i Faith, Buddhism, Christianity, Hindu, Islam, Jainism, Jehovah’s Witness, Judaism, Shinto, Sikhism, Wicca and Zoroastrianism. Employers may be unfamiliar with the rituals and beliefs of various religions; cultural differences may also seem foreign. Yet, a little research can provide the information necessary to understanding… and accommodating all staff members. <*SPONSORMESSAGE*>
When looking for candidates with SAP experience, there are a number of sites that can provide assistance. Exploring the Planet Claiming over 2,000 visitors a day, PlanetSAP is one location where many SAP professionals can be found. According to PlanetSAP, the software company has approximately 10 million users at 30,000 installations around the world. Therefore, it’s likely recruiters seeking to fill technical positions will require candidates with SAP experience at some point. For the uninitiated, the site offers a definition of SAP. Selecting “What is SAP” under the heading “SAP Overview” provides information about the German company, which is the third-largest software company in the world. SAP stands for “Systeme, Anwendungen, Produkte in der Datenverarbeitung.” In English this means, “Systems, Applications and Products in Data Processing.” Fortunately, PlanetSAP is a large planet. The site features a job forum, discussion forums, a news section, a listing of events and opportunities for site advertising. Selecting “Job Forum” at the homepage leads to a page where a job seeker can choose from 13 categories, and many of these have subcategories. The main categories include “Human Resources,” “Finance/Costing (FICO),” “Logistics,” “Business Warehouse,” “CRM,” “APO (Supply Chain),” “General,” “Development,” “System Administration,” “Workplace,” “ESS,” “mySAP” and “e-Commerce.” Selecting a particular category leads to a message board where jobs are posted. Position titles are listed, along with posting dates. Selecting a position returns a brief description of the job and the opportunity to generate an email reply. Anyone can post a job at PlanetSAP, free of charge. However, position descriptions are limited to 1,000 characters. The discussion forums at PlanetSAP are other potential sources of candidates. There are both technical and general forums and, as with the job forum, both main categories are divided into subcategories. Choosing an appropriate subcategory can help a recruiter hone in on people with specific areas of expertise. For example, among the areas listed under “Development” are “Java” and “Visual Basic.” Forum messages often include the names of people involved in discussions and, even when this isn’t the case, there is the opportunity for email contact. Selecting “News” at PlanetSAP leads to articles where SAP has been mentioned. Any or all of the companies noted may be potential sources of candidates. Likewise, selecting “Events” can lead to information that can, in turn, lead to candidates. Joining the Club SAP Club is another targeted site. With categories like “Careers,” “SAP User Groups,” “News & Events” and more, this “club” is buzzing with information and interaction. Although there is an annual fee for a hiring company or recruiter wishing to post jobs at the site, with this fee comes unlimited postings. A job seeker visiting the “Careers” section of the site can narrow a search using several filters. There are menus to narrow the timeframe, location and/or job function. In addition, there is a keyword search box. “SAP User Groups” is another category that could prove helpful when searching for candidates. Follow the link to access a listing of groups throughout the world and the contact for each. Clicking on a contact name creates an email. A carefully crafted message could inquire about the possibility of reaching out to group members. “News & Events” contains articles about various companies, and these articles often include contact information. The companies mentioned may be sources of candidates, but they may also be potential employers for candidates seeking new opportunities. Looking For Professionals SAP Professional Organization is another resource for SAP professionals. Although some sections of the site are limited to members, others can be accessed by simply registering. The site’s discussion forums are such areas. SAP Professional Organization forums are grouped by category, which can be helpful when trying to locate candidates with specific skills. As with many forums, clicking on the name of the message poster leads to information about that individual. Here, this information takes the form of a “Profile,” which includes, among other areas, an email address, an occupation field and a geographic location. Profiles aren’t always complete, but very often an email address and a job title are given. The email address allows for contact, and the job title provides insight regarding the person’s potential as a candidate. Using SAP Sites Although tech sites and general job boards can also help recruiters connect with SAP professionals, visiting sites designated as SAP can lead to candidates ASAP. <*SPONSORMESSAGE*>
The Department of Health and Human Services (HHS) projects an ongoing nursing shortage, one the HHS says is likely to become so critical that it may affect the quality of the nation’s health care by as early as 2010. At the same time the general population is aging, so too is the population of working RNs. Meanwhile, the rate of nurses entering the profession has slowed over the past four years. For recruiters, finding registered nurses will continue to be a challenge. But using online resources aimed at reaching RNs can prove valuable as the competition for these candidates increases. A Full Spectrum Nursing Spectrum Career Fitness Online calls itself “America’s #1 Career Site for RNs by RNs.” Reaching over one million RNs each month through a combination of online and print sources, the company offers a number of ways to connect with its community. Its print publication, Nursing Spectrum, consists of seven different regional publications. Clicking on the magazine’s cover at the site’s homepage leads to a listing of editions by region, and the ability to select the current issue of any edition, as well as its archives, online. The magazine has an archive totaling 3,687 articles, many of which feature the names of nursing professionals. Each issue in each edition also has a section called “NURSELINK,” which is a listing of accomplishments by RNs in the publication’s region. Among the categories under which names are listed are “Appointments,” “Publications,” “Presentations” and “Awards.” The magazine offers both display and classified advertising which, given its ability to target a specific type of candidate and geographic region, is something recruiters may wish to consider. Selecting “Advertise with Us” at the bottom of the homepage, “Print Services,” “Downloadable Media Kit,” and then choosing a region returns a comprehensive overview of the publication’s readership and advertising rates. Information about online advertising can also be found here. Nursing Spectrum Career Fitness Online features a job board where job-seeking RNs can search by specialty and region. There is also an optional keyword field. In addition to posting open positions, employers can choose to be included at