TMT Talk

Beyond's New Niche

Beyond.com, a leading network of niche communities, has been selected by The Network, an international alliance of job boards, to be its exclusive provider of recruitment services in the U.S. market for multinational clients.

This is big news for Beyond.com—and the recruitment industry; The Network's previous relationship was with one of the big three job boards, Yahoo! HotJobs. For those who may have missed it, Yahoo! HotJobs was acquired by Monster.com last month.

More information about Beyond.com's partnership with The Network is available in the news section of TalentManagementTech.com.

Marching Forward

Today is the 47th anniversary of the March on Washington for Jobs and Freedom. On August 28, 1963, an estimated 250,000 people, nearly 25 percent of whom were white, rallied in Washington, D.C., seeking civil and economic rights for African Americans.

The March began at the Washington Monument and ended at the Lincoln Memorial where musicians, including Bob Dylan and Joan Baez, performed. Speakers also addressed the crowd (and the nation, as much of the event was televised). Among the speakers was the Rev. Dr. Martin Luther King, Jr., who delivered his famous "I Have a Dream" speech.

The event has gone down in history as one of the most significant demonstrations in United States history. It is credited for helping to pass the Civil Rights Act of 1964, which, among other things, makes it illegal for an employer to "fail or refuse to hire or to discharge any individual, or otherwise to discriminate against any individual with respect to his compensation, terms, conditions or privileges or employment, because of such individual's race, color, religion, sex, or national origin."

The March on Washington in 1963 ultimately changed the workplace forever, creating access to opportunity that at the time was only a dream for so many Americans.

Today, in 2010, young workers take diversity for granted, recognizing that education, experience, skills, and ability are the primary drivers of career success. They can't imagine a world where it is otherwise. And this, after all, was the point of the March and subsequent legislative efforts.

The country is not perfect, but on August 28, 2010, citizens of the United States of America have reason to be proud.

We Got Webinars

Thanks to technology, recruitment and HR professionals have amazing opportunities to learn and advance their careers. And best of all, many of these learning opportunities are free.

Talent management information outlets and membership organizations offering free webinars include recruitment resource RecruitingTrends.com, which holds live events and includes an archive of past webinars at its site.

The Human Capital Institute (HCI), a global association for strategic talent management, also features webcasts (webinars, webcasts; potato, pahtato). These events cover a wide range of topics and are archived for convenient access.

The Society for Human Resource Management (SHRM) offers free webcasts as well; however, membership is required.

Yet another terrific resource for webinars is ERE. These too are free (hey, that rhymes), and all events are archived.

It's easy and logical to focus on industry-specific events, but don't overlook webinars offered by colleges and universities that can help you manage the personal aspects of career. For example, yesterday Bryant & Stratton College hosted the free webinar, "How to Build Your Professional Brand," which included worthwhile tips for professionals at every level.

Driving the Economy

Months before the wheels fell off the big bus, the auto industry was feeling the effects of a souring economy. In late 2007 through 2008, auto industry layoffs were a regular feature in the AIRS News Outplacements report.

Then, trouble in the auto industry was blamed on factors unrelated to the economy: most notably how U.S. automakers' products no longer met customer needs. But, from today's perspective, auto industry woes seem to have been a precursor to the recession. Only the airline industry had more layoffs during that time period, and airline cutbacks were, for the most part, in response to record high fuel costs.

Flash forward to August 2010, as the U.S. begins to emerge from a global recession. It's been slow going, causing some to question whether growth is indeed forthcoming. A major problem, to date, has been that no one industry has led the recovery. Well, that may be changing.

In the past two weeks, there has been a lot of positive news from the auto industry. General Motors is making money, repaying the government, and planning an IPO later this year. Ford and Chrysler are also selling cars. And, perhaps most important, profitability in the auto industry has led to hiring.

The auto industry, which arguably was the first casualty of a prolonged recession, now appears to be driving the economy.

Saving Jobs, Creating Jobs

On Wednesday, President Obama signed a $26 billion jobs bill aimed at saving the jobs of teachers and government employees.

While fewer layoffs certainly bode well for the recovery, the bill does not address job creation. Legislation that would provide small business funding, allowing businesses to expand and hire workers, is currently stalled in the Senate.

The approach to igniting a more robust recovery remains a source of debate, but most lawmakers agree that avoiding additional layoffs and stimulating hiring should both be goals.

Make no mistake: Layoffs have slowed and hiring has improved in comparison to a year ago. Nevertheless, for want of a better metaphor, the economic engine seems to be stuck in first gear.

Fresh Air and the Future Workforce

What experiences help children grow into positive, productive adults, the kind of people companies want to hire?

At the top of the list is a support network: family, friends, educators, and community members who guide, nurture, and encourage children and serve as role models. Education is essential as well, as are meaningful experiences that expose young people to the world of work, and the world at large.

For inner city children, opportunities to experience other ways of life, including fun in the outdoors that many of us take for granted, can be extremely limited. This is where The Fresh Air Fund comes in.

Since 1877 (no, that's not a typo), The Fresh Air Fund, a not-for-profit agency, has provided free summer experiences to New York City children from disadvantaged communities. Each year, thousands of children visit volunteer host families in 13 states and Canada through the Friendly Town Program or attend Fresh Air Fund camps.

The Fresh Air Fund still needs host families for this summer. It's not too late to make a difference in a child's life. By doing so, you may also contribute to the growth of a great future employee.

TM M&As

This week, StepStone Solutions, a provider of talent management software, announced it will buy MrTed, a company specializing in talent acquisition software. MrTed's products will enhance StepStone's offerings, positioning the company for continued growth.

Last month, insurance brokerage giant Aon said it will acquire Hewitt Associates, a provider of HR consulting and outsourcing services. Expanding its reach was cited as motivation – and Aon is paying $4.9 billion in cash for a larger HR presence.

Although it is not technically a talent management company, Jigsaw has been associated with the TM space. This spring, Salesforce.com, a provider of customer relationship management (CRM) software solutions, purchased Jigsaw, an online business directory of names and contact information. As was the case with the other-mentioned acquisitions, Jigsaw seemed to provide a necessary piece of the puzzle. (You saw that metaphor coming, right?)

The Sherrod Incident

Discussion surrounding the dismissal of Shirley Sherrod has been focused largely on race, but there's another component to the story that requires employers' attention.

In case you missed the news, Sherrod was forced to resign from her position as the U.S. Department of Agriculture's director of rural development in Georgia for remarks she made at a Georgia NAACP banquet that were assumed to be racist.

It turns out her comments were taken out of context. Sherrod was actually talking about her personal growth and sharing how she had become more enlightened.

Employers should note that remarks about race can be misconstrued without proper context and that a rush to judgment may result in error, as was certainly the case with Sherrod.

However, equally worth noting is how the entire matter came to light. Video snippets of Sherrod's speech were posted at a website. And of course they were gobbled up.

In today's online world, information is sliced and diced for bite-size consumption. And because a new delivery of information arrives daily, people tend to welcome easy-to-digest servings.

But beware: A 30-second clip from a video, an isolated posting on Facebook, a sentence from a blog—all have the potential to create an incorrect impression of a person. Indeed, using a comment in isolation, it is easy to make almost anyone look questionable.

Job seekers are coached to consider their online image, to make sure it's beyond reproach. But the lesson of the Sherrod incident is that employers should also consider online images carefully, since things aren't always what they seem.

A Greener Google

The Wall Street Journal (subscription required) reports that Internet search giant Google has struck a 20-year deal to buy clean energy from NextEra Energy wind farm and at the same time enter the wholesale energy market.

According to the article, Google intends to buy 114 megawatts of wind generation at a fixed price each year from a NextEra facility in Iowa and sell the power back to the energy grid via the regional spot market.

There are several motivating factors. The move allows Google to protect itself from future increases in power prices while reducing its carbon footprint. Meanwhile, the arrangement gives the wind farm developer the financial certainty necessary for additional clean-energy projects.

The deal has been brokered under a new entity Google formed last year, Google Energy LLC.

What's wind energy got to do with talent management? More than you might think, actually.

By boldly increasing its commitment to sustainability, Google furthers its image as a concerned corporation. This brand enhancement is likely to garner attention from job seekers looking to work for a company with compatible values.

Granted, Google is already an employer of choice. But as it becomes greener, the company raises the bar a little bit higher for the competition.

HRmarketer.com Adds to Search Capabilities

Any successful provider of talent management products and services will tell you that simply having fantastic solutions isn't enough. Just because you build it, doesn't mean they will come.

In an increasingly competitive world, it's essential to get the word out about offerings.

HRmarketer.com, a leading online marketing platform for the human resource industry, has been helping HR vendors generate publicity, website traffic, and sales leads since 2000.

And of course there's the matter of search engine rankings; SEO has become an essential component of a marketing strategy. HRmarketer.com has focused on this aspect of online marketing for several years, but this week the company announced it has enhanced its offerings.

HRmarketer.com has upgraded its SEO Center, powered by ZoomRank, to include long-term trend analysis for keyword rankings. The new trend charts are based on daily rankings, which are used to calculate average rankings of keywords for the past 12 months.

The company points out that average ranking is a much more stable and reliable indicator of overall monthly ranking than just comparing static rankings on the first of every month. It also notes that with this new functionality, the SEO Center becomes a complete organic rank monitoring solution for human resource vendors by addressing daily changes that drive search engine tactics while monitoring long-term trends that shape SEO strategy.

Today, marketing requires more than an online presence—companies must boost visibility among buyers. By using organic search engine rankings, HRmarketer.com aims to help providers of talent management products and service remain highly visible; this way, the fantastic solutions these companies offer can get the attention they deserve.

