TMT Talk

IT Salaries Drop

Information technology has weathered the recession better than most fields, but the 2009 Mid Year IT Salary Survey from Janco Associates finds overall pay has declined for IT professionals in the past 18 months.

Janco also finds demand is down for IT professionals.

"The current economic climate with its cost cutting mindsets, business closures, and extensive outsourcing has put such great pressure on the IT job market that overall pay has been impacted. Added to that many baby boomers who had planned on retiring in the next few years are not leaving the job market and you have more potential employees than positions available," says Victor Janulaitis, CEO of Janco Associates, in a press release today announcing the report's availability.

In addition to decreases in pay and demand, Janco research shows a drop in flexible hours for IT professionals. Stock options as a benefit for IT professionals too have declined.

The Janco 2009 Mid Year IT Salary Survey, available in three formats, is available for purchase at the Janco website.

Want More Sales?

Even in a recession--make that especially in a recession--companies seek salespeople who can deliver business. Meanwhile, the recession has also resulted in fewer opportunities for the newest generation in the workforce, the Millennials.

Turns out there might be a correlation between sales demand and this surplus of candidates. Talent Management magazine reports on a study conducted by Sibson Consulting, an independent benefits, compensation, and human resources consultancy, that finds Millennials are interested in sales careers. What's more, they're good at sales.

The Sibson Consulting report, "Millennials in the Sales Force: It's Time to Get to Know This Generation," based on an in-depth study of major organizations, contains information that can serve as a blueprint for employing talented salespeople.

Great Site for Sale

JobVent.com, a popular website where workers review their current and former employers, is for sale.

Founder Craig Spitzkoff seeks a buyer because personal health issues no longer allow him to maintain the site.

Spitzkoff shares more information at his blog, where he also provides traffic data for JobVent.com and his contact information.

In 2007, I profiled JobVent.com in an AIRS News Real Tools article, calling attention to the site as a tool for corporate and third-party recruiters.

Over the years I've also interviewed Craig Spitzkoff for articles that appeared in Online Recruitment Magazine and HRWire.

What has always impressed me about JobVent.com, in addition to its value as a resource for job seekers and recruiters, is how ahead of the curve its founder was with regard to the power of social media.

If you operate a website or websites for job seekers and you are not familiar with JobVent.com, take a look at the site and see how it might augment your current offerings.

Reviews Are In

A few weeks ago, JobBoardReviews.com re-launched. Originally a job board directory, the site is now a social network and online community.

Among its features is a growing registry of job boards and career sites. Organized alphabetically and by area of specialization, the directory at JobBoardReviews.com has been designed to make job seeker access easy.

But what really differentiates this resource from others is the user ratings feature. As an example, check out the feedback for job search and resume search site Hirefire.

This aspect of community is JobBoardReviews.com's mainstay. However, it's only one way site members interact. Member groups, photo galleries, and a community blog are now available, as is a feature which allows Twitter updates to be displayed at the site.

For job board owners and operators, particularly those with lesser-known sites, JobBoardReviews.com offers a way to get a brand in front of job seekers--at no charge. In addition, the site offers paid advertising opportunities, which allow for greater visibility.

Once you review JobBoardReviews.com and its offerings, you'll likely find this site rates attention.

Bargain Hunting

If you've been shopping lately, you know there are incredible deals out there. Whether you're in the market for clothing, a car or a house, chances are you've been pleasantly surprised by low prices.

Back in January, TMT Talk pointed out that these deals extend to talent management technology products and services, and the trend toward business discounts has continued.

The Wall Street Journal (subscription required) reports how the recession has smart companies taking advantage of the chance to buy all kinds of products and services at a savings.

In my role as AIRS News editor, I see companies capitalizing on the environment in other ways as well. With regard to mergers and acquisitions, companies are striking deals, whether for entire organizations or business units, at bargain-basement rates.

If you're an organization looking to purchase talent management technology products and services, now is the time to get a great rate.

If you're a provider of products or services, now could be the ideal time to strike a partnership arrangement or join forces with another organization.

When the economy recovers, and it will, these bargains will be history.

Gentlemen and Gentlewomen, Start Your Engines

When it comes to talent management, the Internet plays a prominent role. And when it comes to the Internet, expedient search is essential.

It's no surprise that Google holds the top search engine spot, hands down. But what may surprise you is that no other search engine even comes close.

However, behind the screens, in late night laboratories, change has been brewing. The goal is no longer to compete with Google (the tech wizards have given up on that one); rather, they aim to take search in a new direction. And in this regard two companies have moved into new territory.

Last month, Wolfram Research, a company best known for computational software Mathematica, officially launched Wolfram Alpha, the world's first computational knowledge engine. You can read more about Wolfram Alpha at AIRS News.

This past Monday, a little known company called Microsoft previewed its revamped search engine, Bing, which it bills as the decision engine. A YouTube video shows what Bing brings to the party. (Thanks to Cheezhead for sharing this video.)

Spend some time checking out these new search engines, and prepare to get revved up.

Airing Our Success

Back in February, TMT Talk covered The Fresh Air Fund, an independent, not-for-profit agency that provides free summer vacations to New York City children from low-income communities.

I'm happy to report that sharing information has helped make a difference.

From an email received yesterday: "Thank you for helping out with The Fresh Air Fund over the past months. Your efforts have helped to generate awareness about our organization. I wanted to let you know that we just received a tremendous offer by some very generous donors."

The Fresh Air Fund wants TMT Talk readers and others to know that any gift given from now until June 30th will be matched dollar for dollar. The organization is also still in need of hosts for this summer.

Please help spread the word.

Keeping the Customers

F. Leigh Branham, founder and principal of Keeping the People Inc., a consulting firm focused on employee engagement, publishes a newsletter you can read online or receive via email by signing up at the company's website.

Each issue of "Keeping the People Report" is filled with worthwhile information and insights for employers.

The Spring 2009 issue, "The Essence of Good Business," contains advice worth noting. Although applicable to all TMT readers, what Branham has to say about "covenants with the customer," trust, and employee-customer interaction is especially relevant for providers of talent management technology products and services.

In the current environment, keeping the customers arguably becomes even more essential.

Curled Up with a Mobile

As we all know, mobile devices are terrific in that they allow for anywhere anytime access. But Talent Management magazine reports on a potential downside to so much access.

A small but noteworthy survey of 300 city workers in the UK conducted by Credant Technologies, a provider of endpoint data protection solutions, finds that more than a quarter of employees are so obsessed with staying connected that they do work in bed.

Credant is interested in the security implications, namely using a wireless network while downloading company information, and offers tips for what it calls electronic pillow talk.

However, the survey also raises other questions about mobility, especially when you consider "the survey also found that the majority of their bed companions found their partners' obsession with their mobiles 'a very annoying habit.'"

If this isn't reason enough to raise an eyebrow, perhaps you’ll want to note that "8 percent of those surveyed admitted they spend more time on their mobile devices during the evening than talking to their partners."

Online Recruitment Gives Back

Recessions come and go. Yes, this one has been deeper than most but the economy will rebound.

However, in good times and in bad, throughout the world, people face overwhelming circumstances and struggle with employment issues.

These issues sometimes relate to where people live, as in underdeveloped countries where opportunities are few and funding to start new businesses is scarce. In other instances, natural disasters may have literally wiped out jobs, leaving workers devastated and disoriented.

People in these and other situations require support--the kind of support that will allow them to support themselves. Assistance may be financial, but information can also be powerful.

Professionals involved with online recruitment are in a unique position to provide what's required. We have knowledge, tools, and financial resources to share.

That's the idea behind Online Recruitment Gives Back (Onrec GB), the new philanthropic arm of Onrec USA.