the “Employer Profile” section of the site. Profiles are listed by state and consist a one-page overview, typically with graphics, and usually feature a link to a listing of open positions. Another section of the site that could prove helpful to recruiters is “Nurse Community.” Here there are two categories worth exploring. The first is “Nurse to Nurse,” which is a discussion forum. A recent posting included a message from a nurse practitioner looking to relocate to the Dallas/Ft. Worth area who was seeking a job opportunity. The other category in “Nurse Community” that may be useful is “RN Community Calendar.” Selecting it offers the opportunity to view events for the entire country by month or by individual state. There is also a search box where keywords can be entered. When a listing of events is returned, each event usually includes a contact name, along with a telephone number. Events vary in scope, but some may be appropriate to recruiters. The outlines provided and the contact information make it easy to explore these potential resources. By Association When searching for nurses, recruiters should also look to associations. National League for Nursing, American Association of Colleges of Nursing and American Nurses Association all feature job boards, as well as other recruitment resources. The American Nurses Association site, for example, features news at its homepage. Articles cover events and their professional participants, any of whom may be potential candidates. The American Association of Colleges of Nursing, on the other hand, lists its member schools by state. Selecting “Education Center” and “List of AACN-Member Schools” returns a listing of more than 550 colleges and universities, which offer opportunities to connect with candidates. Although the nursing shortage undoubtedly makes it more difficult to find candidates, by utilizing a variety of resources and a little creativity a recruiter can increase the likelihood of filling an open position. Author’s Note: Nurse-Recruiter.com, another resource to utilize when searching for nurses, was covered in an ERE article entitled Is There a Candidate in the House? Finding Healthcare Professionals. <*SPONSORMESSAGE*>
A corporate alumni program allows an organization to keep in touch with former staff members. Besides generating goodwill, an alumni program can be a source of future employees. Company alumni sometimes return to the fold themselves, and they often refer friends and family members to their former organizations. Alumni programs run the gamut from basic, on- and offline newsletters to full-blown alumni websites or sections of sites. Communication may be supplemented with events that allow for “live” interaction with ex-employees. Selecting A Solution SelectMinds is a company that designs and implements corporate alumni solutions. SelectMinds’ Corporate Management Alumni Software (CAMS) includes such features as an alumni directory, messaging, news, events and content publishing. The software module’s custom interface enables an organization to create an alumni site that adheres to the look and feel of its main Web presence. Another advantage of the SelectMinds program is that it facilitates alumni interaction. For example, alumni are invited to sign up and create accounts and profiles. Understanding that people may be reluctant to share personal data on the Web, the SelectMinds system has a secure login to protect member privacy. This comfort level encourages participation which, in turns, means that more information will be available for management use. But SelectMinds goes beyond software. The company offers a complete solution that involves coordinating all phases of an alumni program. SelectMinds staff members will help a company find and contact former employees, work with management to develop alumni Web site content, manage site inquiries and analyze data to determine potential hires. SelectMinds will also plan and manage alumni events. Additional information can be obtained by visiting the SelectMinds Web site, where a demo and a quick tour of the software product are also available. A Sense Of Community Corporate Alumni builds, manages and hosts online corporate alumni communities. According to Corporate Alumni Community Manager Eric Zack, communities can be created by companies or by former employees. At Corporate Alumni, communities are arranged by industry, and fall into one of four categories: “Hi Tech East,” “Hi Tech West,” “Investment Banking” and “Other Communities.” Selecting a category leads to a list of participating companies. Choosing an individual company name takes a former employee to a page where he or she can log in and access the community. However, an alumus or alumna wishing to enter a community must first register and obtain a password. There is an online form for employment verification purposes. Hire and termination dates and a supervisor’s name are among the data entry areas. Once a former employee is a member of a Corporate Alumni community, he or she can elect to post a profile. Selecting the section called “My Profile” generates a template, which will create a detailed document that contains, among other things, a general statement in paragraph form written by the member. It also includes fields where current employment information gets entered, as well as sections for personal information, like hobby preferences. A Corporate Alumni community features a directory of members, a listing of events, members’ yellow pages, a discussion forum, a jobs section, and a news area, where a member can post news items. There is also a section called “Alma Mater,” where a company can post corporate news. Members participate in a Corporate Alumni community to keep in contact with former colleagues, but they also use the online location to share job leads and job listings. These get posted at the community jobs section, known as the “Career Center.” Outside companies and recruiters can also post jobs to individual communities by contacting Corporate Alumni. There is a fee for this service. Alums Are Chums According to Zack, the Corporate Alumni concept depends largely on referrals, and that current members refer most new members to Corporate Alumni communities. He says a community can be a source of boomerang hiring for an organization, as well as a network for new business opportunities. An alumni program allows a former employee to maintain an affiliation with a previous employer by putting him or her in touch with former “comp”adres. While getting together online may not be quite the same as getting together at the job, the basic concept is the same. Former employees are networking on the ‘Net. And, by utilizing an alumni program, a company may net some candidates. <*SPONSORMESSAGE*>
Company press releases, those documents that share the latest and greatest corporate happenings, often include the names of people responsible for the news.
Press releases may include details about projects and the people who contributed to them. Some press releases even contain profiles of individuals and management teams. You may also find quotes from key employees.
As such, press releases are great sources for certain kinds of candidates. Employees named in press releases are usually corporate officers and up-and-coming managers.