Banking on Recovery

Although the economic engine is still not exactly humming along, employers in financial services, the sector arguably responsible for the recession, have started adding to staff.

The Wall Street Journal (subscription required) reports that from the end of February through May financial services employment in New York City grew by 6,800 jobs, the largest three-month increase in nearly two years.

An article in today's New York Times indicates other financial services firms plan to add to staff.

Granted, the numbers do not begin to make up for jobs lost over the past two years but activity is moving in a positive direction.

Teen Unemployment

Teenagers and summer jobs were once as much a part of America as the Fourth of July and fireworks. But interest in hiring teens during the summer months has waned in recent years, and lack of employment opportunities for young job seekers has only been exacerbated by the recession.

Despite signs of economic recovery, the employment picture for teenagers isn't getting any brighter. The latest research from global outplacement consultancy, Challenger, Gray & Christmas, based on data from the Bureau of Labor Statistics (BLS), finds employment among 16- to 19-year-olds in June is down 29 percent from June 2009, with mid-summer job growth for this age group at its lowest level since 1951.

And no matter how you analyze the data, the situation doesn't look any better. May and June 2010 job-growth numbers, when combined, reflect a 38 percent drop compared to last year.

In commenting on the findings, John Challenger, chief executive officer of Challenger, Gray & Christmas, said this year could end up being the worst teen summer job market since the BLS started keeping records in 1948.

For more insight into the U.S. job market for young people, read my article, "Youth and Unemployment," at RecruitingTrends.com.

The Last Cut Was the Deepest

A series of four polls conducted by the Society for Human Resource Management (SHRM) from October 2008 to March 2010 offer insight into how companies have responded to the economic climate and provide a look at how employers might respond going forward.

SHRM research shows companies are still holding the line when it comes to salary increases and bonuses; however, in March, fewer organizations had implemented hiring freezes. In addition, the latest poll shows a larger percentage of companies are hiring more contract and temporary workers than usual.

What's particularly interesting are the responses to the SHRM question, "Assuming the current financial challenges to the U.S. and global economy continue, what is the likelihood of each of the following to occur at your organization in the next six months?" The survey lists various steps that might be taken, including implement layoffs.

A major of employers, 65 percent, say it is not at all likely or somewhat unlikely that they will implement layoffs, even if the economy doesn't improve. Meanwhile, only 13 percent say it is very likely they would reduce staff.

These numbers, along with a movement toward more contract and temporary workers, suggest companies have cut as deep as they can. And in fact there's additional data to support this analysis.

In March, nearly half, 45 percent, of employers indicated they have rehired employees who were laid off because of financial challenges brought on by the economy.

Conference Calendar

The SHRM Annual Conference, which takes place this week in San Diego, marks the unofficial start of HR and recruitment conference season.

Other upcoming events include HR Technology Conference & Expo, Sept. 29-Oct. 1, in Chicago, and ERE Expo, Oct. 26-28, in Hollywood, Fla.

And of course there is Onrec Expo, Sept. 15-16, in Chicago, which features a pre-conference Retention Workshop presented by Richard Finnegan, founder of The Retention Institute.

Last year, Onrec Expo acquired Kennedy Information's Recruiting Conference and RecruitingTrends.com, effectively creating the largest recruitment conference of the year. And this year promises to be even bigger. The Onrec Expo exhibit hall is already sold out.

Recruitment and retention. This year's conferences feature sessions that address both—and both will surely be top of mind as companies shift as from recession to recovery.

From Reruns to the Fall Calendar

As previously mentioned, this blog has decided to run a few past articles from TMT's sister publication, Online Recruitment Magazine (Onrec). Below you'll find a still-timely article from 2008 about why you should attend conferences.

In the spirit of full disclosure, it should be mentioned that Onrec sponsors live events, including the upcoming Onrec Expo 2010.

Attending Conferences

By Paula Santonocito

With so much information available online are live events really necessary?

Online advantages

It's not only the quantity of online information that has some professionals questioning the necessity of logging off to partake of live events. Quality is a factor as well.

Today’s rich online experience allows for knowledge sharing, relationship development, business referrals, and more—and via a variety of venues. From webcasts to podcasts and social networks to Second Life, opportunities for online interaction abound.

Obviously, there are fewer concerns when meeting in the online world as opposed to the live one. "Connection" means Internet connectivity, as opposed to an airplane that may or may not be waiting at the gate.

Travel can be challenging for professionals with busy work schedules. Although technology facilitates conducting business while on the road, multitasking has its limits. It can be nearly impossible to participate at a conference while managing the day-to-day. As a result, attending live events requires planning, and often involves playing catch-up upon return.

In addition, there’s the absence factor, and what it might mean as far as business results. Professionals sometimes perceive that being unavailable for a day or two will result in missed opportunities. Turn off the cell phone? Step away from the computer? Say what?

Meeting and marketing

All are legitimate concerns that appear to make a case for taking advantage of technology. But the reality is that online and live experiences differ dramatically.

For everything that online interaction offers—and it offers a lot—it does not allow for the kind of spontaneous exchange that occurs when people connect live. The opportunity to meet others is also significantly limited online. And as far as viewing products and services, well, a picture may be worth a thousand words but a live presentation is the real thing.

From a business development standpoint, conferences can prove especially pivotal.

Steven Rothberg, President and Founder of CollegeRecruiter.com, a leading job board for college students and recent graduates, attends about half a dozen recruitment conferences per year, frequently as one of the speakers and occasionally as the keynote. For Rothberg, participation has paid off.

"Most of our largest clients have come from these speaking engagements," he says.

Although Rothberg doesn't sell from the podium, the person who introduces him will usually tell attendees who he is and a little about CollegeRecruiter.com. The topic on which Rothberg speaks typically has something to do with college recruiting, even indirectly, so there's a logical fit for attendees.

The fit leads to business leads. "I invariably walk away from the podium with a stack of business cards and five to 10 new clients," Rothberg says.

What does live interaction mean to CollegeRecruiter.com?

"Speaking at recruitment conferences is our most efficient and effective means of marketing our job board," says Rothberg.

Making contacts

Jeremy Eskenazi, Managing Principal of Riviera Advisors, a global human resources consulting firm that specializes in helping organizations develop stronger internal recruiting and staffing capabilities, also attends a number of industry events each year.

"I go for several reasons," Eskenazi says. "One primary reason is to see what's new in the industry; specifically, to meet with vendors to check out the new and improved products and services available. Also, I get a lot of benefit from listening to the sessions to see what's on the minds of the recruiting and HR professionals. And finally, most importantly, I attend these sessions to network with recruiting professionals."

Like Rothberg, Eskenazi is a frequent speaker at recruitment and HR conferences. It's a role he finds valuable because it allows him to share information with other recruiting and HR professionals as well as gain visibility for his consulting practice.

At events, Eskenazi meets people who later become close connections and often become firm clients. He also meets people he connects with job opportunities.

"I remember one time many years ago, I sat on a panel discussion at the HR Technology Conference in Chicago. Several of the panelists were really interesting and fun people who I later got to know well. One of the panelists became a good friend of mine, and later when a job became available, I referred him to that position and he got the job. We continue to work together on projects today and remain friends," Eskenazi says.

Sometimes conference contacts even become firm associates. Eskenazi originally met two members of the Riviera Advisors team at conferences.

"It's easy to connect and interact with smart people at these events," he says.

Choosing conferences

Still, going to conferences requires taking time away from other business responsibilities. Eskenazi usually foregoes attending conferences in the fall when he's busy, opting instead for spring events.

He also finds that, in general, there are too many HR and recruiting conferences and, as result, shows are not unique. Eskenazi points out that many have the same speakers, same program content, same exhibitors, and some of the same attendees. Also, events are often scheduled close together.

"There is a lot of duplication in the HR and recruiting events space, and fewer but more special events would be better," Eskenazi says. "There is a bit of conference 'burnout' after a few weeks of going to conferences one after another."

Lisa Tromba, Vice President of Battalia Winston, a leading executive search firm, doesn't go to as many events as Eskenazi or Rothberg; she generally attends two conferences each year.

"Both of these conferences attract global participants and offer terrific networking opportunities," she says.

"One of the conferences is attended by representatives from the 'Global 500' and, in addition to the value of staying apprised of current industry issues, the conference provides multiple, well-planned opportunities to interact, dine, and socialize with participants.

"The other conference is more technically oriented and keeps me current on one of my areas of specialization. In addition, the residual value of attending the conference is the portfolio of 'best practices' I am able to develop through information shared at the conference by attendees as well as presenters, which inevitably improves my game.

"Both conferences provide focused networking opportunities which enable me to target new relationship-building efforts, identify new business leads, broaden my industry and technical expertise, nurture existing relationships, and gain greater industry exposure."

Initiating opportunities

Tromba finds the conference atmosphere lends itself to a variety of opportunities.

"A conference setting is a 'meeting of the minds' and I have found it be an effective venue which fosters collaboration on efforts ranging from forming valuable ‘'ike minded' networking groups to business development initiatives to collaborative publishing opportunities," she says.

However, success requires effort.

"Following up with the contacts you've made after attending conferences is critical and where you will see the greatest return," Tromba says.

Although she acknowledges there are downsides to attending conferences, Tromba doesn’t cite travel or time away from the office as the primary obstacle people face.

"The biggest downside to attending conferences is attending without engaging," she says. "If you are not prepared to leverage your investment and really engage in the event and with the attendees and speakers, then it is not a smart investment of your time, energy, and money."