The objective is to make a difference in the employment circumstances of people who face major life challenges--and we want to rally the online recruitment community to do so.

Onrec is leading this effort, but this isn't an Onrec program per se. This is an online recruitment program. Actually, we'd like it to be a movement.

Using technology, like this venue, Onrec's sister site TalentManagementTech.com (TMT), we'd like to get people thinking and talking about various ways we can grow the program.

Got an idea? A potential partner?

Please contact us.

We've planted a seed. With your help we can grow this effort and provide employment opportunities for people who really need them.

Social Marketing

How do you control advertising costs while still promoting your brand?

CareerBuilder.com has a unique approach. Ask ordinary folks to do the work for a fraction of the cost of what the big guns charge.

The Wall Street Journal (subscription required) reports that the job board giant recently ended its relationship with Wieden+Kennedy, the ad firm responsible for Nike's "Just Do It" campaign, and brought its advertising function in house. Now, the in-house group is soliciting input from outside.

CareerBuilder invites U.S. workers to work on its 2010 Super Bowl commercial. Contestants 21 years of age and older are invited to submit 25-second videos. The creator of the winning entry will receive $100,000 and the commercial will air during the Super Bowl; the runner-up will earn $50,000.

For more information, visit the contest site, Hire My TV Ad.

When at the site you'll notice CareerBuilder asks the question, "Who best to think of a TV advertising idea targeted towards job seekers than job seekers themselves?"

Who indeed? Thought it's a safe bet ad agencies disagree.

Social Media and the Job Search

Still think social media has yet to prove itself as a business tool? Think again.

As CNNMoney.com reports, people are finding jobs through social networking sites. The article points to how a tweet can result in a sweet employment opportunity.

How effective is social media from the standpoint of job search? One professional says social networks will replace job boards.

Whether his prediction comes to fruition remains to be seen. Such a statement, however, is bound to have job seekers atwitter.

Technology Now

Where should HR departments focus their efforts?

HR technology.

That's the message from global consulting firm Watson Wyatt, which offers three ways employers can use HR technology to help cut costs, find efficiencies, and support worker productivity now, while preparing for economy recovery.

HR professionals won't want to miss these important insights. Meanwhile, for product and service providers, there's also valuable "news to use" here.

Tune in.

Name Your Influencers

Some of you may have read that John Sumser is trying to come up with the 100 key influencers in the industry—and by industry he means "all of Recruiting, Staffing, HR, HCM, and HRTech."

Sumser certainly qualifies as a key influencer himself. In fact, if there was a list of the original gurus of online recruitment he'd be on that list as well.

A quick primer for readers who may not know online recruitment history: In the mid 90s, Sumser founded interbiznet and with its two signature publications, the Bugler and Electronic Recruiting News, he not only reported on the brave, new online world, he guided recruiters and other professionals across then-unknown terrain. Sumser made the online employment landscape easier to navigate by citing sources, trends, best practices, and, most important, new ideas.

Today, he continues to further the conversation he helped start, now using social media and his Recruiting Roadshows to connect individuals and ideas.

Berets and other hats off to John Sumser.

Who else deserves to be on the list of 100 key influencers? Give John Sumser your recommendations.

If you're at a loss when trying to come up with a list of names, you might want to check out TMT's sister site, Onrec.com, for current and past conference speakers.

Leadership and Preparedness

It's been interesting to hear the conversation, online and off, about government and media response to the outbreak of swine flu.

Is the U.S. government overreacting? Are other countries? (Egypt, for example, is slaughtering pigs.)

And what about the media? Is the media feeding the fear?

Although there are exceptions, the media, for the most part, appears to be reporting the news. This afternoon that news includes a bulletin from The Wall Street Journal: "The World Health Organization raised its flu alert level to 5, the second highest level, which indicates a pandemic is imminent. Wednesday, the fast-moving swine flu spread to at least 10 U.S. states from coast to coast and swept deeper into Europe."

For employers, the situation requires attention because decisions might have to be made. In Mexico City, schools and businesses have been closed, which obviously affects the workforce.

Whether swine flu turns out to be an illness that significantly impacts the global workplace remains to be seen. However, leadership requires preparedness on many fronts, and having a plan for dealing with a potential pandemic certainly seems to make good business sense.

Recognizing the importance of preparation, yesterday, the Society of Human Resource Management (SHRM) distributed to members an email titled, "Resources to Help You Prepare for the Spread of Communicable Diseases." The email includes links to information at the SHRM website.

At the SHRM site, HR professionals and others will find valuable information about how to prepare for a health emergency.

The Other T in TMT

In case you haven't figured it out, TalentManagementTech.com (TMT) focuses on talent management technology. (Yes, for folks in a fog--and who isn't every now and then--TMT Talk is happy to state the obvious.)

Nevertheless, when looking at talent management technology it's important to recognize the other "t" that's part of the equation. For technology to be effective, the other "t," talent, sometimes has to be pondered separately.

Enter a blog that does exactly this, Talentism. Written by Jeff Hunter, who leads EA University, Electronic Arts' leadership, management, development, technical training, and talent management organization, Talentism explores what talent means and examines it from the standpoint of achieving results.

If talent is the cart before the technology horse, Talentism is a blog to read before exploring solutions, technological or otherwise.

Train Train Train

Several recent TMT Talk blog postings have referenced technology-based training tools.

And okay, yes: As HR and other management professionals know, in times of budget cuts, training is typically among the first categories to take a hit. So, agreed, the knee-jerk reaction to these tools most likely is, "Sounds great, but no can do."

But (you knew that was coming, right?) it's worth pointing out (again), that today's training solutions differ greatly from past alternatives.

From the standpoint of content delivery, Web-based training is more cost-effective than traditional training. Then there's the 24-7 component of these solutions; online tools meet employees' needs in terms of scheduling. In addition, the delivery venue coincides with the way people have become accustomed to receiving and processing information.

What's more, as companies navigate the new employment landscape, which is often peopled with fewer workers, having a capable, knowledgeable staff takes on greater significance.

Arguably, it's more important than ever to train, train, train. Is your organization aboard?

All Learning, All the Time

A new tool from ON24, a global leader in virtual events, allows companies to save money and time while delivering robust training.

The tool is ON24's Virtual Learning Center, a highly interactive, completely customizable solution that leverages 3-D capabilities to simulate a client's work environment.

Boston Scientific, a global leader in medical devices, is one of the first ON24 clients to launch the product. Boston Scientific's Virtual Learning Center has a hospital-like appearance, where doctors and healthcare professionals can learn how the latest medical devices work and how to use the tools of their trade.

ON24 Virtual Learning Center features include:

- Resource Center or Library, where users can collect and save training materials, including PDFs, webcasts, videos, and slide presentations for a custom learning experience;

- Product/Technology Showcase, where training staff and product managers can provide in-depth review of new concepts and answer participant questions;

- Lecture Hall/Auditorium, where trainees can hear lectures and view presentations, as well as a schedule of webcast presentations by title, topics/tracks or time;

- Communications Center, where participants can leave messages for others and have interactive chat sessions to facilitate collaborative learning; and

- Classroom/Exhibit Hall, for interacting with subject matter experts and instructors and downloading related documents, such as course outlines.

The Virtual Learning Center aims to increase productivity and cut costs by making training easily accessible.

In the case of Boston Scientific, for example, participants can learn about the latest healthcare technologies and network from their offices or homes without spending time and money traveling.

With the economy forcing organizations to cut back on travel expenses, virtual learning offers a viable alternative to traditional training.

Springing Forward

With negative news owning the headlines these days, it's more than a little refreshing when positive signs sprout up. Face it, after this long and dismal economic winter, any possibility of new growth seems long overdue.