What are your weaknesses? Where do you see yourself in five years? If you could be any animal, which would you choose? Hmm, very interesting, you say as you nod politely and write pit bull next to the candidate’s name. Does interviewing get any more ridiculous than this? In order to assess a candidate’s ability to do the job, you have to ask questions, right? However, knowing what to ask can make the difference between a meaningless session and one that actually provides you with some insight into your candidate. Fortunately there are some resources that can help take the guesswork out of your side of the process. Interviewer or Interviewee? Job-Interview.net is a site targeted toward candidates, but it can also serve as a resource for interviewers. The site includes articles, tips, questions and books. Although many of the books must be purchased, there are also some free downloads available. Two sections that may prove helpful are “Mock Job Interviews” and “Job Interviews Questions & Answers.” Select “Practice Job Interviews” under the “Mock Job Interviews” heading to get a listing of job categories that includes “Accounting,” “Administration,” “Human Resources” and “Information Technology,” among others. Each category features at least one sample position. Select a position to read its description and a practice interview. Because each practice interview is a series of questions for a particular position, the questions tend to be highly focused. For example, questions in the “Warehouse Worker” interview include “Tell us about your experience with handling hazardous materials, such as paint and cleaners” and “When would you use a pallet jack instead of a forklift?” Even if you can’t find the job for which you’re interviewing listed under “Mock Job Interviews,” reviewing a few sample interviews in the series will most likely give you some new ideas about the kinds of questions to ask your candidates. Selecting “Job Interview Questions & Answers” from the homepage leads to a page where you can choose to view interview questions from a “Job Function Index” or a “Career/Job Index.” Under “Job Function,” you’ll find categories such as “Delegation,” “Judgment,” Leadership” and “Teamwork.” Selecting an item leads to questions pertaining to that topic. Under “Career/Job,” on the other hand, you’ll find categories such as “Engineering,” “Information Technology,” “Marketing” and “Sales.” With more than 800 total questions, this section is likely to provide you with some ideas. Got the Tools? HRTools.com , a site featuring a variety of management tools, has two free interviewing tools you may want to explore. From the homepage, select “Hiring & Recruiting.” This leads to a list where you’ll find “Interviewing IQ Test” and “Email Training: Interviewing & Selecting.” “Interviewing IQ Test” can help alert you to the types of questions that could pose legal problems. The quiz is available online. “Email Training: Interviewing & Selecting” is a three-week email course designed to help with the hiring process. It covers the legality of interview questions and also offers guidelines for evaluating resumes and candidates. Questions, Anyone? Advantage Hiring is a company that provides tools and services to hiring managers. Its main product, Net-Interview, lets you create, print and store interview guides in order to expedite and standardize the screening process. Designed to be used online with Internet job postings, interview guides can also be used for telephone and face-to-face interviews. Guides are created using questions from the company’s database, but can also include custom questions. When used as an online tool, Net-Interview allows for automated scoring of candidate responses and ranking of candidates in relation to one another. Net-Interview is available on a subscription basis. After 90 days, pricing is structured according to projected number of hires. Details and sample user scenarios can be obtained by selecting “Pricing” on the homepage. Advantage Hiring also offers free interviewer training. Selecting “Interviewer Training” under “Free Knowledge” on the homepage leads to a registration form. Training modules, which are available at the Web site, cover such topics as “Building rapport with candidates,” “Asking follow-up questions,” “Pacing the interview” and “Conducting legally credible interviews.” Who, Me? Interviewer training is like any other training: the more it’s applied, the greater the skill level. Keep in mind though, it’s important to find what works for you. By taking advantage of available resources and practicing the basics, you too can conduct effective interviews that lead to successful hires. <*SPONSORMESSAGE*>
While some professionals continue to debate the necessity of job descriptions, others have already abolished the practice of creating and maintaining them. Yet until a viable alternative appears on the paperwork horizon, it’s likely that a document that defines the parameters of a position will remain a staple in most organizations. Whether it is used as a point of reference by management or it is given to an employee for the purpose of documentation and direction, or both, a job description needs to convey information in a manner that is thorough, appropriate and unambiguous. Even if an organization has its own set of guidelines to which it must adhere and language that must be incorporated as part of its position descriptions, the people responsible for documenting the duties can usually benefit from utilizing sources for job descriptions. “e” Description for the Job The “e” in eJobDescription.com isn’t just part of a trendy name; everything at the site is completely electronic. Job descriptions are purchased online by credit card and are delivered via email. M. Victor Janulaitis, CEO of eJobDescription.com, says the process allows for immediate delivery of products with no manual intervention. He also cites the convenience factor and points out that it’s not unusual for orders to be placed and received at two or three o’clock in the morning. The site originally began with a focus on government and IT jobs, but has now expanded to include positions in financial services, manufacturing and distribution. At present, there are nearly 1,000 job descriptions available. According to Janulaitis, within 30 to 60 days the database will include 2,500 positions. Selecting “Job Description” from the site’s homepage returns “Category” and “Sub-Category” drop-down menus. There is also a keyword box where a “Product Name” can be entered. To browse the complete list of available descriptions, select “Job Description” in both the “Category” and Sub-Category” fields, leave the “Product Name” box empty, and hit “Search.” An alphabetical list is returned. When looking for a particular type of position description, it’s not necessary to match the job to an exact title. For example, entering “manager” returns a wide assortment of managerial positions. Although job descriptions are available for purchase individually at the site, eJobDescriptions.com also publishes HandiGuides, many of which include multiple position descriptions. The “Information Technological Position Description HandiGuide,” for example, contains over 150 IT job descriptions. According to Janulaitis, “HandiGuides” offer another alternative for human resource professionals and recruiters seeking multiple job descriptions. Guides are available in both paper and electronic format. There are also HTML versions for company Intranet or Internet use. Information about eJobDescription.com’s “HandiGuides” can be obtained by selecting “HandiGuides” under the “Browse” heading.