Accordingly, she offers some advice: "Mitigating the downside means planning ahead."

The best opportunity for planning ahead is when the conference sponsor provides a list of attendees to registrants, according to Tromba. This allows participants to schedule time to meet with one another.

But even if a show's sponsor doesn't offer this information, she recommends working with whatever information is available. "Don't just show up, and don't leave without developing a plan to leverage the experience and stay connected to those whom you have made an investment to meet," Tromba says.

It's also important to understand the objectives of conference hosting and participation.

"Conferences exist to bring people together who share a common interest," Tromba says. "We attend conferences to gain new and better ideas and to expand our opportunities."

Nevertheless, reaping the benefits of attending live events requires live participation.

"The only way any of that happens is by genuinely engaging with other people," says Tromba. "This process begins at the conference but really becomes meaningful as the acquaintances blossom into relationships."

IT Update

Management consulting firm Janco Associates released its Mid-Year 2010 IT Salary Survey on Monday, and the report contains positive news. Janco finds hiring is picking up in some areas of the IT job market. Large organizations are looking ahead toward filling positions that were unfilled last year.

In addition, salaries are no longer falling. Janco data show a slight increase in overall compensation for IT professionals.

Nevertheless, Janco also reports a 13 percent decrease in the number of IT employees receiving personal performance bonuses and a 7 percent decrease in IT workers receiving enterprise-based performance bonuses.

Meanwhile, on the hiring front, midsize organizations remain cautious about adding to staff.

Additional details from the survey can be found at the Janco website, where the entire report can be purchased.

Flying Hirer

Rising fuel prices and a tanking economy hit the airline industry hard. In 2008, during the months of June and July alone, top airlines cut nearly 26,000 jobs.

Two years later, the industry might not be flying high, but it is expected to turn a profit. The Wall Street Journal (subscription required) reports that the International Air Transport Association (IATA) expects airlines around the world to post a $2.5 billion profit in 2010. IATA also expects passenger traffic to grow more than 7 percent this year, and for cargo volumes to grow by 18 percent. Meanwhile, industry revenue is forecast at $545 billion.

Airline job cuts have been deep and widespread. To achieve and maintain the levels of projected growth, surely these employers will have to add to staff.

Jump in Hiring Expected in June

Analysis conducted by the Society for Human Resource Management (SHRM) finds hiring is expected to increase significantly in June.

In fact, according to the latest SHRM Leading Indicators of National Employment (Line) report, manufacturing and service companies will add to their payrolls at a pace not seen since 2007.

Other takeaways from the June report: Top talent is harder to find than a year ago, and new-hire compensation continues to rise.

What exactly is the SHRM Line report?

The SHRM Line report tracks trends in the labor market on a monthly basis, including hiring projections released one month ahead of the Bureau of Labor Statistics (BLS) Employment Situation report. Exclusive SHRM metrics examine four areas: employers' hiring expectations, new-hire compensation, difficulty in recruiting top-level talent, and job vacancies.

To arrive at findings, SHRM surveys private-sector HR professionals at more than 500 manufacturing and service-sector companies.

Why these two sectors? Together, they account for more than 90 percent of the nation's private-sector employees.

If you're interested in tracking the recovery, this monthly report offers a snapshot worth viewing. SHRM membership is not required for access.

The Best Price

What's the best price to pay for a product or service? Well, in times of budget constraints, there's nothing better than something for nothing.

In fact, the word "free" has come to carry a certain cache post-recession; where free may have once signified lesser-than, today it arguably means smarter-than.

Perhaps this is why companies seem to be attracting customers by offering products, services, and information gratis—and providers of talent management solutions are no exception. Last month alone, 10 companies touted free offerings at TMT.

Among these offerings are free job postings, a free applicant tracking system, and free career videos. Knowledge-based solutions can also be had for, you guessed it, free.

IT Job Postings Increase

The most recent report from IT job board Dice suggests hiring, at least in the IT sector, is on the upswing. Job postings for full-time positions jumped 20 percent month-over-month.

The New York/New Jersey metro area leads the way in job openings, with nearly 8,000, followed by Silicon Valley with 4,250 open positions.

The full May report can be downloaded at Dice Holdings, Inc.

Green Recruiting: Still Hot

Surprisingly, yesterday's news is often quite relevant.

With this in mind, TMT Talk has decided to pull a few articles from sister publication Online Recruitment Magazine (Onrec) and share them via this blog.

Look for another article about the green economy in the upcoming issue of the new Onrec Magazine.

Green Recruiting

By Paula Santonocito

Global warming. Carbon emissions. Alternative energy. Sustainability. Terms once associated with a relatively small scientific community have now become part of everyday language—and the language of business.

The shift toward greater environmental awareness has created new employment opportunities, both in traditional companies and in emerging and expanding industries.

Turning green

In recent years, the economy has become more environmentally sound and more interested in sustainable outcomes, says Kevin Doyle, president of Green Economy, a Boston-based company that helps individuals and institutions achieve success in the green economy.

Doyle has been involved with environmental employment long before the color green was fashionable.

Prior to founding Green Economy, he was a senior executive at The Environmental Careers Organization (ECO) for more than 15 years. He is coauthor of "The Eco Guide to Careers That Make a Difference: Environmental Work for a Sustainable World"; "The Complete Guide to Environmental Careers in the 21st Century"; and "The New Complete Guide to Environmental Careers." Doyle writes the green careers feature for Grist and delivers workshops about environmental, conservation, and sustainability careers on college campuses nationwide. He is currently writing a new book about climate change careers.

So, what is Doyle seeing?

Real things with real outcomes are happening, he tells Onrec, but there's also lots of hype.

And both have implications for employee recruitment.

What's fueling the green economy

In order to understand how the increased emphasis on the environment affects employee recruitment, it first helps to understand what's driving the green economy.

State and local governments in the United States are putting policies in place that require or present incentives for organizations to focus on the environment, Doyle says.

He gives the example of how California has adopted green building codes for new construction, which in 2010 will require that new buildings be more efficient and environmentally friendly. California climate change legislation, meanwhile, calls for a major reduction in carbon emissions. Doyle cites how at the congressional level there have been some changes as well, noting that the energy bill has passed.

"The government driver continues to be a really strong one," Doyle says.

The second major driver of the green movement is the individual consumer. In many cases, people are willing to pay a green premium. One example is the growth of organic products. "The increase in acres devoted to organic crops has exploded," Doyle says.

The third driver is investments in alternative energy and other kinds of green products and services.

The fourth and final driver of the green movement is the desire to save money.

Businesses want to take advantage of all four things, Doyle says. As a result, companies now focus on sustainability plans and actions.

New economy, new jobs

Meanwhile, businesses also have to hire people.

In traditional environmental fields, employers are hiring for positions like environmental engineer, biologist, health and safety officer, and regulatory compliance officer—and demand for these and other jobs is increasing.

Part of it is that new jobs have been created, but a contributing factor is that many workers are retiring. People who started doing environmental work in the 1970s and 80s have reached retirement age, Doyle says. The consequence has been a worker shortage, with recruiters struggling to fill open positions.

The second group of new jobs relates to a new kind of environmental professional. As organizations put sustainability plans in place, positions are being created. Sustainability directors, coordinators, and analysts are among the new professional jobs in the green economy. "These people are highly in demand," Doyle tells Onrec.

In addition, there is a huge demand for people who are communicating the messages associated with environmental awareness, such as "are you lowering your carbon footprint" and "are you focused on social justice."

In the green economy, companies want public relations, communications, and marketing professionals, as well as social marketing and social network specialists.

These are new positions related specifically to the green economy, and as such they have new and different job descriptions.

Old jobs, new color

But what about all the jobs in new fields, like green energy?

Here is where recruitment professionals often miss the point, according to Doyle. "Green energy is more about energy than green," he says.

As an example, he points to the solar energy field, indicating it needs electricians, energy analysts, office workers, and HR professionals, among others. And other green industries have the same requirements, whether those fields are focused on wind, biofuels or organic crops.

In fact, the number of people whose content knowledge has to do with something environmentally-focused is relatively small, according to Doyle.

As a result, he recommends emphasizing skills and job requirements, as opposed to the environment. "What we advise recruiters to do is use the green cache as kind of a marketing pitch," he says.

Doyle doesn't recommend ignoring the green adjective. "The number of people who are going be attracted by that is growing, and that's a sure thing. But the number of people who are qualified are not any more or less than used to be," he says.

As a result, Doyle offers this advice to recruiters: "Be very clear about the people you need, and use the same traditional mechanisms to find those people."

Setting your sites

But what about green job boards, which seem to be springing up like organic crops?

The best recruitment resources, according to Doyle, are industry-focused job sites. Any number of trade associations that are focused on specific industries or that have subsections for specific industries, like wind and solar, are ideal for attracting candidates who have already picked their industry, he says.

Second-best are sites that group jobs together under a green or environmental umbrella, but that have sub-sites for individual industries.

Meanwhile, a third group of sites, the so-called green sites, should be approached with caution. Many sites that advertise green jobs allow anyone to post openings and the sites therefore lack credibility. "The people running the sites have not understood that green is a starting point, not an ending point," Doyle says.

Other recruitment vehicles

With this in mind, Doyle recommends looking for candidates with an eye to the job itself. In other words, when seeking HR candidates, use the job boards of HR associations. If the job has a green overlay, indicate that as part of the job posting.

In addition, recruiters should take advantage of online gathering places that focus on adding a green component to traditional jobs, including those at various business schools. Social networking, as well as on- and offline career fairs, offer opportunities to promote the green aspect of job offerings, Doyle says.