And there are small indications of a shift in seasons.

Last week, for example, global consulting firm Watson Wyatt released results of a survey conducted in February, which shows fewer companies plan to reduce sales staff.

The press release announcing the survey results quotes John Bremen, global director of sales effectiveness and compensation consulting at Watson Wyatt, who says, "In preparation for the economy's eventual recovery, companies are winding down their short-term cost control initiatives. Instead, they are beginning to focus on sales productivity and growth."

Focusing on sales productivity and growth. Yep. That's certainly better than hunkering down and hoping to survive.

Are You Ready?

A video from talent management technology provider TalentDrive, available at YouTube, provides a short but insightful look at online recruiting.

Be sure to turn your speakers up.

What's in a Number

A recent conversation with TMT Editor in Chief Brent Skinner about an article in The Wall Street Journal (subscription required) emphasizes the importance of looking carefully at numbers.

The WSJ article's author, the well-respected Sarah H. Needleman (who, by the way, has an excellent track record), referenced data from a Hewitt survey to suggest that many companies are paring down their severance packages. Naturally, the immediate reaction to such a piece is more doom and gloom for employees.

After reading the article, however, the astute Brent Skinner went to the original survey source, only to find the situation wasn't quite as negative as it seemed. Indeed, the headline of the Hewitt press release announcing study findings reads, "Hewitt Survey Finds U.S. Employers Still Offering Generous Employee Severance Packages Despite Economic Conditions."

The lesson here is that, when taken out of context, survey data (or any data, for that matter) can be misleading.

Therefore, before making critical decisions based on data, talent management professionals and others should conduct their own research. At the very least, before taking numbers at face value, it's worth taking the time, as TMT's Brent Skinner did, to go to the original data source.

Versatility Is Key

The basic idea behind 360-degree feedback is to show an employee how others perceive his or her strengths and weaknesses.

The model has become a popular component of performance appraisals and coaching, particularly with regard to leadership development.

Yet, according to leadership consulting firm Kaplan DeVries Inc., most 360 instruments do not directly measure when people are overusing their strengths; instruments are designed to only pick up deficiencies.

With the understanding that overdoing--doing too much of a good thing--can be a liability for managers, Kaplan DeVries has created the Leadership Versatility Index (LVI).

The patented tool captures both "underdoing" it and overdoing it, as well as optimal performance.

The LVI is a Web-based solution, designed to be used in combination with the book, "The Versatile Leader."

To gain additional insight into the product, and how versatile you are, the company invites you to take a free, abbreviated version of the Leadership Versatility Index (LVI).

Looking for Effective, Affordable Talent Management Solutions?

Then you may want to check out Astron Solutions, a New York-based consulting firm dedicated to the delivery of human resource consulting services and supportive technology.

Astron Solutions’ Easy HR Kit is a suite of HR tools aimed at reducing the amount of time wasted on non-productive administrative tasks, allowing talent management professionals to instead focus on building employee relations and increasing productivity.

The company also designs specialized compensation solutions. In these times especially, with so many employers considering changes to compensation, such assistance can come in handy.

Astron Solutions' clients come from a wide range of industries, and the company's website includes testimonials from many satisfied customers.

In addition to its products and services, Astron Solutions prides itself on pricing. The company offers clients the option of an all-inclusive price for any project, and that price includes all resources and expenses, upfront; there will be no hourly or daily charges, and no hidden costs--in other words, no surprises.

Come On and Take a Free Ride

Two articles published last week in separate publications suggest communicating value, as mentioned in an earlier TMT Talk blog post, may be the key to sales in the current environment.

Indeed, the article "Value Is the New Green" by E. Kinney Zalesne, available online at The Wall Street Journal (subscription required), points out that even green is "taking a back seat to a new core value -- value."

But how do you convey value?

Obviously, it depends on your business and its goods or services.

One company, Harley-Davidson, recognizes that its products tend to be viewed as luxury items, particularly in a recession. In order to get more people to ride its motorcycles, the company is offering a promotion. IndustryWeek reports that Harley-Davidson is allowing buyers to purchase a new Sportster motorcycle and trade it in a year later for its original value.

Free trials and money-back guarantees are nothing new. Yet, surprisingly, they haven't become common in an environment that clearly calls for tangible proof of value.

Sellers of talent management technology, have you thought about offering a free ride?

And, oh yeah, about this blog post's title: Can you name that tune?

Communicating in a Downturn

Experts at global consulting firm Watson Wyatt recommend that leaders consistently and openly communicate with their workforce before, during, and after layoff announcements are made in order to keep employees engaged.

Watson Wyatt and others encourage ongoing employee communication during difficult times, even if it seems like over-communication.

It's great advice, and a case can be made for over-communicating with an even wider audience; corporate leaders should consistently and openly communicate with all stakeholders.

However, an organization has to first identify this audience.

Public companies generally view stakeholders as shareholders (people who own stock in the company), employees, and customers. But stakeholders are also members of the community.

Depending on your business, this community might be very large indeed, as in the world.

Why communicate with your community at large, however large or small it might be? Because these people may be future stakeholders: shareholders, customers, and, yes, employees.

Some companies continue to communicate in difficult times. Best practice companies share bad news, and those messages come from the chief executive.

Why is the messenger important? A CEO who openly speaks about job cuts and similar initiatives exhibits leadership.

Take Garmin, a top maker of GPS systems, which for the first time in its history will reduce staff, as an example.

The Kansas City Star quotes Cliff Pemble, president of Garmin, who says, "While these cuts are painful to make, we still feel strongly that Garmin has the associates necessary to continue our innovation, support our business, and serve our customer base."

But, just as there are best practices, there are also companies that get it wrong.

Some organizations don't feel compelled to acknowledge job cuts and other cost-reduction decisions. Corporate leaders haven't been forthcoming about the reasons behind the cuts or the impact of the decisions; in fact, management hasn't said anything--at all.

In the current business climate, silence is not golden. People are listening, and when you say nothing, well, you've said something, whether you've intended to or not.

Today, technology facilitates communication with all stakeholders.

A corporate website is an ideal place to speak to issues, all issues, including and especially those related to staff cuts and other cost-reduction initiatives that affect the workforce--like salary freezes, pay reductions, and suspending 401(k) contributions.

At the very least, companies should communicate with the media about significant changes via press releases. Smart organizations know the media can be a valuable resource, especially in these troubled times when maintaining a positive corporate image can be challenging.

Is your organization adequately communicating with all stakeholders? Are you effectively using technology and other resources to do so?

Want to Accelerate?

Tapping into the skills and abilities of the workforce is essential in a highly competitive environment. In today's climate, where many organizations are operating with fewer employees, it becomes even more critical.

Talent Accelerator from Envisia Tools can help.

The personal and professional development tool is actually several tools in one. It offers a development planning wizard, feedback reports, and a development journal, among other features. What's more, Talent Accelerator is easily integrated with other Envisia Tools, including all of the company's 360 assessments and its Coach Accelerator.

Envisia Tools has been providing leadership development and assessment solutions for more than 20 years. What's slightly different about the company is that its products have been created to meet the needs of coaches, consultants, and trainers.

Professionals within an organization can take advantage of Talent Accelerator and the company's other products. But so can external coaches, consultants, and trainers--and Envisia Tools offers a co-branding arrangement for these professionals.

If you want to accelerate the performance of your workforce or accelerate the offerings of your consulting business, you'll want to check out Talent Accelerator.

Beware of Inbreeding

An article at Inc.com challenges the conventional thinking behind employee referrals.

Employee referrals may result in a team of like-minded workers who get along, but the potential exists for a culture of clones.