Help from Hoover?s Hoover’s Online “Job Description” section features links to several articles about job descriptions, including one called “Job Description Problems and Solutions.” Hoover’s also lists eJobDescriptions.com as a resource, along with another company, JobDescriptions.com. Subscribing to the Description JobDescription.com is a subscription service that allows users to create custom job descriptions online. Subscribers can draw on a database of position information that includes numerous industries. Among the many categories are “Accounting/Banking/Financial Services,” “Computer,” “Engineering,” “Retail” and “Science.” Sample job descriptions can be viewed at the site by selecting “Examples.” There is also the opportunity to “Take a Free Test Drive” at the site. JobDescription.com subscriptions are available on a single-use, monthly or annual basis. Getting the Point JobDescription.com is a division of KnowledgePoint, a company that also offers another job description tool. “Descriptions Now” is a CD-ROM product that, like its online counterpart, allows you to create custom job descriptions. “Descriptions Now” also includes an “Ad Writer” and an interview question and form generator. More information about the product, including technical specifications, can be obtained by selecting “Descriptions Now” at the KnowledgePoint homepage. Buy or By When it comes to writing job descriptions, whether you choose to purchase job descriptions or author your own, there are tools that can assist with the documentation process. It’s the “write” approach to detailing what employees do. <*SPONSORMESSAGE*>
Many companies already understand the value of a diverse workplace and, as such, are participating in career fairs that target select segments of the population. Diversity career fairs offer opportunities to reach out to candidates from various racial and ethnic backgrounds. By participating in these types of events, your organization can take the initiative in diversifying its workforce. Actively pursuing candidates will ensure that you reach them… before the competition does. Pick A Candidate PICKDiversity, a diversity job recruitment service based in Santa Barbara, California, hosts full-diversity job fairs at various locations nationwide. Information about these fairs can be obtained by selecting “Job Fairs 2001″ at the site’s homepage. According to PICKDiversity Marketing Manager Wendy LeBlanc, fairs are attended by Fortune 500 companies and involve recruitment for positions in IT, sales, marketing, human resources, and other fields. Positions range from entry- to senior-level. “One thing that remains constant is the quality of candidates,” says LeBlanc. A company participating in a PICKDiversity career fair has an opportunity to meet with candidates face-to-face, but there is another benefit as well. As a supplement to job fair attendance, PICKDiversity offers all exhibitors additional exposure through its cyber fair. According to LeBlanc, while a PICKDiversity physical career fair targets a specific geographic region, the company’s cyber fair provides an employer with nationwide exposure. For two weeks prior to and two weeks following the onsite event, an employer’s job postings are also online. But PICKDiversity’s online event offers more than simply online job postings. The company’s cyber fair mirrors its physical fair in appearance, and actually features a floor plan and booth layout. In addition to job postings, an online fair allows for message posting and distribution of applications to candidates. A demonstration of a cyber fair is available at the site. At the site’s homepage, select “Products & Demonstrations,” which can be found in the “User Non-Members” section under the “Employers” heading. This will return a page where, after scrolling midway down the page, you will find “Click Here for a Cyber Job Fair demonstration.” Career fair costs can be obtained by selecting “Job Fairs 2001″ at the site’s homepage, and then clicking on the “Employers” button. PICKDiversity’s next diversity career fair will be held May 8 in Los Angeles. There is also an event scheduled for September 24 in Chicago. National Association, Nationwide Events The National Association for the Advancement of Colored People (NAACP), the nation’s oldest civil rights organization, hosts diversity career fairs at various locations throughout the United States. Selecting “Event Sched” from the NAACP Job Fair homepage returns a list of upcoming events, which can be viewed by date, city or geographic region. For calendar year 2001, a total of 36 career fairs are listed. Selecting an individual event links to a page where information about that event is provided. This includes date, time and location details, an overview of job fair attendees and a list of exhibitors. Each event listing also includes contact information. Billed as “Diversity & High-Tech Career Fairs,” NAACP events are attended by companies from all sectors and include all types of positions. Among participants listed for an upcoming Washington, D.C., event, for example, are Enterprise Rent-A-Car, Freddie Mac, General Dynamics Electronic Systems, Lockheed Martin, Merck & Co., Oracle Corporation, Raytheon, TRW and Yahoo!. Selecting “Employers” at the site’s homepage, and then “Career Fairs” leads to more details about NAACP events. Here there are statistics about the backgrounds of attendees and facts about participation success. NAACP job fairs are presented by Shomex, an organization specializing in career fairs and related marketing. NAACP job fairs are promoted heavily using newspaper, radio, Internet and other advertising. Hunting For An Online Solution? Headhunter.net, on the other hand, both promotes and holds its diversity career fair entirely online. The Diversity Online Career Fair homepage features each participating company’s logo. Selecting a logo leads to a profile page for that company, which includes a link to current job opportunities within the organization. Headhunter.net’s diversity career fair is co-sponsored by N’DIGO, Blackworld, BlueSuitMom.com, SER, Advancing Women, iHispano.com and the National Urban League. Selecting “Learn More” in the sponsor box leads to additional information about these sponsors and links to sites where you may find other recruitment opportunities. Career Fairs And Candidates A career fair is an effective way to recruit candidates. By attending a diversity career fair, either online or in person, you can connect with candidates from various backgrounds. In your efforts to diversify your workforce, why not add a diversity event to your recruitment agenda? <*SPONSORMESSAGE*>
When you’re looking for professionals with ClearCase experience, there are several search methods that can yield results. Because most people with this experience put the term ClearCase on their resumes, you may want to start by using a search engine to find candidates. Going to Google
Google allows for easy, fast searches. One way to begin your search is by entering “clearcase resume” in the general search box. Doing so recently returned over 3000 pages, a large percentage of which were personal resumes.