For recruiters looking for more information on green recruiting, Doyle recommends Green Career Central. Founded by career consultant Carol McClelland, Ph.D., the site contains resources that include a list of legitimate green job boards.

Another resource is GreenBiz.com, which features information along with a job board called Greener Careers. Joel Makower, dubbed the "guru of green business practices" by The Associated Press, founded the relatively new site and serves as company chairman and executive editor. "Within a year, his site is going to be the go-to place," says Doyle.

In addition, employers should set their sights on their own sites. "The very, very best thing you can do is make your own company career site a really exciting and up-to-date place for people to go," Doyle says.

Indeed, corporate websites can serve as communications vehicles for green messaging. And more companies are getting the word out about environmental issues. The 2007 Society for Human Resource Management (SHRM) Green Workplace Survey finds that 76 percent of large employers detail their environmentally responsible efforts in conjunction with corporate communication.

A brighter focus

Nevertheless, while Doyle certainly commends greater environmental awareness, he says it is also creating some confusion on the part of jobseekers, recruiters, and HR professionals.

Jobseekers tend to think there is a new field called green, when in reality most of the so-called green jobs are existing professions, he says.

Recruiters and HR professionals, meanwhile, seem concerned about how to find green candidates. But, in most cases, it's okay to be colorblind. "Employers who are recruiting can breathe a sigh of relief and hire people with ordinary skills and teach them the green part," Doyle says.

The final thing to keep in mind is that environmental awareness on the part of candidates is real. But Doyle says it's only one item on a candidate's checklist.

All the typical issues, like pay, benefits, and stability, still factor into employment decisions—no matter what color the job is.

© Online Recruitment Magazine, an Onrec publication, 2008 | All rights reserved

A Summer Gift

As summer approaches, thoughts turn to outdoor activities. Sun and fun in a rural setting is a lifestyle many people take for granted. But for a child from the inner city time spent outdoors is a gift.

And that's what The Fresh Air Fund does. Thanks to host families and other support, it gives inner city children the gift of a fresh air experience for up to two weeks.

Last year, this blog helped generate interest in the program, which again is looking for host families for the summer. People living in 13 Northeastern states and Canada are encouraged to apply.

For more information, please visit The Fresh Air Fund website.

An IDEAL Employer

Whether possession is nine-tenths of the law can be debated by legal experts, but recruiters know perception is nine-tenths of employment branding, particularly when it comes to young candidates.

And no employer has a more favorable perception among young job seekers than search behemoth Google. For the fourth year in a row, Google has been named Universum's No. 1 IDEAL Employer, a ranking that reflects employer image among undergraduate students.

This year's Universum list is based on the opinions of 56,900 undergrads at 345 universities.

Despite a reputation for a screening and interview process that has been described as intense and intimidating, Google continues to have a reputation as the top place to work.

What's Google got that others don't?

Sure, in an era where employers have substantially cut back, Google still offers a robust benefits package. But the real hook when it comes to Google seems to be the company's reputation for combining innovation with enjoyment.

Fewer Corporate Job Cuts

The latest data from global outplacement consultancy Challenger, Gray & Christmas confirms what TMT reported in late March: Overall, job cuts have declined, but job cuts among nonprofit and government employers continue to rise.

Challenger data shows employer-announced job cuts are 71 percent lower in April than same month last year, and the April figure of 38,326 is the lowest since July 2006.

Nevertheless, in April, nonprofit and government employers announced plans to shed 14,973 jobs. That's nearly 40 percent of the month's total. And, as Challenger points out, it's nearly 182 percent higher than the sector with the second-ranked industry, pharmaceuticals, which announced 4,567 job cuts for the month.

Even as corporations regain their footing, government and related organizations now falter—and their financial challenges have employment consequences.

Manufacturing Growth

The previous TMT post noted how the technology sector has new life and may indeed be leading the recovery.

Well, there's also positive news from the manufacturing sector, which has been in a slump since before the recession began.

Take a look at these headlines from Monday's IndustryWeek newsletter:

• Caterpillar Rebounds from Loss; Boosts Outlook
• Cleveland Hugo Boss Plant to Stay Open
• New Orders for Most Durable Goods Rise
• Whirlpool Q1 Profit More Than Doubles

The news certainly suggests the economy is manufacturing growth.

First Quarter: Tech

Although the economy is far from robust, signs of recovery continue to sprout up this spring. Among them are positive first-quarter earnings from technology companies like Intel, Yahoo, Apple, and Google.

How positive is positive? Consider that first-quarter earnings led Intel CEO Paul Otellini to declare the tech industry "nearly fully recovered."

Meanwhile, Yahoo's first-quarter earnings nearly tripled because online advertising is up, which speaks to a number of things, including a more confident business climate.

Of course, despite the recession, confidence never really wavered much at Apple, and the company has now delayed the European launch of its iPad because of higher than expected U.S. demand.

But perhaps most noteworthy is the one sign of recovery so many in recruiting have been searching for: Confirmation that companies have started hiring again.

Well, search no more. As reported in Friday's AIRS RecruitNews, Google has begun adding to staff.

Can You Hear Me Now?

Ah, the ubiquitous cell phone.

This writer's recent experiences include riding in a crowded elevator (that stopped at every floor) standing beside a man who, you guessed it, was talking on a cell phone. And then there was shopping at a department store where several women blocked the aisles not because they were shopping but because they were engaged in phone conversations.

Most people can relate to poor cell phone etiquette. In fact, if email protocol garnered the term netiquette, perhaps it's time for cetiquette or, if you go with mobile, metiquette. Shall we start a m-movement?

Add to the list people in line at the post office (or in line anywhere) and those individuals who think it's a-okay to have a lengthy phone conversation at midnight in a hotel hallway as they fumble to enter the hotel room (another recent experience.)

But perhaps the mother of all cell phone annoyances, the recipient of the giant protruding ear statuette, is the one that has implications for talent management.

Meet the woman at the car dealership.

Last Friday, she sat in the customer reception area, waiting for her car to be serviced, conversing loudly with a friend, as if she were alone in her living room, oblivious to the other customers nearby and the people working in adjacent offices. She talked for a total of 50 minutes, during which time she went into elaborate details about the performance of one of her employees, going so far as to name the individual, describe her position responsibilities, and share details about the young woman's personal life.

Anyone within earshot, and that included at least a dozen people, knew the name of her company because her conversation was peppered with it.

What are the chances that someone listening recognized the name of the employee she discussed? Moreover, what are the legal implications if such a conversation gets back to the person? It's not such a stretch.

Metiquette. It's also for talent management.

Keeping Employees Safe

Sadly, once again, there is news of people who lost their lives while at work.

Twenty-nine miners were killed when a coal mine in West Virginia exploded last Monday. The Associated Press reports that the miners, all men, ranged in age from 20 to 61 and their work experience varied from a few months to 34 years.

This blog has looked at occupational health and safety before, and in doing so directed readers to Bureau of Labor Statistics (BLS) data on occupational injuries and illnesses.

But employment-related injuries and illnesses, while certainly problematic, do not offer the same sobering wake-up call as death. Perhaps it is recognition of this difference that has led the BLS to offer information on fatal occupational injuries in a separate report.

Loss of life on the job—any loss of life in any occupation—serves to remind all employers of the question they should routinely ask: How can we, in our organization, better leverage technology, training, and communication to prevent workplace tragedies?

Although not every accident can be prevented, employer diligence can save lives.

Read and Learn

Every now and then, a white paper comes along that is not only informative but can serve as a handy reference guide. "Beware of the Dangerous Dozen" from Learn.com, a leading provider of workforce development and productivity solutions through a Software-as-a-Service (SaaS) model, is one of those white papers.

The "dangerous dozen" are 12 questions you should ask when researching a Learning Management System, and Learn.com explains what you can expect to gain from asking each question.

It should be noted that the questions and answers are clearly aimed at showing Learn.com's competitive advantage. But the information remains valid regardless.

Even more important, these 12 questions are broad enough to extend beyond LMS purchases; they can serve as a guide for purchasing most software solutions.

For buyers of talent management software, "the Dangerous Dozen" is a tool to keep on hand. For sellers, it's worth asking: How do your solutions stack up?

"Beware of the Dangerous Dozen" from Learn.com is available for free download at Human Capital Media.

A Look at Layoffs

The current edition of AIRS News Outplacements, a biweekly report that focuses on layoffs, features the fewest job cuts in many years.

That's the good news.

Nevertheless, although corporate layoffs have slowed, state and local municipalities are now resorting to job cuts in an effort to deal with significant budget shortfalls. Across the country, school districts are laying off teachers, administrative personnel, and other workers.

And schools aren't the only organizations faced with restructuring because of finances. New York City's MTA, for example, will cut more than 1,000 jobs.

While the jobs lost from this second wave of layoffs will not come close to the number of corporate layoffs seen during the recession, a significant number of these jobs may be even more difficult to replace. On top of being highly specialized, these positions generally offer very competitive salaries and better than average benefits.

This doesn't mean, for example, that displaced workers in education won't seek and find alternative employment. But, like professionals in other fields who found themselves affected by the economy, they may not be utilizing their skills and training at their new jobs—or earning comparable salaries.

Truth in Humor

In the March 22 issue of The New Yorker, on Page 45, you'll find a cartoon by Roz Chast appropriate for these times.

A banner above the drawing reads, "The Ugooglable Man." The drawing shows a somewhat nondescript, slightly bewildered man walking alone through a deserted city.