Carefully consider the common practice of employee referrals, Inc.’s Leigh Buchanan advises, and limit the number of hires from any one employee's circle.

Did You Get the Memo?

Salveson Stetson Group, a full-service retained executive search firm, provides valuable insight for employers faced with staff reductions.

The firm points to a number of common mistakes businesses make when cutting jobs, indicating that one is reducing staff without an eye toward recovery.

In fact, the subheading of Salveson Stetson Group's news release, which also contains tips for making good talent decisions in tough economic times, is "Memo to Business Leaders: There’s Still a Talent Shortage Coming."

Read ithe news release here, at TMT.

Driving the Point

Last week, The Detroit News reported that few members of the Presidential Task Force on the Auto Industry (the people charged with helping save the U.S. auto industry) drive American cars.

The Detroit News viewed public records to arrive at its findings, which other media outlets also reported.

Does it really matter what cars these people drive? Yes, but not for the reason you might think.

A global economy, in concept, means goods and services transcend national borders. Ideally, the "world" business model creates a wider variety of products for consumers, and arguably job opportunities for more workers.

Of course this kind of environment also creates more competition. If a company has lagged behind with regard to innovation and efficiencies it will have more difficulty competing in a larger arena.

Basically, when the marketplace impacts product demand and alters price points, industry players must adjust in order to thrive (survive).

It doesn't matter whether the products are automobiles or talent management technology.

Are customers choosing your competitors' products? What drives their decisions?

How Low Can You Go?

It's been a question many talent management and business professionals have asked when looking at job-cut numbers because, in order to run most businesses, face it, you need employees.

Well, a new survey from global consulting firm Watson Wyatt suggests that companies, at least the big ones, may have reached the bottom as far as staff cuts.

According to last week's survey of 245 large U.S. employers, the number of companies planning layoffs has fallen 10 percentage points, from 23 percent in December to 13 percent in February.

The number of employers planning to implement a hiring freeze has also decreased: from 18 percent in December to 10 percent in February.

Of course the number of employers that have already implemented a hiring freeze jumped from December to February (47 percent to 56 percent), as did the number of employers that cut staff (39 percent to 52 percent).

Still, Watson Wyatt survey findings indicate that layoffs will slow. What's more, these findings suggest that some companies may end up realizing they’ve cut too deep.

Indeed, job-cut numbers from recent months seem to support the theory that, at some companies, the center may not hold--at least not without additions to staff.

A Successful Strategy

As companies attempt to meet business challenges with less staff, leveraging the skills and abilities of retained employees becomes critical.

Performance reviews, goal management, compensation, and succession planning are always important. But in today’s climate these areas arguably require greater focus because they may be tied to business decisions and outcomes of an urgent nature.

Technology can help facilitate these talent management processes, and solutions are available for companies of every size.

SuccessFactors, a leading provider of on-demand Software as a Service (Saas) technology, delivers performance/talent management solutions to more than 2,600 client organizations--including one customer with a staff of six people.

But it's not a one-size-fits-all approach. The company understands that organization size relates to requirements, and offers four levels of solutions, from small to mega.

Each suite of solutions includes a full range of tools--and each includes an element known as Employee Profile, which you'll want to explore.

SuccessFactors Employee Profile allows an organization to create a company network that uses tagging, social networking, and other social media tools to obtain insight into employees’ hidden talents. Using Employee Profile, a company can also create and foster corporate culture, and drive collaboration and engagement.

Yes, these are serious times that demand serious solutions, but it pays to remember that work has an important social component. By tapping into the social aspect of the work experience through technology, a company has an opportunity to better identify and utilize talent. Any fun that results, well, that's an added benefit.

Up on Triple Creek

Many companies already know that mentoring makes a lot of sense. But in today's environment employers are also discovering that mentoring saves dollars. Companies turn to mentoring as a cost-effective way to tap into talent and engage employees.

Open Mentoring, an award-winning e-mentoring tool from Triple Creek Associates, is a solution that facilitates the mentoring process. Perhaps most noteworthy is that it has a 98 percent approval rating among users.

And it's not only functionality, user assistance, and ongoing customer support that earn the product high marks. Clients get results.

A case studies booklet tells how three organizations, Aon Corporation, CDW, and Northern Trust, use Open Mentoring in their respective organizations, and details how each organization has benefited from the tool, providing specifics about how they've saved money, engaged employees, impacted retention and productivity, and used mentoring to support other initiatives.

If you're open to new talent management solutions, you'll want to learn more about Open Mentoring. While you're at the Triple Creek Associates website, be sure to take a look at the company's wide range of clients.

Junkets?

Business conferences are getting a bad rap--and it's time to set the record straight.

With Las Vegas conventions as their target, Washington lawmakers have been coming down hard on such events, calling them junkets.

The definition of junket is "a festive social affair."

In the spirit of full disclosure, TMT's parent company, Tarsus, produces conferences and exhibitions, including various events hosted by Onrec.

But, even though these shows are attended and hosted by friendly, upbeat people, the term junket doesn't fit. Take Onrec Conference & Expo 2008, held last September in Chicago, as an example.

The event featured sessions that were informative as well as educational. Attendees from various employer organizations learned how to better leverage online recruitment technologies and practices. This knowledge will lead to increased productivity and greater return on investment; it will also better position these organizations to attract top talent. Meanwhile, exhibitors found an audience for their products and services, and also had the chance to learn from one another.

This high-level event and others like it go a long way toward moving businesses forward by sharing best practices and advancing new ideas. Whether it's online recruitment or an entirely different field, conferences, conventions, expos--whatever you call them--have the potential to add tremendous value to participating organizations.

Are there organizations that hold over-the-top events, and use these events as an excuse to party? Absolutely. However, such events are not the norm.

The majority of business conferences are legitimate gatherings of business professionals who are conducting business. To assume otherwise does a disservice to the many ethical, hard-working professionals who hold and attend these events.

NBC Nightly News reports how the mayor of Las Vegas is concerned that the government's rants may cause companies to attend fewer conferences, largely out of concern about perception.

If companies cut back on conferences because of this junk, it will be a travesty.

Another One Bites the Dust

Leadership isn't easy, and recruiting and hiring for top jobs is no walk in the park either. Just ask President Obama.

Yesterday, a fourth cabinet nominee withdrew his nomination. This time the candidate in question, Senator Judd Gregg, cited political differences, saying, "I just realized it wouldn't be a good fit."

It happens all the time with job candidates in the private sector, doesn't it? Candidates get offered positions but decline.

Except this candidate should have been past the stage where he was considering the position. Supposedly he had wanted the secretary of commerce job.

The situation raises interesting questions. Was the job description not clear? Were the team's objectives not conveyed? Did the candidate not interview with his prospective boss?

As for the other candidates who withdrew their nominations for various jobs, it's apparent the process politicians refer to as "vetting," which recruitment professionals and hiring managers call "screening," wasn't thorough.

For those in Washington and elsewhere, there's a lesson here about candidate selection and everything it entails, including interviewing and background checks.

A Breath of Fresh Air

Last year, much was written about the shortage of summer jobs for teens and college students. This year, it's a given that things will be as bad, if not worse.

Every now and then, however, from among the dismal news, a positive sign emerges. Today's came in the form of an email from The Fresh Air Fund, an independent, not-for-profit agency that provides free summer vacations to New York City children from low-income communities.

The Fresh Air Fund is now accepting applications for a range of positions for the summer of 2009. The agency is seeking college-age men and women who love to work with children.

A social media news release provides more detail.

Fresh Air also seeks hosts to open their homes to a child, as well as other volunteers.

If you know any students looking for a summer job, and/or anyone who might be interested in participating in the program, spread the word.

Can You Say Global?