Because homepages are often resumes, you may want to try entering clearcase homepage in the box as well. Using these keywords recently returned over 600 pages. Even though there weren’t as many personal pages as with the first search, there were many worth exploring. A Rational Search
In the wide world of information and job board specialization there are sites for almost every imaginable field, and human resources is no exception. Whether you’re seeking a payroll manager, a benefits administrator, a recruiter or another type of HR professional there are online locations that can help you locate candidates. Go to the Mall HRIM Mall is designed to be a “one-stop service” for human resource information. Two categories at HRIM Mall that can help connect you with HR professionals are “Job Op” and “Resource Center.” “Job Op” is a free job service. Using an online form, an employer or recruiter can post jobs to the site at no charge. A candidate searching for an HR position can either search by keyword or scroll through an alphabetical list of position titles that include posting dates and location information. There is also a “Find New Jobs Only” button. Clicking on it returns the most recently posted positions. Once a job seeker selects a position, a description containing contact information is returned. Recent postings at HRIM Mall included a wide variety of positions. There were listings for benefits analysts, HR directors, labor relations directors, recruiters and more. The site’s “Resource Center” is a section that can also lead you to candidates. There are lists of and links to “HR Publications,” “Other HR Sites” and “Professional Associations,” which are all places where people can be found. F-R-E-E If free is one of your favorite four-letter words, you’ll appreciate HRfree.com. At the site’s “About” section founders Bruce Rusiecki and Cheryl Hopkins state that they were getting frustrated with the number of HR sites that require a lengthy registration process and membership fees. Instead, they “envisioned a no-fee, no commitment site.” And HRfree.com is just that. The site is loaded with tools and information for HR professionals. Here you’ll find free forms, links to pages containing details about important human resource issues and a job board. Choose “Jobs” from the “Jump” drop-down menu to go to the career section of the site. The link under “Jobs Jobs Jobs!” returns the first page from the jobs database. Selecting a position from the list returns a detailed description of the job and contact information. Job seekers can also choose to receive email notification about applicable openings. Posting a position at HRfree.com is not only free, it’s easy. Selecting “Post an HR job to this page,” found at the top of each page of job listings, returns a form that, when completed, generates a posting. What a World The many features of HR World make it a place you’ll want to frequent when searching for HR professionals. Although membership registration is required in order to use the site, there are two free memberships. “Professional Membership” is for HR professionals/practitioners and provides access to basic sections of the site, but it does not allow for job postings. “Corporate Membership,” for HR departments and recruiters, includes postings. In addition to these free memberships, there are two other options that carry annual fees. “Recruitment Services Membership” offers several additional benefits to HR departments and recruiters, including access to the site’s resume database, while “Marketing Services Membership” is for vendors wishing to promote products and services. A job seeker can access job postings at HR World by selecting “HR Career Opportunities.” This returns a page where there are six position categories: “Human Resources Management,” “Compensation and Benefits,” “Recruitment,” “HR Systems,” “Training and Development” and “Entry Level.” A job seeker can then choose a category and scroll through a list of jobs, which includes detailed position descriptions and contact information. Positions are in order of posting date, with the most recent postings appearing first. “HR Forums,” which is the third item on the menu at the homepage, is another resource for candidates. Selecting it leads to a page where you can choose from five different forums: Human Resources Management, Compensation, Benefits and Insurance, Resource Planning and Acquisition, Information Systems and Technology or Training and Career Development. Selecting a forum category leads to a page of discussion threads where you can read messages about various topics. Email contact information is provided for each discussion group member. Candidate?s Exchange When searching for recruiters, don’t overlook the Electronic Recruiting Exchange “Jobs” section. Focused exclusively on the recruitment aspect of HR, ERE’s job board is easily accessible from the site’s homepage. The ER forum, available at the site and in digest form via email, is another resource for contacts. Re-”Mine”-Der Remember to use courtesy when contacting candidates mined from forums and mailing lists. If you’d like to correspond with a discussion group member about a job opportunity, don’t post a message to the forum or list itself. This is an unwritten (and sometimes written) rule of the membership community. Instead, write a carefully and politely crafted email to the individual. Not every passive candidate – not even those friendly HR folks – will be interested in speaking with you. But if you use a tempered approach, it’s likely you’ll make a favorable impression. Even though you may have more in common with HR professionals, the process is basically the same as with other candidates. By using the right resources and your recruitment skills, you’ll be more likely to find human resources to fill those HR positions. <*SPONSORMESSAGE*>
There are many benefits to recruiting military veterans. Because members of the armed forces tend to be well-trained individuals with a wide variety of transferable skills, they can bring much needed expertise to the workplace. Military veterans also tend to be reliable and task-oriented. In addition, they have a great deal of experience working as members of a team. Furthermore, because most have experienced mobility while in the military, you may find these candidates more flexible when it comes to positions that require relocation. It’s Your Destiny The Destiny Group works with companies to reach out to transitioning military personnel. Offering a number of features for employers, The Destiny System includes a searchable database of candidates with military experience and access to resumes and service records. There is also a job posting service and options that allow for online interviewing. Military veterans utilizing the services of The Destiny Group can access job postings by profession, geographic location or alphabetically by company name. In addition to its online services, The Destiny Group hosts recruitment events throughout the country where former military men and women can meet with company representatives “live.” A calendar of events posted at the site can be viewed by selecting “Meet the Companies” under the “Applicants” heading. Resume posting services are free to applicants and include the opportunity to include photos and “sound bytes.” Applicants can also opt to release their service records. A set of online interview questions is another option. The Destiny Group’s services are focused exclusively on military veterans and connecting these applicants with corporations. Recent job postings included positions at American Express, Cisco Systems and Prudential Securities, among other companies. In addition to providing employment connections for former members of the military, The Destiny Group Web site works with applicants to facilitate the employment process. As such, the site offers “Transition Advice,” “Interview Advice” and a listing of links that can assist with transition and career issues. Matching Vets with Jobs VetJobs.com is an employment site focused on meeting the job needs of former members of the military. Created by military veterans, VetJobs.com is a site for anyone who has served in the U.S. armed forces. While the main focus of the site is a job board, VetJobs.com also features two monthly newsletters, one for veterans and one for employers, which are available at the site or via email. Veterans have the option