Three jagged balloons containing text surround him. They read:

• Even the most powerful search engines CANNOT DETECT HIM!
• No Facebook page... no MySpace page... no NOTHING!
• And yet HE WALKS AMONGST US.

Besides being good for a laugh, the cartoon illustrates how addicted society has become to the online world, and how having no online presence is tantamount to being invisible.

Indeed, if a person doesn't have a LinkedIn profile and isn't social networking SOMETHING MUST BE WRONG.

Would a company—should a company—even consider HIRING an ugooglable candidate?

College Students, Social Media, and the Job Search

Forward-thinking colleges and universities understand the link between social media and job opportunities, and they're making sure students understand it as well.

At Champlain College in Burlington, Vt., career services staffers tell seniors how tools can be used to make career connections, track online discussions and news about companies and industries, and post questions and comments to establish a presence or personal brand.

Why the focus on social media? Champlain College Career Services Director Dolly Shaw says she is seeing more online and print postings by employers that ask candidates to send LinkedIn profiles or to apply via Twitter.

Meanwhile, Champlain College Professor Elaine Young aims to prepare students to become what she calls "social media ninjas." This semester, seniors in her Marketing Management class have been challenged to build their brand through social media.

Scroll down and check out the students' blogs and videos. You'll likely agree the results are impressive.

And, as Young says, "Perhaps you just might want to Hire These Grads."

Fiction vs. Fact

There's a scene in Lorrie Moore's latest novel, "A Gate at the Stairs," where the lead character and narrator, a 20-year-old college student named Tassie, interviews for a babysitting job. Tassie is offered the job and Moore chronicles her response:

"Really?" I asked, all the while wondering, Where's the new employee's first-day orientation meeting? Where is the "You've Picked a Great Place to Work" PowerPoint presentation? (The italics are Moore's.)

A reader involved with employment issues immediately pauses. What's wrong with this paragraph?

Well, a 20-year-old college student, who grew up on a farm no less, would not be thinking in terms of a "new employee's first-day orientation meeting" or a "Great Place to Work."

Moore, best known for short stories where characters gain insights into themselves and the world at large, certainly misses the mark with this observation.

But the error in assumption raises an important question: How often do employers, recruiters, and others "in the know" assume job candidates and employees are privy to insights and points of reference they can't possibly have?

Assumptions begin with the application process, extend to screening and hiring, then to onboarding, and finally to the job and its expectations.

What's more (pun intended), it's not only entry-level candidates and young employees who lack information about the work world. People changing industries, returning to the workforce, as well as others, may not know what you think they know.

Technology furthers communication, and in this regard it is extremely powerful. However, an important step in the communication process involves considering your audience. With this in mind, it is essential to examine messaging for both content and context.

Job Cuts and Jobs Creation

The latest job-cut report from global outplacement consultancy Challenger, Gray & Christmas, released yesterday, provides fuel for optimism. The firm finds planned job cuts (that is, new announcements of layoffs) fell in February to 42,090, the lowest level since 2006.

The February total was 41 percent lower than January's total, and the number of job cuts announced this February was 77 percent lower than job cuts announced in February 2009.

What's more, Challenger's industry year-to-year comparison, Jan-Feb 2009 to Jan-Feb 2010, shows some sectors that were hit hard seem to have leveled off, if not rebounded. For both the automotive industry and industrial goods sectors, the firm reports a 90 percent drop in downsizing. Meanwhile, layoffs in the retail industry have dropped by 75 percent.

But perhaps the most noteworthy information contained in the latest job-cut report from Challenger, Gray & Christmas is the reason for job cuts. Nearly half of the planned job cuts announced in February, 20,068 positions, can be attributed to mergers/acquisitions. In other words, arbitrary job cuts, all too common during the recession, are no longer as prevalent.

As part of its comprehensive report, Challenger, Gray & Christmas also provides data on announced hiring plans. In February, employers announced hiring plans for 8,300 jobs. Clearly, jobs creation is now the issue.

Social Media Stats

As recruiters and other HR professionals grapple with how to best leverage social media, questions often arise about the user demographics of each site.

Well, thanks to Swedish company Pingdom, a breakdown of social media sites by user ages is readily available.

Pingdom takes a look at average distribution across the top social media sites and provides graphs that detail each site. The company also offers a few noteworthy observations, including that 64 percent of Twitter users are 35 or older and the average Twitter user is 39 years old. In addition, Pingdom points out that 61 percent of Facebook users are 35 or older and the average Facebook user is 38 years old. Meanwhile, the average LinkedIn user is 44.

Equally interesting is Pingdom's analysis of males vs. females on social networking sites. Consider that 84 percent of the sites, 16 of the 19 sites Pingdom examined, have more female than male users. Here too the company provides a graph, with details for each site.

Interested in using social media to reach out to younger candidates? Older candidates? Women as opposed to men? These social media stats can help you hone your strategy.

What's on TV

An advantage--if there is such a thing--of having the flu is that you get to catch up on daytime television.

Amid the soap operas and talk shows there are the commercials, and Monster.com is running a ton of them. Initially it might seem surprising, until you think about the audience the job board giant aims to reach: the approximately 14.8 million unemployed Americans.

Although job seekers are told searching for a job should be a full-time job, in reality the search involves a lot of downtime. And while many people entertain themselves harvesting their chicken coops in Facebook's FarmVille, many people also seek diversion in front of that other screen.

Despite predictions of its demise by Internet aficionados, television continues to draw large numbers of viewers. This year's Super Bowl was the most-watched program in television history; 106.5 million people watched the Saints beat the Colts.

The number should serve as a reminder to employers and recruitment professionals: Although online recruiting has become the primary method of reaching candidates, the world continues to have offline components. Television, radio, print, and (gasp) live interaction are still viable methods of communication.

In the early days of online recruiting there was a great deal of talk about integrating various channels of communication as part of a recruitment strategy. Today, talk of channel integration has come to mean online channels.

However, as Monster's investment in television advertising shows, tuning in to other channels can further online efforts.

(After) Riding It Out

A volatile stock market gives reason for pause. Is the economy really recovering? Sure, the national unemployment rate has declined slightly, from 10 percent to 9.7 percent, but the number is still high, right?

After a prolonged recession, it's natural, even prudent, to be cautious. However, other numbers suggest the recovery, while not robust, has begun.

Companies are beginning to hire again. Last week's employment report from the Bureau of Labor Statistics (BLS) included news that manufacturing added 11,000 jobs in January, the first monthly increase since November 2007. Retail also added 40,000 jobs; health care added 15,000 jobs; and the federal government added 33,000 positions. In addition, temporary workers grew by 52,000.

And every indication is that hiring will continue to pick up.

Consider a survey conducted by recruitment consulting specialists CareerXroads, referenced by the firm's partner Gerry Crispin in his blog post titled, "Let the Good Times Roll." The survey finds 48 percent of companies expect to grow this year. What's more, average anticipated growth of participants surveyed is 29 percent.

Those be noteworthy numbers, folks.

Don't Worry, Be Happy

2010 salary increases, when available, will be modest at best. Indeed, research from membership organization The Conference Board finds 2010 budgeted salary increases are at a 25-year low.

Meanwhile, other research from The Conference Board finds employee job satisfaction is at its lowest level in two decades.

Nevertheless, with the belief (hope) that money doesn't buy happiness, employers are attempting to infuse workers with a jolt of joy using other methods, and one of these methods is happiness coaching.

The Wall Street Journal (subscription required) reports that a growing number of employers are hiring trainers who "draw on psychological research, ancient religious traditions or both to inspire workers to take a more positive attitude--or at least a neutral one."

Although workers say the programs help them have more positive attitudes, the question remains as to how a sunnier outlook will translate to employee retention. Will happiness coaching ultimately encourage people to remain with their current employers--or give them the optimism required to look elsewhere?

HR's Focus

HRmarketer.com, a leading marketing and public relations service for companies selling to human resource departments, has released "Trends in HR Marketing: HR Buyer's Behavior — What to Expect in 2010," the fourth report in an annual series that provides a look at HR department requirements and projected purchases.

The report, available for free download at the company's website, includes several findings worth noting:

- Twenty-six (26) percent of HR buyers plan to increase their budgets for HR-related products and services in 2010.

- As a group, HR buyers plan to increase their budgets by 25 percent in 2010 for corporate social networking tools, employee wellness programs, management and leadership development initiatives, performance management systems, and other training and development programs.

- Key "pain points" for HR in 2010 include assessments and selection, applicant tracking and talent management systems, coaching and mentoring, corporate social networking, I-9 compliance and E-Verify, employee self-service, and work-life programs.

If you're a provider of HR products and services, the report is certainly worth reviewing. Meanwhile, if you're a buyer of HR products and services, the report offers insight into where other companies (your competitors) will focus in 2010.

What It Takes

So, what does it take to be a top-performing organization?

According to research conducted by the Institute for Corporate Productivity (i4cp), there are five elements correlated with high-performing organizations: strategy, leadership, talent, culture, and market.

Although these elements are always important, i4cp finds the differences between high-performing and low-performing organizations in these critical areas has widened considerably in the current economic climate.

Perhaps most surprising is the impact of culture: The difference between high and low performers in the culture category is 5.99 compared with 2.94. Being viewed as “a good place to work” apparently matters—a lot.

The research from i4cp strongly suggests that waiting out a difficult economic climate is not a viable solution; instead, tough times are ideal times to raise the bar in these critical areas.

An overview of this comprehensive and noteworthy study, which provides details about each category, is available at TMT. Full survey findings are available to i4cp corporate members.

Refresh, Revitalize, Renew

Maybe it's the new decade, but a lot of organizations are updating their websites.