The question isn't a rhetorical one. As companies go global, employing international workers who can speak English becomes critical.

GlobalEnglish, a company that teaches business English, has found the demand for English instruction to be more important than ever as companies consider relocating or reallocating parts of their operations to countries with more affordable workforces in order to deal with the economic decline.

GlobalEnglish, which serves more than 500 Global 2000 companies in over 140 countries, tells TMT that a challenge for these international companies is making sure employees are able to communicate with each other and with customers.

A lot of firms offer in-house English instruction, but GlobalEnglish takes a different approach. The company provides online learning with access to live virtual teachers, with a focus on allowing people to learn at their own pace. Programs are aimed at improving business productivity for everyone from front-line employees to executives.

What's more, GlobalEnglish continues to take advantage of technology to enhance its offerings.

In January the company released the GlobalEnglish Mobile Learning Network, a video and audio component for MP3 players and other mobile devices. It is now available to all existing and new clients.

In the third quarter of 2009 the company expects to release GlobalEnglish BusinessLounge, a social networking feature designed to promote additional interaction and language skills development. The product will be available to select clients in the first and second quarters of 2009.

More information about GlobalEnglish, including a video about GlobalEnglish Mobile Learning Network, is available at the company's website.

Fending Off Pirates

Aargh, mateys, the problem of pirates has become a matter of serious importance. I kidd you not.

The Associated Press reports: "With an alarming number of tankers and cargo ships getting hijacked on the high seas, the nation's maritime academies are offering more training to merchant seamen in how to fend off attacks from pirates..."

The surge in pirate attacks may or may not be attributed to global economic conditions, but other crimes are spiking as a result of these tough times.

Although shoplifting and burglary may not seem applicable to talent management tech, employers and providers of talent management technologies and services should safeguard against online theft, particularly in the current climate.

Employee personal data should of course be protected. But so too should corporate proprietary information. Talent management technology and services providers will likewise want to make sure their revenue-generating online tools can't be accessed without authorization.

It's a good time to review security of all kinds--and, if necessary, batten down the hatches. Keep the pirates off the deck.

Low-Tech Self Talent Management

It's interesting to observe how President Obama handles a bad day at the office. Today, two Cabinet nominees withdrew because of tax problems, and the ever-eager press was waiting to interview the president.

It's a prescription for stress, to be sure.

But, as Brian Williams, anchor and managing editor of NBC Nightly News, reports, the president and first lady decided to take a quick breather and visit a nearby classroom of second graders.

Scenes from the classroom show President Obama relaxed and smiling.

And then it was back to work.

Recruiters and Technology Provider Shift Gears

With companies hiring less, recruiters are taking on new roles.

Some corporate recruiters have become involved in helping their organizations find employment for displaced workers. Meanwhile, recruitment companies that previously focused on candidate sourcing and screening now offer outplacement services.

Both groups of professionals turn to technology to facilitate their efforts.

One product worth checking out is OptimalResume.com, an online career suite from a company that got its start in the college career services area and, like recruiters, is responding to the current employment marketplace. The company recently adapted its offerings to meet the needs of employers seeking to provide transitioning workers with outplacement resources.

Holy Social Networking

It was one of those articles you later wonder if you perhaps imagined. But checking today confirmed it. The Wall Street Journal (subscription required) reports that Pope Benedict XVI has a Facebook page.

The Vatican has also launched a YouTube channel.

And there's more: Wall Street Journal reporter Marisa Taylor indicates that the Vatican’s 43rd World Day of Communications will focus on social networking: "New Technologies, New Relationships: Promoting a Culture of Respect, Dialogue and Friendship."

(By the way, the Pope, who will be 82 in April, has also gone green. Some Vatican buildings now feature solar panels.)

This Blog Leads to That Blog

One (of the many) great things about TMT is that no one here claims to have the inside scoop on everything. In fact, we freely admit there’s a heck of a lot we don't know.

Talent management technology is constantly evolving (yes, even in this business climate). And because the field encompasses so many different areas, it's nearly impossible to keep up with everything that happens.

TMT Founder RD Whitney refers to this site as a big sandbox, inviting everyone to come and play.

In that spirit, we're always on the lookout for people who blog about talent management technology and related topics.

One such blogger can be found at systematicHR. Wes Wu, HR consultant at Towers Perrin, blogs about various talent management issues, offering terrific insight into technology and HR practices.

His recent postings about HR metrics deserve a read.

Such a Deal

Although the news tends to be gloom and doom, a few positive things have come out of these tough financial times.

One is a greater sense of camaraderie. People seem a lot more open to sharing their business struggles, and more willing to partner for mutual benefit.

From a purely financial standpoint, there are also some truly amazing deals available in the marketplace--and providers of talent management products and services are among those offering substantial discounts.

Consider these three:

Devon James Associates, a retained recruiting firm based in Bellevue, Wash., has announced it is offering a nine-point process that includes the services of its sister company, InterviewStudio, at a significant discount to help out-of-work executives find employment.

PeopleTek, a leadership coaching and training firm, is likewise offering savings. The first 25 people who register for the company's signature Leadership Journey program will receive a 50 percent discount.

Rita Ashley, author and job search coach for technology executives and managers, is offering employees laid off from Sun, Intel, and Microsoft a free copy of her book, "Job Search Debugged."

Obama Wins

For those who have been following the Presidential BB debate, please be advised: We have a winner.

MSNBC reports that President Obama gets to keep his BlackBerry.

One giant step for technology and open government...not to mention a happy day for BlackBerry maker Research in Motion...

Storm Aid

Thanks to Sam Spear, founder of jumpintotomorrow.com, a website that markets breakthrough technology and innovative thinking, for sharing his website and passing along two talent management technologies.

Employaid is an online community for corporate employees to find the resources they need for career success. In designating Employaid a breakthrough technology, jumpintotomorrow.com refers to it as "an online directory of job survival, helping employees succeed and career-changers rethink their skill sets and make their talents transferable across industries."

In today's environment, where layoffs have become the norm, Employaid can supplement HR outplacement efforts.

Founded by a former HR director, the site offers a variety of resources. Among these is an extensive library of videos on a wide range of topics.

Another bright idea comes from the company Brightidea. Its WebStorm product is an idea collection and ranking portal that can be used for customer, or in the case of talent management, employee feedback.

Unlike some other tools in the marketplace, WebStorm doesn't only collect ideas. It allows for community interaction; for example, employees can vote and comment on others' ideas.

Organizations looking to energize and engage employees during these tough times will want to take a look at WebStorm.

Growing Green

Every indication is that green recruiting is going to be a significant driver of future HR practices. But what exactly is green recruiting, and what are best practice organizations doing in this new area?

On February 19, the Best Practice Institute (BPI), a community of leaders dedicated to pioneering and sharing best practices, will launch a program aimed at helping internal HR professionals in large organizations--those interested in embracing green and those who are early adopters--grow green.

The program is a learning group, conducted via four webinar sessions (no travel required), for 8 to 10 professionals to network, share, and learn best practices.

Professionals from companies, universities, government, and the military are welcome to join the group, which will be facilitated and moderated by Lizz Pellet, CEO of EMERGE International and Fellow of Johns Hopkins University.

To find out more about "Best Practices in Green Recruiting: strategies for branding and developing the workforce of the future," visit the BPI website, where you can also register.

Innovation Is Alive and Well

Despite these tough times, that's the message that keeps coming through--in interviews and casual phone conversations, email correspondence, press releases, and other forms of communication.

What's the old adage? When times get tough, the tough get going.

And this certainly seems to be the case in 2009 with regard to talent management technology.

All you have to do is take a look at the press releases hitting the TMT airwaves to see that companies continue to expand their offerings, enhancing current products and launching and developing others.