of posting their resumes at the VetJobs.com job board and/or searching for jobs in various industries and locations. While most jobs are based in the United States, a recent search returned several international opportunities as well. The “Search Jobs” section includes date posted, industry and location filters. There is also a keyword search box. There is no charge to veterans using the site. Employers can choose from five membership packages ranging from one that allows for a single job posting to one that includes full resume access and an unlimited number of users and postings. Custom pricing is available for large corporations. Standard pricing can be reviewed by selecting “Become a Member” under the “Employer” heading at the VetJobs.com homepage. Going Gray? Competitive Edge offers employers the opportunity to advertise in its Corporate Gray Series and features online links to the sites of sponsoring companies at Corporate Gray Online. Focused on transitioning military personnel, the Corporate Gray Series of books includes three publications: “From Army Green to Corporate Gray, A Career Transition Guide for Army Personnel”; “From Navy Blue to Corporate Gray, A Career Transition Guide for Navy, Marine Corps, and Coast Guard Personnel” and “From Air Force Blue to Corporate Gray, A Career Transition Guide for Air Force Personnel.” In total, the three publications will reach an estimated 250,000 people this year. Advertising information can be obtained at the Competitive Edge Web site. Under the umbrella of Corporate Gray, Competitive Edge also hosts a number of job fairs at various locations around the country. Although these job fairs are focused on former military personnel and their spouses, civilians are also eligible to attend. Information about upcoming events, including rates pertaining to participation, can be obtained by selecting “Corporate Gray Military Job Fairs” at the Competitive Edge homepage. The Edge Whether you choose to participate in onsite job fairs or do your recruiting online, reaching out to transitioning members of the military and veterans of the U.S. armed services is a strategy worth implementing. Doing so can help you win the battle for qualified employees. <*SPONSORMESSAGE*>
The job description may be complex, the compensation package even more so. Yet, from a recruitment standpoint, a senior management position comes down to solving the problem posed by any other position ? finding qualified candidates. But where do you find these captains of industry? In the vast sea that is the Web, there are several sites that can help steer you toward candidates. No Need To Wig Out BigWigs.net is an employment site where positions with salaries $100K+ can be posted. Here, people seeking such positions may search for jobs and also post resumes. The simply designed site features a “Candidate Services” section, which includes “Search Jobs.” Selecting it returns a page where a candidate can use drop-down menus to search for a position by “Industry,” “Location,” “Work Load” (“Full-Time,” “Start-up” or “Contract”) and/or “% Travel.” There is also a “Keywords” search box. Once parameters are entered, a list of appropriate jobs is returned. Selecting a job leads to a page with a detailed description and contact information. There is a mechanism for applying online, as well as the opportunity to correspond with the listing company via email. Positions posted at BigWigs.net cover a wide range of titles and industries. Among recent postings were job descriptions for a CEO, a vice president of software development, a vice president of global sales and a chief marketing officer. Recent posting included positions located throughout the United States, as well as several in Canada. BigWigs.net’s services are available to companies and independent recruiters. Membership packages vary, based on number of jobs posted. All packages include unlimited resume viewing. Package details can be found under the “Become a Member” heading, which appears in both the “Recruiters” and “Corporate Center” sections of the site. Figuring Out Where To Find Candidates 6FigureJobs is a career site for executives. As such, it offers executives a number of resource categories, including “Submit Resume,” “Search Jobs,” “Research Companies” and “Relocation Tools.” But while 6FigureJobs is focused on the job seeker, the site also offers employers and recruiters several advantages that extend beyond the standard post and search functions. One of these is a candidate screening process. Although all resumes are accepted into the site’s database, only those candidates meeting pre-screening criteria are given membership status. And only they have access to additional, unadvertised jobs and are eligible to receive email postings. Claiming that all candidates must meet standards that are commensurate with six-figure salaries, the site boasts over 90,000 registered members, all of whom have full profiles in the site’s database. Among these professionals are CEOs, CFOs, VPs and directors with experience in sales, marketing, IT, finance, healthcare, manufacturing and other fields. The site also features a “Find a Recruiter” category. A recruiter posting jobs at 6FigureJobs is automatically listed in this directory, unless it is otherwise requested. The recruiter directory includes job function, industry, location and salary filters, along with a “Type” category where there are “Retained,” “Contingency” and “Both” buttons. These are similar to the filters that a candidate uses when searching for a position. As at BigWigs.net, the “Job Preference” category at 6FigureJobs includes options of “Full Time,” “Contract” or “Startup.” Once position details are specified, a list of applicable jobs is returned. Each job then leads to a full position description, along with contact information that leads to a pop-up email window. Recruiters and employers may purchase individual job postings or multi-posting packages. Rate information can be found in the “for Employer and Recruiters” section under “Join.” Hail To The Chief In case you missed the announcement, the Monster has given birth yet again. This offspring, ChiefMonster, is a site dedicated to senior executives. Launched in September 2000, ChiefMonster offers free membership to executives meeting a pre-qualification process. Once accepted, a member has the opportunity to build a profile, access jobs, participate in discussion groups, and take advantage of content and career tools offered at the site. Executives can search the jobs database using location, category and salary range filters, and/or by using keywords. Once information is specified, a list of applicable jobs is returned. Choosing a position then returns a page with a detailed job description and contact information, which includes an email option. A candidate can also apply online if he or she has created a ChiefMonster resume. The screening process offers advantages to employers in that only qualified applicants have access to job listings. The members’ only site accepts postings from all types of employers, including search firms. It also includes postings generated by venture capital firms and incubators. According to ChiefMonster Product Director Julie Miller, pricing at the site is based on the same model as main Monster. But, although the scale is the same as far as per job and package pricing, postings at ChiefMonster are at a premium rate. The Payoff Connecting with six-figure executives may sometimes come at a higher price, but the right leaders are essential to an organization’s success. By using sites that specialize in senior-level executives you may find, despite what you’ve been told, that it’s not so lonely at the top. <*SPONSORMESSAGE*>