In the talent management space, there's the clean look of the new Onrec website*, which is visually pleasing and features improved navigation, and the dynamic new site of the Human Capital Institute (HCI), where (among other enhancements) site visitors don't have to hunt to find out what HCI does; the top of every page, next to the organization's logo, reads, "The Global Association for Strategic Talent Management."

Indeed, a new decade offers opportunity for improving your online presence, whether that presence is a corporate site designed to showcase products or services, an information portal, a job board or a corporate careers site.

Be that as it may, the emphasis should be on improving the site, from the standpoint of visual appeal, navigation, messaging, additional content -- or all of the above.

Unfortunately, there are times when a company goes through a costly upgrade, only to downgrade the user experience. Or, as a colleague remarked about one information resource's new site, "This is what they came up with? The old site was so much better."

Hmm... What changes do you have planned for your URLs? Are they intended to refresh, revitalize, and renew? Or are they simply a redo?

*Full disclosure: Onrec is a sister company of TMT

2009 Job Posting Data

Yesterday, eQuest, a leader in job posting distribution, released 2009 statistics on job advertisements, and the findings are noteworthy.

Even though a number of industry experts predict the death of job boards, and indicate that big boards especially have fallen out of favor, eQuest finds otherwise. The company's data shows that a majority of its U.S. customers still opt for Monster and CareerBuilder when posting jobs online.

eQuest reports that it sampled 400,000 unique jobs posted to each site between June 1, 2009 and December 31, 2009, and the traffic at both Monster and CareerBuilder was staggering: almost 200 million viewers for the time period, which was well above the traffic stats of any other online job source.

Based on these findings, it certainly seems like any eulogies for job boards should be put on hold.

It's also worth noting that the fastest growing site for eQuest last year was Craigslist, which was up more than three times from 2008 in terms of  job postings and candidate traffic.

Where the (Tech) Jobs Are

The January edition of The Dice Report, a monthly newsletter from technology job board Dice, takes a look at where the tech jobs are. But it also provides an interesting snapshot of a recovering economy.

Based on number of jobs posted by zip code on Dice as of January 4, 2010, the New York/New Jersey area leads the way in available tech jobs, followed closely by Washington, D.C./Baltimore.

Every other metro area, even those in the top ten, is way behind the two frontrunners.

It's also interesting to note the breakdown of available tech jobs: 28,142 are full-time positions; 23,590 are contract positions; and 1,074 offer part-time employment.

What does it all mean?

Dice's georgaphical breakdown of open positions suggests that the economic recovery has begun, but that it is still very much regional in scope. Meanwhile, the site's ratio of full-time to contract jobs suggests employers remain cautious about adding to staff, while they also recognize the need for workers.

Granted, tech tends to employ more contractors than a lot of other fields, but the number of open contract positions in comparison to full-time jobs is high, even for tech.

No one industry can provide a complete look at the economy as it relates to recruitment and hiring, but the information shared by Dice offers worthwhile information—whether or not you're focused on tech employment.

Manufacturing Sector Adds Workers

Only a few days into the new year and already there's positive employment news.

IndustryWeek reports that in December the manufacturing sector showed its strongest pace of activity since April 2006. What's more, it's the fifth consecutive month of expansion.

Citing data from a survey conducted by the Institute for Supply Management (ISM), IndustryWeek indicates that new orders rose more than 5 percentage points last month and production increased by nearly 2 percent.

But perhaps most noteworthy is this quote from the article: "The employment sub-index meanwhile increased to 52 percent from 50.8 percent, suggesting the manufacturing sector is adding workers at a faster pace."

Jobless recovery? Perhaps not.

Findings from the ISM survey certainly suggest the emphasis will be on R&R this year—as in recruitment and retention.

IT Salaries Remain Flat

Janco Associates, a Mountain States based consulting firm that publishes the IT Salary Survey, Browser Market Data, and the IT Infrastructure HandiGuide® series of books used by IT, finance, human resources, and other professionals, will release its 2010 IT Salary Survey next week.

The company finds IT salaries have basically remained flat, and that benefits have declined.

There's a slight uptick in salaries at large enterprises, but it's less than 1 percent in all categories, even at the executive level.

From the standpoint of benefits, bonuses are down substantially, as are stock options. However, employers should take note: One category reflects a big change for 2010: flexible hours and/or schedules.

Additional data is available at the Janco website, where the complete survey can be ordered.

From Recession to Retention

What a tumultuous year it's been. Layoffs, pay cuts, and hiring freezes dominated the news for the first six to nine months of 2009. However, suddenly, the mood appears to be shifting.

A survey from global outplacement consultancy Challenger, Gray & Christmas finds employers embracing the spirit of giving. A full 64 percent of those surveyed plan to hand out holiday bonus checks this year.

Sure, acknowledgement of the tough year and rewards for jobs well done may be behind some of the bonuses. But employers are also looking to keep workers happy, and keep them, as the calendar page turns to 2010 and the economy turns toward recovery.

Renewed Interest in HR Systems

As the economy improves, employers will look to improve their HR systems, processes, and organizational structures, according to experts at global consulting firm Watson Wyatt.

In 2010, the emphasis will be on HR technology, and Watson Wyatt identifies several emerging themes for the coming year.

These include scrutinizing vendor relationships and sourcing options; globalizing the HR function; and investing in a consumer-grade experience for workers.

It all bodes well from the standpoint of HR efficiency--and for providers of talent management technologies and services that can deliver what employers seek.

Got Customer Service?

Prediction: 2010 will be the year when customer service comes to the forefront. In fact, it will separate those organizations that survive and thrive from those that continue to struggle.

Why? In 2009, the emphasis was on expense reduction, and accordingly talent management technology product and service providers reduced prices and renegotiated contracts.

However, as business ramps up, users of these products and service will want optimum results from their investments. Quality will matter, and not only in terms of end product. The human element will go a long way toward maintaining and cultivating relationships.

What constitutes good customer service? As you're holiday shopping, notice the difference between stores, online and off, that get it and those that don't.

Here are two examples of recent consumer experiences that fall into the latter category.

Scenario Numero Uno: A mild mannered reporter for a great metropolitan newspaper (uh, make that "great global website") walks up to the customer service counter of a chain retail store, knowing in previous years she has purchased gift cards at the desk. Our heroine waits (somewhat) patiently in line, only to have the customer service rep point to a display of gift cards several feet away and tell her she should take a card from the rack and then go to any register. Of course all the registers have long lines.

Better solution: The customer service rep should have offered to wait two seconds while the woman obtained a gift card, and then she should have processed the transaction.

Scenario Numero Dos: The same woman orders holiday cards online. When a certain amount of time goes by and she hasn't received the cards, she calls to follow up. The customer service representative tells her the cards are backordered and there is no information available about a ship date. She also says the woman should have received an email. When the customer says she didn't, the customer service rep says an email is supposed to get generated. No apology and no alternative are offered. The woman says, "Cancel my order."

Better solution: The customer service rep should have apologized for the inconvenience and offered to replace the backordered cards with an available item, and offered to ship the replacement cards express delivery at no charge.

Admittedly, these seem like minor incidents, but from a customer standpoint they stand out. And it's the little, daily interactions that contribute to or detract from a company's reputation.

How about your company? You've got great talent management solutions, right? Have you got customer service?

College Hiring

A new poll, conducted by the National Association for Colleges and Employers (NACE) from November 2 through December 1, shows an increase in the number of employers that plan to hire college grads.

The latest NACE survey finds 28 percent of employers plan to increase their college hiring, compared to approximately 26 percent in the October poll and only 17 percent of employers polled in August.

Still, NACE finds less than a 1 percent uptick in current college hiring activity.

Earlier NACE research suggests a possible reason for the delay: It shows a number of employers have shifted their hiring of Class of 2010 grads from the fall to the spring. If this practice turns out to be more widespread than previously reported, which might very well be the case, a large increase in college hiring could be forthcoming.

Global Recovery

While mired in the gloom of the U.S. economy this past year, it's been easy to forget the recession has been global. Many other countries have been hit hard by the credit crunch, declining home values, and issues similar to those facing the U.S. And other countries have suffered job losses.

Even though misery does seem to love company, this information isn't shared for the purpose of commiseration. In a global economy, what happens worldwide impacts the U.S., from the standpoint of future business growth, job opportunities, and overall financial stability.

With this in mind, it's important to keep a close watch on signs beyond our borders.

Today's sign comes from India, and it's a positive one.

IndustryWeek reports that Asia's third-largest economy grew 7.9 percent in the quarter ending August, and that manufacturing increased by 9.2 percent. The figures, which were the best in 18 months, surprised even the economic forecasters, who had been more conservative in their estimates.

A growing economy in India suggests the global recovery has begun.

Occupational Injuries and Illnesses

Every year, the U.S. Bureau of Labor Statistics (BLS) releases data on nonfatal occupational injuries and illnesses requiring days away from work. Findings from 2008 were released yesterday.

The good news is that both the rate and the number of nonfatal occupational injuries and illnesses requiring days away from work in private industry decreased overall. However, in two categories there were increases in comparison to 2007 worth considering.

The first has to do with older workers. Then number of injuries and illnesses involving workers 55 to 64 years old increased 3 percent. Meanwhile, the number of injuries and illnesses for workers 65 and older increased 13 percent.

The second category involves Hispanic or Latino workers in transportation and material moving occupations. Injuries and illnesses for this group of employees increased by 10 percent in 2008 in comparison to 2007.

The two categories suggest communication may be a contributing factor. With this in mind, employers should consider whether they are effectively conveying safety information to all members of the workforce.