In the coming weeks, TMT Talk will take a look at some of the latest technologies to cross the radar screen. As always, feedback from user-companies and others is welcomed.

Obama's BB

Barack Obama takes office next week, and the world will soon have insight into how issues related to the economy, world peace, and other critical matters will get addressed.

For those with a passion for technology and technological communication, there is another matter that will be resolved sooner rather than later. We will learn whether President Obama gets to keep his BlackBerry.

In this age of connectivity, the new president's reliance on this tool and the Secret Service's aversion to its continued use raise a fascinating question about leadership and access. Obama has voiced his concerns about isolation and said he wants to keep in touch with friends and other non-government associates.

It's a point well taken. Isn't a chief executive, even a president, entitled to a life?

Nevertheless, you can understand the concern. What if a message was sent to the wrong person or a comment was misconstrued or taken out of context?

Peter Shankman, founder of public relations tool Help a Reporter Out (HARO), gives a perfect example of how a poorly chosen comment can have an impact. With a warning to be careful what you post, Shankman shares how an associate from an advertising agency made unflattering comments about the city where a corporate client is based.

There are few among us who haven't said something we wished we could take back. The issue that arises from so much connectivity is the potential for foot in mouth greatly increases, not to mention today's tools provide widespread access to these errors.

While Obama would not intentionally make a questionable comment, mistakes happen. People, even presidents, are only human.

Of course, maybe the Secret Service isn't thinking about this aspect of the BlackBerry debate at all. Perhaps it is looking to history for guidance and recalling how other technology led to the downfall of a president.

Market Conditions

As if there isn't enough economic bad news on a daily basis, more will be arriving shortly in your postal mailbox--if you haven't already received it. Yes, it's mid January and that means annual investment account statements.

And what a shock those statements will be this year, especially if you've invested heavily in equities and haven't been keeping up with the monthly, weekly, daily disappearing act. Once you tear open the envelope(s), it's no longer possible to deny the impact 2008 hath wrought on your savings.

If you're an employer, it's essential to realize the pain your workforce will experience when they see their 2007 balances alongside their 2008 balances. For some staff members, especially those nearing retirement age, it will be especially disheartening or perhaps even devastating and life changing.

What can you do? Communicate, communicate, and communicate--via email, your company intranet, in staff meetings, and on an individual basis, when the situation warrants it.

And while you're talking to your employees, you may want to share the first bit of good news to come along in a while.

A new survey from global consulting firm Watson Wyatt shows global fund managers are optimistic about the future, and they predict markets in most regions will begin to recover this year. You can read more about the survey and its finding at the Watson Wyatt website.

TMT as Media Resource

If you're reading this blog post, you already know a little bit about TMT, including that it's a venue for buyers and sellers of talent management technologies.

But the site also happens to be a great resource for members of the media.

How can the media use TMT?

Glad you asked.

Editors, journalists, and others who share news and information about talent management technology will find TMT features the latest press releases from product and service providers. I can vouch for the site's effectiveness from first-hand experience. In my role as AIRS News editor, I now regularly rely on TMT as a source.

Meanwhile, other aspects of TMT prove helpful as well. Specifically, the site offers an easy way to keep current with what's happening in talent management technology. By customizing the My Dashboard section of the site, you have access to the latest talent management technology news--in one place. Talk about time savings!

Anyone who writes about technology or HR issues will benefit from TMT.

Public relations professionals will likewise find TMT a great place to get the word out.

Do you know any PR professionals, editors, journalists or bloggers? If so, you'll want to tip them off to the site.

Finally, some people might wonder why I would so freely give away my "insider" source. I'd like to claim it's totally in the spirit of sharing, and sure, that's part of it. But there's also a self-serving motive: The more people who contribute to TMT, the more robust my information resource.

It's the reverse of the "Field of Dreams" approach. Because TMT is an online community, there's an open invitation to all: "If you come, we will build it."

The Army Goes Arcade

The U.S. Army has long been a leader in creative online recruitment. For a truly best practice careers site, check out GoArmy.com.

Among the many interactive tools and information resources you’ll find at the site are games.

It's no secret that young people gravitate toward interactive entertainment. (We get that, don't Wii?) And at its recruitment site the Army effectively leverages the interest in games.

But will such interest translate to the streets...or the malls? The Army is in the process of finding out.

Today's New York Times reports that in August it opened the first Army Experience Center at the Franklin Mills mall in Philadelphia. The location is a recruitment station, which aims to educate and inform potential enlistees about life as a soldier using games in an environment that resembles an arcade.

Valuable Insights from Recruitment Industry Veteran

There are a lot of newsletters worth recommending, and VetJobs Veteran Eagle certainly makes the list.

The January 1st edition, available at VetJobs, is especially well-written and thought-provoking.

Be sure to read "Message from the Top," VetJobs President Ted Daywalt's take on the crisis in America. Then read Daywalt’s 2008 predictions, his analysis on how these predictions fared, and his predictions for 2009.

D.O.B.

A curious thing happened on the way to replying to a colleague's request to add my contact information to UNYK. Date of birth was required to log in.

Other sites ask for this info; Facebook, as an example, comes to mind. However, Facebook and others don’t make DOB a required field.

Date of birth seems like a strange requirement for an online tool. Employers cannot request it as part of a job application. Why for contact management or social networking?

Marketing professionals may argue that it helps measure user demographics. However, there are other ways to acquire this info. The field doesn't have to be mandatory. Another option is to include various age categories.

People may not want to reveal date of birth for the obvious reason, whether because they're younger or older than colleagues. It might be easy to shrug this off as vanity, and maybe to some degree it is. Nevertheless, for these folks, right to privacy is a legitimate issue.

However, other users have a more significant concern. People who have been the victim of identity theft are extremely reluctant to part with such information. They might be a little paranoid, sure, but you can bet that most are going to pass on tools that require this kind of data.

And these aren't a few people. Research varies, but it generally puts the number of Americans affected by identity theft at between 10 and 15 million per year.

Technology providers, take note.

Show Me the Money

Organizations aren't only cutting staffing. Benefits too are on the chopping block.

Today's Wall Street Journal (subscription required) reports that cell phone maker Motorola will suspend matching contributions to employee 401(k)s effective January 1.

Meanwhile, today's New York Times reports on a proposal by New York Governor David Paterson that would reduce benefits for newly hired state and municipal workers. The governor also recommends extending length of service requirements for full pension benefits for current state employees, and changing the years required for vesting in the state pension plan.

Such activity raises the question again with regard to technology: What talent management technologies have the potential for the greatest financial impact?

If you're a seller, tout the bang for the buck. If you're an employer, look for technology solutions that will make a monetary difference.

Don't Underestimate the Power of Social Networking

That's the message of an article in the latest issue of Talent Management magazine, which examines the impact online social networking has on employee recruitment.

The article shares results of the "Digital Generation Survey" conducted by Career Innovation (CI), a UK-based firm focused on workplace research, and AIESEC, the world’s largest international student organization.

The survey finds that a majority of young workers rely on online social networks for the purpose of job referrals, to look for internships, and to seek employment. These findings have implications for recruiters, employers, and others involved in the recruitment and hiring processes.

The Talent Management article provides an excellent overview. The complete survey can be reviewed at the AIESEC website. Social networking case studies are available at the Career Innovation site.

Maintaining Connections with Former Employees

Although these days the focus at a lot of organizations is on downsizing, there will come a time when business ramps up again.

With this in mind, it's important to have a strategy for keeping in touch with exiting employees; they may be the talent you rehire in the not-too-distant future.