Although there may still be snow on the ground in parts of the nation, for some people springtime is already in the air. In colleges and universities across the country another group of students is preparing to be sprung into the workforce. And many soon-to-be graduates are already fielding offers from companies wishing to woo them. But what distinguishes the class of 2001 from preceding classes? What is it these candidates want? What a Difference a Year Makes? A CollegeHire survey of 5,631 computer science and computer engineering students about to graduate points to several differences between this year’s students and last year’s grads. According to Monica Feid, vice president of BizCom Associates and spokesperson for CollegeHire, the survey shows these students want more money up front – a lot more money. More than 80 percent of surveyed respondents expect to earn more than the average salary of students who graduated last year from the same programs. While class of 2000 graduates earned an average $47,000 annually their first year in the workforce, more than 51 percent of soon-to-be graduates are aiming for starting salaries in the $51,000 to $70,000 range. And, where last year students were enticed by the lure of IPO riches, in the aftermath of the dot-com shakeout, there is less interest in stock options. As far as where they’d like to work, there is about an even split between those who are interested in startups and those who prefer big tech corporations. Last year’s grads, by contrast, were more enticed by dot-com employment. All in all, class of 2001 is looking for more stability when it comes to employment. ?And Not Similarities also exist between this and last year’s class. Feid says the survey indicates that students still seek to make an impact on a company. The survey shows that, while making that contribution, they want hands-on access to the latest technology. Student respondents from the class of 2001, like last year’s class, believe they can attain their career goals and find their dream jobs. And, like 2000 grads, they are also receiving multiple job offers. Carefully Considering Their Options Though the number of offers may be consistent, this group is responding somewhat differently. “By and large they’re holding out and taking longer to decide. And many will probably not accept until after graduation,” says Feid. Students also tend to be more analytical. “They are doing a lot more research and looking more at the business plan and the validity of the company over time,” Feid says. Recognizing that the students who participated in the CollegeHire survey are elite students at top universities, Feid acknowledges that they are “a little more in the driver’s seat than the average student.” Reach Out and Hire Someone Yet reaching out to college students, regardless of school or major, continues to be a challenge for many organizations. There are, however, organizations focused exclusively on the college market. Given the competition for candidates, you may want to explore what these organizations have to offer and how any or all might further your college recruitment efforts. CollegeHire, an organization specializing in matching graduating college students and high-tech companies, can help address IT needs. Among the services offered to companies is student screening and qualification. CollegeHire will also create and maintain a company presence for its clients, both on campus and online. Stressing personal attention to students and client companies alike, details about CollegeHire’s employer services are available at the company’s Web site. Select “Find Out More” under “For Companies” to get information about “The Mission,” “The Service,” “The Students,” “The Companies,” “The Site” and “The Team.” College Recruitment Resource Another company that can help your company reach the college market is CollegeRecruiter.com. While CollegeHire works to match computer science and computer engineering students from top universities with employers in need of high-tech talent, CollegeRecruiter.com’s services are geared for a broader audience. A resource for the general college population and employers seeking to fill positions of all types, CollegeRecruiter.com features a job board where IT positions are advertised, along with jobs in public relations, finance, healthcare and other fields. A full-service site aimed at being a destination for current students and college graduates, CollegeRecruiter.com also offers access to educational opportunities (including online learning through a partnership arrangement with PlanetLearn), articles, loan and scholarship information. Going for the Brass BrassRing Campus is another online resource designed to connect you with candidates on campus. A college recruitment network, BrassRing Campus features a job board at its website. It also provides students with tips about their careers, finances and life. Much is available online at BrassRing Campus and, in addition, the company hosts “live” career fairs. Select “career events” at the homepage to see a listing of job fairs throughout the country. BrassRing Campus offers a number of events that are general in scope, along with many focused exclusively on technical positions. Getting the Grads Companies like CollegeHire, CollegeRecuiter.com and BrassRing Campus can provide assistance when it comes to your college recruitment efforts. However, keeping current with trends and student expectations is also advisable. CollegeHire’s survey is focused on the expectation of computer science and computer engineering class of 2001 members. And, while results may be applicable to other fields as well, a general survey conducted by WetFeet.com may prove useful. Campus Pulse 2001, which can be downloaded at the WetFeet.com’s website, can shed some light on college internship programs, campus recruiting, student job preferences and their starting salary expectations. WetFeet.com also offers a number of services related to college recruitment you may want to explore. Select “For Employers” at the site’s homepage, and then “WetFeet Campus” for details. Minding Your P?s Anyone who thinks recruiting the class of 2001 is going to be easy should keep in mind the title of an article by Larry Keller at CNN.com – “IT grads in play: Primed, picky, patient.” All indications are that, regardless of occupational choice, when it comes to the class of 2001, these three p’s will prevail. <*SPONSORMESSAGE*>
Technology has forever changed the way in which organizations recruit employees. While perhaps the most obvious example of this is the use of the Internet as a candidate-finding tool, technology can also be used to facilitate the hiring process. Screening Computerized testing is one example of this. Assessments products, like those profiled in previous testing articles, offered by companies such as Brainbench.com, Test.com Inc., SkillCheck Inc., ProveIt, TeckChek and ReviewNet are all aimed at automating and expediting candidate screening. One of these companies, however, takes the testing process a bit further. Offering Web-based testing with built-in interactive interviewing capability, ReviewNet uses the Web in conjunction with the telephone to further qualify IT candidates. The ReviewNet tool, known as Interviewer’s Console, allows for reference of prior online screening sessions during telephone interviews. It also offers the opportunity to conduct question and answer sessions online and on the phone at the same time. According to ReviewNet, the entire process allows for easier and more productive interviews. The simplification adds to both the accuracy and speed of hire. Show And Tell Speed of hire is an issue for clients of T. Williams Consulting, Inc. (TWC), but so is expense related to recruitment. The management consulting firm assists companies in meeting staffing needs. According to Mike Sweeny, managing director for project staffing, the firm’s clients are typically small, emerging high-tech companies. Sweeny points out that recruitment for these companies can sometimes involve candidates residing outside the United States. He says this can add to hiring time, not to mention the cost of airfares related to interviewing. This is where video teleconferencing can come in handy. One TWC client recently took advantage of this technology to fill two positions with two candidates from India. Both candidates were referrals, says Sweeny, pointing out that some comfort level already existed with regard to qualifications. Video teleconferencing makes sense, he says, in those cases where airfare is a factor. According to Sweeny, video teleconferencing costs ran about $650 an interview, as opposed to a $3500 roundtrip airfare from India to the United States. Yet, although in these instances there were financial advantages to video teleconferencing, he points out that the equipment itself is costly. According to Sweeny, most companies currently utilizing video teleconferencing for recruiting are piggybacking on a decision to use the equipment for other purposes. He says it’s unlikely they could justify using it exclusively for recruitment purposes.