What are the vehicles for delivering this information? Is the information reaching the entire workforce?

Technology greatly facilitates information delivery, but it doesn't guarantee recipient participation. Do you request confirmation that employees have read and understood the material?

And speaking of understanding, if you have Hispanic or Latino workers, are you providing safety (and other employee communication) in Spanish?

Remember, these are occupational injuries and illnesses. You cannot entirely prevent accidents, but by using the right channels of communication, with attention to the employee population, you can decrease the likelihood that occupational injuries and illnesses will occur.

What's So Smart about Stupid Interview Questions?

One of the many benefits of connecting via social media is that you gain access to information you might otherwise miss.

Thanks to Gerry Crispin of CareerXroads for sharing a blog post that provides a first-hand account of one job seeker's less-than-ideal interview experience with Google.

Pause.

It should go without saying that Google is a highly respected, innovative company, and its impact on the world has been profound.

Google is also an employer of choice, and it has the awards to prove it. This year, Google holds the No. 4 spot on Fortune's 100 Best Companies to Work For list; last year, the company was No. 1.

Obviously, Google does a lot of things right--and apparently a lot of people want to work for the company. Fortune reports that Google attracts 777,000 applicants a year.

But if one college student's experience and a supplement to her post, "15 Interview Questions that Will Make You Feel Stupid," are any indication, interviewing for a job at Google is like, well, attending a meeting where you have to balance on a giant inflatable colored ball.

That Was Then, This Is Now

What a difference a year makes.

Last year's Onrec conference, held in September 2008, offered very little insight into what was in store with regard to the economic climate. The event showcased a number of startups (and a few upstarts) that offered innovative products designed to further the goal of adding to staff. Product bells and whistles were inspired, if at times a little less than inspiring.

The climate was somewhat reminiscent of the tail end of the dot-com era, when young entrepreneurs still hoped to catch a wave and ride it to early retirement. Onrec Expo 2008 featured shiny, happy people, confident they had staying power.

Quite a few of those folks were absent from this year's event.

Onrec Expo 2009, held earlier this month, was noticeably different from several standpoints. People were subdued and reflective. There was recognition of what the past year had wrought, and camaraderie was apparent as employers and product and service providers alike seemed grateful to have weathered turbulent times.

The show's demographic pointed to a shift as well. Last year's attendees and exhibitors were a younger crowd. This year's participants included a good number of mid- and late-career professionals, including one gentleman in his 80s.

At this year's conference, professionals sought practical, cost-effective solutions. And exhibitors and presenters delivered.

This by no means suggests innovation isn't alive and well in online recruitment and the talent management technology industry as a whole. However, if Onrec Expo 2009 is any indication, going forward, there will be a new bottom line: Technology solutions must add value that can be measured in dollars and common sense.

Tuning In

Onrec Expo 2009, presented in partnership with Kennedy Information, featured a wealth of information, insights, best practices, innovative technologies, and great food besides.

Some of the highlights of the show will be shared in an Online Recruitment Magazine article, as Onrec summarizes the year in online recruitment and focuses on what's ahead for 2010.

The article will offer a big picture overview of the online recruitment climate and the show. However, there are also small but noteworthy practices emerging in the recruitment space. And one has to do with music.

That's right music, as in, does it have a beat and can you dance to it. Or in this case, hire to it.

This year, several sessions rocked, and although the speakers were focused on other aspects of their presentations, a takeaway for this audience member was wow, what a powerful tool music is for furthering employment brand.

From the high-energy music accompanying various Reebok videos that Tara Gallone, talent acquisition leader for Reebok International, shared in her presentation; to the song that accurately drives points made in TalentDrive's video, which Sean Bisceglia, chief executive officer of TalentDrive, used in his session; to the mesmerizing impact of the multiple songs in the video created by advertising firm McMurry*, which Lizz Pellet, CEO of EMERGE International, shared with her audience, the message was the music is the message.

Is your company tuning in to its audience?

* To view and listen to the video, click on the first thumbnail.

New Dice.com Functionality Identifies More Passive Candidates

Dice.com, a leading job board for technology professionals, recently introduced a new functionality that allows recruiters to better target passive candidates.

Dice has split its database between active and passive candidates, essentially creating separate categories of candidates recruiters can search.

The passive database consists of candidates who posted or updated their resumes more than a year ago. Under the previous system, because the majority of searches were aimed at candidates who had posted or updated their resumes in the last 90 days, recruiters missed many of these candidates.

The Dice search mechanism is identical for both active and passive candidates. Recruiters can search for candidates in either category by skills, keywords, and geography. What's more, recruiters and hiring managers only have to enter search terms once, on the active or passive tab, and can then toggle between the databases to see relevant candidates.

The company indicates that the feature has highlighted hundreds of thousands of passive candidates by prompting recruiters to search the full Dice community.

"This new functionality was an elegant solution to an entrenched customer behavior that wasn't allowing the full value of the Dice community to be reviewed," says Tom Silver, senior vice president of North America for Dice.com. "Most importantly, recruiters are contacting candidates through our service which they may not have found otherwise. That's a real positive for technology professionals and customers alike."

Recruiters are already benefiting from the site's enhancement.

"The passive search feature for Dice.com is totally on point for the way I recruit candidates," says Christina Gonzalez, senior staffing consultant for ELEVI Associates. "I always start my search at the back, looking for candidates that have been members for the longest. This new feature allows me to look at the two sides of the coin for recruiting, passive and active candidates, at the same time."

Best Practices in Layoffs

Okay, admittedly, "best practices" and "layoffs" sound weird when used together. Be that as it may, there are employers and HR departments that handle layoffs better than others.

A few weeks ago, an email arrived in my inbox that exemplifies best practices. The details have been changed, but the rest of the message basically remains as received:

As you may have heard, we have had to restructure our human resource department and due to the restructuring we are sorry to announce that Janet Smythe, our recruiting manager, has left the company. Janet was dedicated and committed to XYZ Widgets during her five and a half years here. During her time with XYZ, she helped improve our hiring process and helped bring many outstanding associates to the company.

We sincerely thank Janet for her contribution and wish her the best. If any of you are aware of any opportunities, please contact her directly at (999) 123-1234 or at [email address].

Thank you,
Mavis Browne
Human Resource Manager
XYZ Widgets Inc.
Best Practices Town, USA

So simple, isn't it?

Returning Veterans Explore Education

On the surface, Campus Explorer seems to be exactly what its name indicates: a tool that allows users to search colleges and educational programs.

In the current job market, it's no surprise to learn that many adult professionals find the site helpful. But they aren't the only ones performing searches alongside high school and college age career planners.

More military veterans are going back to school, thanks in part to the Post-9/11 GI Bill. These veterans are finding the Campus Explorer search engine matches vocations to schools that offer courses they need to pursue civilian careers.

So Campus Explorer, though aptly named, isn't only a campus explorer; it's a career explorer--and an education and training resource for veterans.

One Flu Over the Cuckoo's Nest?

Earlier this year, the inclination might have been to dismiss swine flu, officially known as the H1N1 virus, as media hype. However, even though flu season has only begun, swine flu is now in all 50 U.S. states, and in most it is widespread.

Government health officials and medical professionals, as well as workforce planning experts, therefore recommend that employers be informed about the disease so they are prepared to deal with it.

The Centers for Disease Control and Information (CDC) offers a wealth of general information, as well as publications and tools specifically for employers.

The Society for Human Resource Management (SHRM) has created "SHRM H1N1 (Swine) Flu Resources," a special section of its website that is also accessible to nonmembers.

CCH, a Wolters Kluwer company that provides information services, offers a free "Pandemic Influenza Readiness Checklist" for HR and other management professionals.

Swine flu has been a topic of jokes, but an unhealthy or absent workforce is no laughing matter. Get the facts.

3 Sure Signs the Economy Is Improving

One of the many great things about being a writer specializing in employment issues is that I have insight into the fact (and fiction) behind the attention-grabbing headlines and sound bites that make up a typical news day.

Thanks in part to my work as AIRS News editor, I get an inside--and early--look at changes in business activity. Researching and writing the bimonthly AIRS News Mergers & IPOs and Outplacements reports provide an opportunity to observe shifts in the business cycle.

Now that I've had a chance to watch the cycle a few times from this vantage point, I can indeed report that the economic outlook is improving. Here's why.

IPOs have increased. More companies are going public, which speaks to money freeing up, as well as confidence in the economy. It's also worth noting that these companies span a range of industries.

M&As are more strategic in nature. Where for the last year or so many alliances have been formed out of necessity (desperation), recent deals have long-range goals in mind.

Layoffs have slowed. Although job cuts haven't gone away (and, by the way, they never do), fewer companies are announcing new layoffs. Meanwhile, those employers with plans to cut staff aren't cutting as deep.

But don't take my analysis at face value. Check out the most recent issue of AIRS News Mergers & IPOs. Then visit the AIRS News Mergers & IPOs archive and do your own comparison.

Likewise, compare the September 28, 2009 AIRS News Outplacements report to previous editions, like the January 19, 2009 issue or the February 16, 2009 report.

Then, if you haven't already, start planning for recovery.

A Brite Idea

It's easy to forget what an amazing job-seeker tool the personal computer is.

The fact that it allows for easy resume creation, not to mention customization, is really quite incredible. Just ask anyone who remembers painstakingly creating a resume on a typewriter and then taking the original to a printing company to have copies made.

Be that as it may, after moving from paper to screen, and from static to customizable, the resume hasn't moved forward all that much. Until now, that is.