Employee alumni networks offer a great way to maintain contact. SelectMinds, a provider of various corporate social networking solutions, including a product called AlumniConnect, offers some great reasons for staying in touch with former employees at its website, where it also features a free white paper on the topic.

Focusing on Employee Engagement

So far this year U.S. employers have cut more than a million jobs, and layoffs keep mounting.

Earlier, only certain industries were letting scores of workers go. Now, unfortunately, the practice has become widespread. And the numbers at individual companies are often staggering. For a snapshot of what's happening in the U.S. and globally, take a look at the latest issues of AIRS News Outplacements.

Mass layoffs present all kinds of challenges for employers, including how to keep employees who remain with their organizations engaged.

It's not only about morale, an issue covered in the previous TMT Talk posting; it's about keeping workers involved in the organization.

Why concentrate on engagement and collaboration? In times like these, innovative ideas are even more valuable.

Last week I caught a television clip of a beleaguered auto industry CEO. He was standing at a podium, indicating he welcomes suggestions from employees to help turn the company around.

In one sense, the conversation seemed late in occurring. Be that as it may, he deserves credit for encouraging participation.

Employee suggestions have been a practice at many organizations for decades. Those of us whose careers include P.I. (Pre-Internet) experiences recall suggestion boxes. Workers would use an antiquated tool called a pen to share their suggestions and recommendations, committing thought to paper, and then inserting the paper into the suggestion box via a slot.

Today, technology allows for an updated version of the same process. Tools like EmployeeSuggestionBox.com provide an efficient, inexpensive way to solicit and analyze ideas.

Why not ask for your employees' input? You may get some great ideas, and you'll engage your workforce.

Leveraging Technology to Support Workers During These Difficult Times

Employees are worried. Make that employees are very worried.

Layoffs dominate the news, and words like "meltdown" and "depression" keep getting batted around. Meanwhile, people are being advised to keep eight months savings in reserve. Tell that to the workers whose investment portfolios have tanked. Of course it's year-end so there will be bonuses and profit sharing. Not. If this weren't enough, let's add the holiday season and its financial pressure.

Although you may feel their pain, you may also feel there's little you can do. Still, if you're in management, it's your responsibility to address employee morale issues. This too is talent management.

Granted, you can't cure what ails the economy. But you can and should provide support.

This support may come in the form an employee assistance program (EAP), which can help employees address work-life balance, financial issues, and other matters. Another possibility is a stress management and/or financial seminar. And, of course, ongoing communication from HR and other members of the senior management team becomes even more essential in times like these.

Thanks to Internet technology, it's easy for an employer to provide this support. Take a look at your organization. Could you be doing more? What are you waiting for?

Personal Talent Management

TalentManagementTech.com (TMT) is a place where buyers and sellers of HR technology can come together to share information and ideas.

But for some professionals, talent management and technology now connect in a highly personal way. In the current economic environment, many of us have friends and colleagues who are looking for work in this space, and, as such, seek the best tools to facilitate the process of personal talent management.

Job boards are an obvious resource, though knowing which ones to use can be confusing. The AIRS 2008 Job Board and Recruiting Directory, one of the most comprehensive directories on the market, can help. It’s available for free download at the website of AIRS, a company of The RightThing.

In order to land a position, a person may also want to tap into the resources a job search coach offers. Rita Ashley, a technology recruiting veteran, works with executives and technology leaders. She offers tools at her website, Job Search Debugged, and free advice via her blog.

Additionally, a job seeker will want to tune in to JobRadio.fm, a new online resource offering career advice and jobcasts.

Finally, don’t overlook TMT Job Posts, available to TMT community members and site visitors. This resource is updated regularly.

College Grads and Debt

A survey conducted by CollegeGrad.com, a leading entry level job site, points to an issue that has significant implications for young workers and the organizations that employ them.

Although 28 percent of survey respondents say they have no student loans, a whopping 72 percent of graduates took out loans to get an education.

In addition, CollegeGrad.com finds that a majority of college graduates with student loans, 51 percent, say it will take them more than 10 years to pay off their loans. The 51 percent represents a 5 percent increase from three years ago.

Even in the best job market, student loan repayment, which typically starts six months after graduation, presents challenges for young workers and other recent graduates. In the current employment environment, what might 10+ years to repay the cost of an education mean?

Employers that hire a lot of entry-level workers will want to examine this issue closely. Questions to ask include: What are the implications of this long-term financial pressure? And what programs and tools might be put in place to provide assistance?

Dollars and Sense: Virtual Job Fairs

Big Four accounting firm KPMG held a virtual job fair in September, and the event has received some considerable press. One reason is the sheer number of candidates who participated: approximately 20,000 worldwide.

The KPMG World Jobs Fair was powered by Unisfair, a leader in virtual events and virtual environments for business.

In the current economic environment, where every dollar counts, virtual job fairs make more sense than ever. Still, these events require more than logging on at the appropriate time.

An article at The HR Specialist shares tips from KPMG and Unisfair that can help organizations get the best possible return from virtual job fairs. If you're interested in holding a virtual job fair, or if you held one with less than stellar results, you'll want to check it out.

A Closer Look at Corporate Image

Thanks to CCH NetNews: Human Resource Management for this news item:

"As part of President elect Barack Obama's website on the transition, the job page, which invites prospective applicants to apply online for non-career positions in the White House or in any federal department, agency or commission, states that: ‘The Obama-Biden Transition Project does not discriminate on the basis of race, color, religion, sex, age, national origin, veteran status, sexual orientation, gender identity, disability, or any other basis of discrimination prohibited by law.’ This marks a shift in hiring practices in the Executive Branch because not only does the Obama-Biden Transition Team for the first time prohibit employment discrimination based on gender identity in Executive Branch civil service hiring, but they also clarify that the nondiscrimination policy, which covers sexual orientation and gender identity, applies to both appointments and civil service positions."

What does this stance mean to private employers?

Greater attention should be given to equal employment opportunity, as in really equal. And it doesn't only mean following the letter of the law with regard to hiring. Equality pertains to every aspect of talent management, from recruitment to staff development and more.

For starters, take a look at your corporate careers site. What kind of message does it send about inclusion? Then consider your benefits offerings. And what about vehicles for employee support, including networking opportunities and affinity groups?

Sellers of talent management products and services aren’t exempt from similar self-review. What does your marketing collateral, including your company’s site, say about your business practices and world view? What about your prospecting and client development practices?

It’s time to take a closer look at your corporate image from the vantage point of true diversity.

Now Is a Great Time to Buy

Maybe not stocks. Maybe not even consumer goods. But talent management technology? In some ways, there's never been a better time.

Why (you ask)?

At its best, technology saves time, addresses challenges and expenses related to distance, and allows for streamlining processes. All contribute to competitive advantage and all impact the bottom line.

Add to this the many new and exciting products in the marketplace, and clearly the time to shop for solutions is now.

Of course many HR and recruitment professionals face shrinking budgets, not to mention a corporate mindset where suggestions regarding new expenditures may not be well received.

However, keep in mind that senior management seeks solutions that will have a positive financial impact on the organization. As a result, when an HR professional makes a case for a technology solution that saves the company money, he or she looks like a star.

It's a great way to show your company's leaders you get it. Meanwhile, you also get tools that make your job easier.

A Message for These Times

As many TMT readers already know, the Society for Human Resource Management (SHRM) is a robust resource. Through its research, publications, conferences, and education offerings, SHRM addresses the many facets of human resource management.

But, at the end of the day, regardless of focus area, HR is all about people (yes, buyers, sellers, and HR technology evangelists, even when it's about technology).

Still, the people aspect of human resources is sometimes overlooked because it is a given, and for this reason the November issue of the organization's flagship publication, HR Magazine, contains a particularly insightful message from SHRM's new CEO Laurence O'Neil.