Import-Ant Assistance Because of its concerns with speed of hire, TWC has also taken another step. The company recently entered into a partnership arrangement with VisaNow.com process U.S. visa applications online. As the only full-service site for the U.S. visa and immigration process, VisaNow.com allows human resource professionals to prepare and track all paperwork online. “They’ve automated the entire process, sped up the front end,” says Sweeny. At VisaNow.com, immigration attorneys oversee the site and are also available for consultation. The site itself contains up-to-date information about laws and the documentation required for different circumstances. Coming To A Screen Near You CareerShop.Com is also employing technology to help employ candidates. The full-feature Internet career site offers companies a way to take advantage of streaming video at its site. According to Jane Gonsalves, director of content development for CareerShop, employers can opt to create a 30-second or three-minute spot to enhance its presence at the site’s job board. By selecting “Search Jobs” or “Hiring Employees” from the homepage, a candidate can access job listings. When a video is available for a particular company, a television symbol is displayed as part of the job posting information returned in a search list. The symbol also appears alongside a company name in the list “Hiring Employees.” Selecting the “TV” lets a candidate view the video, provided his or her Internet connection and system both support the feature. Using video as a means of introduction gives a company the opportunity to reach a wide audience of potential job seekers. Although it may never replace an on-site visit, the instantaneous nature of an online visit has its advantages. In a competitive job market, time is a critical factor. Time lost often means candidates lost. Organizations that are able to expedite the various phases of recruitment will be more apt to not only find, but also actually place people in positions. <*SPONSORMESSAGE*>
Finally, your ideal candidate has walked through the door. Yeehaw! They’ll be dancin’ in the streets. But before you throw confetti in the air and file those other resumes while doin’ the funky chicken, you may want to be sure he’s what he seems. When it comes to background checking, many a human resources sage subscribes to the old adage “better safe than sorry.” Having a System Background checking encompasses many areas. It may include criminal background checks (felony and misdemeanor), Social Security number verification, employment history verification, education verification, personal references, professional license verification, credit history check, motor vehicle record, drug screening and medical examinations. One company that can help you find out what you want to know is arrin System. The company’s name is an acronym for Advanced Record Retrieval and Information Network. By using proprietary software that allows access from any computer with Internet use, arrin System connects customers to information from thousands of databases and presents it in easy-to-read formats. The company offers a wide array of services and search packages, which are available to members on fee-per-usage basis after a one-time membership fee is paid. Among the pre-employment searches available are criminal history, Social Security verification, DMV driving records and credit history, along with several others. Selecting “Pricing” from the site’s homepage provides details about packages and corresponding costs. Although information can be obtained at “Pricing,” you’ll also want to explore the “Pre-Employment Screening” section. The category “Which Pre-Employment Searches Should You Use?” can provide direction, offering details about the different types of background checks and guidelines on when each should be used. “Why Do Pre-Employment Screening?” is another useful section. It lists the arrin System “Five Reasons To Do Background Screening.” Supporting documentation follows each point. Going with a Pro UltiPro.com is Ultimate Software’s Web portal for payroll and human resource professionals. Among the site’s offerings are screening and testing services that include criminal conviction checks, credit checks, DMV research, employment verification and drug testing. Select “Screening & Testing” in the “Market Place” section at the site’s homepage to see an overview of services and a listing of screening categories. Choose an individual category, such as “Criminal History,” and it returns a page with details about services available. Although pricing is not posted at the site, “Getting Started” leads to details about the payment process, which is based on services ordered. According to Matthew Lewis, business development manager for UltiPro.com, each customer has different requirements and UltiPro.com prefers to structure individual packages and gauge pricing based on volume. Select “Need More Info?” to fill in an online form to have an UltiPro.com representative contact you. Or if you prefer, go to the “Contact Us” page to find other ways to contact them directly. Averting Potential Problems Avert is a company providing background screening services. Selecting “Products/Services” at the site’s homepage leads to a list of offerings. These include, but are not limited to, credit checks, credential verification, checking driving records and criminal court records checks. If you need assistance choosing which types of background checks to conduct, select “Concerns.” Here there are detailed explanations of the type of risks you face and corresponding product solutions. Avert has a demo at its site, which gives you an idea of the types of reports that are available. To view this Flash presentation of the company’s Web-based product, scroll to the bottom of the homepage and select “Demo.” Avert offers three different packages. Details about these can be obtained by choosing “AVERTadvantage.” The “AVERTadvantage Online Membership,” which is available for a monthly fee, offers the most options and support and includes a 15 percent discount on reports such as criminal background checks. The “AVERTadvantage Membership” is also a monthly-fee membership that offers a number of benefits. The third package is a “Basic Account Option,” which allows for products and services to be purchased a la carte. Pricing for specific background checks and reports can be obtained by contacting the Avert sales department. A toll-free telephone number and a link to an email pop-up window are both available at the bottom of the “AVERTadvantage” page. Whether You Get the Lowdown or Cover a Little Ground Using a professional service for background checking can help ensure that you meet legal and organizational requirements in a manner that’s efficient and cost effective. As far as knowing if the person who walked through the door is your ideal candidate…okay, you may not be able to answer that. But now you have the resources to check him out. <*SPONSORMESSAGE*>