He points out how these turbulent times actually offer HR a chance to do what it does best and provide human support (which he notes may involve using technology).

O'Neil’s extremely well-written article, titled "Navigating a Stormy Economy," appears on Page 8 of the print magazine. It is also available to members at the SHRM website (log-in first required).

Your Government, Your Website

Okay, stop the presses. There's big news. Better yet, stop whatever you're doing and go to Change.gov.

My musings yesterday about how President-Elect Barack Obama might leverage Internet technology didn't even have time to cool when today arrived news of an incredible new website.

But don't take my word for it. Have a look.

At Change.gov, people can read about the new president's agenda for the nation, apply for jobs, explore opportunities to serve the country, and more.

And it's not a one-way communication tool. The site encourages commentary from citizens.

Government of the people, by the people, and for the people that leverages technology. Wow, talk about a talent management technology best practice!

It's game-changing.

It also has me humming the song "Electrolite" by rock group R.E.M.: "Twentieth century go and sleep/Really deep/We won’t blink."

Yes indeed, the future, the 21st century everyone has been yammering about for years has now officially arrived – and, despite the enormous challenges that lie ahead, it's clear that talent management technology will play a huge role in shaping the nation and the world's destiny.

A Lesson from the New President

Election coverage has included some talk about how effectively President-elect Barack Obama leveraged the Internet to communicate with supporters and would-be supporters in order to land the job he sought.

But what's perhaps more fascinating from a technology standpoint is how he might continue to use the Internet as a vehicle for communicating with people now that he's got the job. And there hasn't been much talk about that.

A hint of what's to come can be found in a personalized thank-you email sent to supporters around midnight November 4. In that message Obama says, "We have a lot of work to do to get our country back on track, and I'll be in touch soon about what comes next."

Imagine the possibilities. Instead of waiting for a State of the Union address to hear what's on the agenda, you check your email and have an update from the President of the United States himself. Other emails personally addressed to you ask your opinion or notify you about opportunities to participate in changing your country.

Based on the way Obama ran his campaign, there's every reason to believe this kind of communication will be part of his presidency.

There are all kinds of reasons why this hasn't already happened at the presidential level. (Let's not go there.)

Still, the Obama approach presents a question for other leaders: Why isn't this kind of communication commonplace at the corporate level?

Sure, some executives and HR professionals will say they send emails to employees, and they'll argue that corporate intranets and online newsletters serve the same purpose.

Nevertheless, the Obama campaign's communication strategy has several ingredients corporate communication lacks: personalization; frequency; matter-of-fact, point-on sharing of vital details; and the idea that the person in charge is behind the messaging.

Think about it.

Also consider that now, in 2008, email is a relatively old tool. And yet here is an example of leadership using it in a new way.

Why aren't employers taking advantage of all the opportunity email offers to energize and engage the workforce?

A Second Look at Second Life

Thanks to Pete Markiewicz, coauthor with generational experts William Strauss and Neil Howe of "Millennials and the Pop Culture," for sharing how 20th Century Fox signed a contract with a musician in Second Life.

Last year, there was a lot of buzz about sourcing talent in Second Life. This year, not so much.

Nevertheless, an in-world journey reveals that organizations are using Second Life to recruit employees, train workers, and further brand identity--whether for employment or other purposes. The State of Missouri, publisher Thomson Reuters, and Princeton University are among the range of organizations that have gotten a Second Life.

HR professionals and recruiters, it may be worth dusting off your avatars and taking a second look at how this 3-D virtual world can work for you.

On TV and Online

In case you missed it on TV, the CBS 60 Minutes segment featuring Ted Daywalt, president of VetJobs.com, is now online.

You can also view additional clips from Daywalt's interview with 60 Minutes Correspondent Leslie Stahl (clips that didn’t air) by visiting the 60 Minutes website and clicking on Ted Daywalt's photo (above the heading "Back Door Draft?").

Recruitment Industry Veteran to Appear on 60 Minutes

Be sure to tune in to CBS’s 60 Minutes this Sunday, November 2.

TMT’s friend Ted Daywalt, president of VetJobs, a leading job board for military veterans, transitioning military members, and their families, will be on the news program.

Daywalt was interviewed by 60 Minutes Correspondent Leslie Stahl for the segment, which focuses on the Uniformed Services Employment and Reemployment Rights Act (USERRA) as it relates to Guard and Reserve employment.

Talent Management and November 4

If you think about it, Election Day is all about talent management. Americans go to the polls to cast their ballots for the best candidates for a variety of jobs.

This year, matching job seekers to positions (especially for the top job) is arguably more important than it has been in decades.

And every American 18 and older has a right to participate in the process.

As HR Matters, an email newsletter from Personnel Policy Service, a leading provider of employment policies, points out, this right impacts employers.

Laws in more than half of U.S. states require employers to allow workers time-off to vote, and many states require that employers provide voting time-off with pay.

If you need to brush up on the law in your state, do.

Better yet, why not offer employees time-off to vote?

The Naked Truth about MySpace and Employment

CCH WorkWeek, a newsletter that focuses on HR legal issues, references a case that will be of interest if you're tracking how social networking sites impact job search and employee retention.

Spanierman v Hughes involves a teacher who filed a lawsuit claiming First Amendment rights when his contract was not renewed based on information found on his MySpace page. The teacher, Spanierman, says an anti-war poem got him fired. The school’s administration says it was other content.

You be the judge. Scroll down to "DConn: Teacher's MySpace account offers no constitutional harbor."

For a more in-depth look at the court's ruling, you'll want to click on the link at the end of the newsletter summary, which leads to a copy of the court document.

Reaching a Target Market

"If No One Sees It, Is It an Invention?" That's the title of a New York Times article by Leslie Berlin, which contains a lot of insight for product developers and marketers.

Consider this quote from inventor Johnny Chung Lee: "Sharing an idea the right way is just as important as doing the work itself," he says. "If you create something but nobody knows, it's as if it never happened."

Lee's marketing venue of choice? YouTube.

A video that explains one of his technology solutions has been viewed at YouTube more than six million times.

But the power of video and the YouTube phenomenon aren't the only reasons to check out this story.

Berlin's article also shares an interesting way to evaluate the effectiveness of potential products, and the piece speaks to the power of collaboration. It offers a lot for consideration.

A Case for Including Employees in Purchase Decisions

An article by Ian Alexander of Cytiva/SonicRecruit, featured at Talent Management magazine’s website, points to an often overlooked component of HR technology purchase decisions: end users.

Alexander makes a compelling case for including employees in the selection process. His article also speaks to the importance of including employees in the implementation process.

It’s a worthwhile read for anyone who buys or sells HR technology products.

Communicating Value in Today's Climate

This year’s Onrec show featured fantastic new companies promoting amazing, truly game-changing technologies. Yet, one thing that came up again and again was how some of the most innovative companies haven’t landed a client.

What gives?

The easy answer is the economy. And yes, without a doubt, the current environment makes selling products more challenging.

But there’s a missing piece here, or so it seems.

While companies may be adept at highlighting game-changing features of their technologies, few companies convey the financial advantages of using their products.

In fact, the status quo nature of most press releases and other marketing collateral gives the impression that companies—both new and old—are in denial about the economy.

For many examples, check out TMT’s Newswire, where you can browse hundreds of current press releases. Among them you’ll find news of leading-edge product offerings, announcements of new technology provider partnerships, and more.

In these releases, companies sometimes mention improved efficiency and/or greater productivity, but rarely will you find reference to ultimate impact—even though many of the solutions being touted have the potential to save end users a lot of money.

Different times call for a different approach. How does a technology impact a using company’s bottom line? That’s the bottom line right now.