Resumes that incorporate multimedia components have started to generate interest on the part of employers and candidates, and there are several new products and services on the market.

One of these is BriteTab, an online resume service that allows job seekers to combine the best elements of video resumes and traditional resumes.

Using BriteTab's resume application, Impression Lab, it's easy for anyone to create a highly personalized online document. The tool's step-by-step process lets a job seeker choose a format, enter text, and upload photos and videos using a drag-and-drop interface.

More information about BriteTab and Impression Lab are available at the company's website.

Meanwhile, a short YouTube video makes a compelling case for moving beyond text-only resumes. Although the video is aimed at job seekers, it clearly highlights employer benefits as well.

The next generation of resumes? Sounds like a brite idea for everyone.

Summer of Fun

Thanks to the generosity of many people, including talent management professionals, The Fresh Air Fund, an independent, not-for-profit agency that provides free summer vacations to New York City children from low-income communities, had a successful year. I know of several people who were motivated to act because of blog postings at TalentManagementTech.com (TMT), and their action made a difference.

Last week, I received an email from The Fresh Air Fund indicating that this year the organization helped nearly 8,000 children enjoy their summer.

The Fresh Air Fund thanked TMT for its assistance in spreading the word, but the thanks really goes to everyone who made a difference in the lives of inner city children.

You can see a video montage of images from their summer of fun at The Fresh Air Fund website.

Go with the Flowz and Get Raveal

Today, software provider Flowz officially launched Raveal, an online resume and portfolio tool that offers job seekers a place to showcase their work.

Raveal, which includes multimedia elements, bills itself as a cross between Monster.com and Flickr.

The tool features several key components likely to appeal to job seekers, including:

- Portfolio Builder -- lets a job seeker add creative elements, like images, vectors, audio, and video;

- Raveal Voice -- serves as a place to aggregate social media, including communication via blogs, Flickr, Twitter, YouTube, and others;

- Audio Introduction -- lets a job seeker use his/her own voice for the purpose of introduction; and

- Virtual Business Card -- the profile is given a unique URL so that it can be shared.

From a company standpoint, Raveal has potential as well -- and not only for reviewing candidate information.

A company can create its own profile for the purpose of introduction and branding. This profile can include various elements, such as job openings, feeds to corporate blogs and Twitter, and more.

Raveal also has several data management features for employers, as well as components that help job seekers manage the search process.

By combining a range of elements, Raveal aims to reveal a match between job seeker and employer. For a ravealing look at this robust new tool, check out the demo at the site.

Moving Beyond Expectations

Companies cutting benefits and perks have received a lot of attention during the recession. However, a few select employers have actually enhanced their offerings.

This week, TMT Talk learned of one such employer, FlatRate Moving, a nationwide full-service moving and storage company based in the Bronx, N.Y.

Earlier this month, FlatRate added tuition reimbursement to its benefits offerings. The program pays select employees up to 50 percent of their higher education costs, while covering the complete cost of courses for other workers.

The company has a history of providing employee training, with an emphasis on career opportunities. FlatRate's Mover University offers a variety of in-depth training classes for new hires and long-time employees.

Education and training are important at FlatRate, but they aren't the only focus. The company is also committed to creating a positive workplace.

Take, for example, the cappuccino. Although cappuccino isn't usually associated with a moving company, at FlatRate's offices cappuccino machines are part of the environment. What's more, cappuccino is a perk, that despite the recession, is still percolating.

"Amidst the economic downturn, happy employees simply make for better business," says Jon Katz, CMO, of FlatRate Moving.

Blocking Social Networking Sites

Last week, IndustryWeek reported on a substantial increase in the number of employers blocking social networking sites.

The figures cited are based on a survey conducted by ScanSafe, a leading provider of SaaS Web security.

ScanSafe finds a 20 percent increase in the number of customers blocking social networking sites in the last six months. Currently, 76 percent of the firm's customers block online social networks.

As social networking sites become increasing popular as sources of employee recruitment, it's worth considering what it means when employers block access to these sites. Of course job seekers still have access to social networks from their home computers…and their mobile devices. Nevertheless, one of the fundamental aspects of social networking, the conversation, gets delayed.

Blocking social networking sites may potentially impact employee recruitment. But employers that block the sites, even those that are recruiting, may believe the upside (keeping their workers from socializing on their dime) is worth the tradeoff.

Still, it's important to recognize that people do more at social networks than interact with recruiters or potential employers. And they do more than yammer about their personal lives and non-work related interests.

Social networks have become a conduit for business. Participation at LinkedIn groups, for example, allows for an exchange of ideas. Through these groups, employees, including talent management professionals, get important work-related questions answered. Facebook, too, has become a business tool for many professionals. Twitter likewise serves a vehicle for communication.

An employer that blocks these sites misses out on what workers gain from social networking, which ultimately shortchanges the organization. There are other missed opportunities as well, such as those related to employer branding and consumer branding.

As companies wrestle with time management issues and new online tools, it's essential to weigh participation in the context of the big picture. That picture obviously includes corporate objectives, and meeting those objectives requires participation in the business community at large. Today, the business community interacts online at social networks.

New Niche Sites

Social networking sites continue to gain ground as resources for employee recruitment, but job boards aren't dead yet. In fact, new niche sites keep sprouting up all the time.

Just this week, MYOPENJOBS, a technology and services firm that develops and manages vertically focused career sites and web-based recruiting management software, launched a new employment site for facilities and maintenance jobs, Facility Agent.

Last month, the Locate Jobs Network, a series of planned job boards focused on a particular geographic region or industry, rolled out five new niche sites: LocateAerospaceJobs.com, LocateParalegalJobs.com, NICUJobs.com (which targets the highly specialized career arena of neonatal intensive care nursing jobs), LocateLogisticsJobs.com, and LocateEnvironmentalJobs.com. These sites also happen to be the first set of multiple vertical search job boards launched by the Locate Jobs Network.

Why is the specialty job board market continuing to grow, even as other methods of candidate outreach gain in popularity?

For certain fields especially, these kinds of sites offer a logical way to connect with a highly targeted candidate audience. Meanwhile, job seekers also like that fact that positions advertised at specialty sites fit their criteria. Niche basically allows for a better match earlier, which benefits everybody involved in the employment process.

Recruiting Now

Employee recruitment has changed dramatically in the last two years. New methods of candidate sourcing and alternative methods of sharing job openings have really taken off.

Ironically, the shift has occurred during the recession, a time when many employers have not been focused on recruiting and hiring.

Although some information outlets, this blog included, have noted that the downtime was a great time for recruiters and HR professionals to get up to speed on the latest tools and techniques, some chose to ignore this sage advice. (You know who you are.)

Fortunately, there's still time to acquire the know-how you need before hiring really heats ups. There are terrific sources of information available, both online and off.

For example, Jobs2Web, a leading provider of interactive recruitment marketing solutions, offers a free white paper that can educate you about SEO.

The Human Capital Institute (HCI), a global professional association and think tank advancing the science of strategic talent management, shares best practices in recruiting and other talent management topics via its webcasts, which are free to HCI members and registered guests.

Jobs2Web Founder Doug Berg recently moderated the HCI webcast, "The Next Wave of Interactive Sourcing -- Are You Ready?" With recruitment expert Lou Adler, Berg also recently presented, "Recruiting in 140 Characters or Less." The presentations are available in the HCI webcast archive.

And speaking of Doug Berg and Lou Adler, both are among the speakers at Onrec Expo 2009, presented in partnership with Kennedy Information, a BNA company known for its research and events. The global recruiting conference, which takes place in Chicago, November 3 & 4, offers a tremendous opportunity to learn about what's new in recruiting.

Meanwhile, next week, ERE, another recruitment industry leader, holds its semi-annual conference. ERE Expo Fall 2009 takes place in Hollywood, Fla., September 9-11.

Fall is in the air; the kids are back in school. It really is an ideal time to increase your knowledge--and there's much to learn about recruiting now.

Are You Satisfied?

Are your employees?

These are questions recruitment industry expert Lou Adler, president of The Adler Group, seeks to answer as he conducts an ongoing survey, "Employee Satisfaction and the Economic Recovery."

Adler's objective is to track changes in job satisfaction, the impact it has on proactive job hunting, and how the economy factors in.

Why is this important?

Survey results will help employers pinpoint when voluntary turnover will start to accelerate so they know when to increase sourcing and recruiting efforts.

By participating in the short survey you can review results to date, which will likely prove thought-provoking in a big picture sort of way.

However, you’ll also want to look at survey findings in the context of your corporate recruitment strategy.

Say what? You don't have one?

Here again, Lou Adler can help.

At the upcoming Onrec Expo, to be held in Chicago November 3 & 4, Adler will present, "Converting Your Corporate Recruiting Department into a Real Strategic Asset."

Keeping Up with the Competition

Last week, TMT Talk noted that a new Watson Wyatt survey suggests providers of talent management products and services should see an increase in business soon.

But this research from global consulting firm Watson Wyatt doesn't only apply to talent management tech solutions providers.

Watson Wyatt's 2009 HR Technology Trends Survey, which finds a majority of companies, 56 percent, are planning to use more talent management technology over the next 24 months in order to reduce costs and achieve efficiencies, contains a message for employers--especially those employers that lack the latest technology and plan to try and get by with what they have.

What's that message?

Your competition recognizes the important role technology plays in talent management.

As the economy slowly emerges from recession and heads toward recovery, smart companies recognize the time is ideal to prepare for a surge in employee recruitment, and to place greater focus on areas related to retention, like career development.

What are your plans?

Talent Management Technology on Corporate Agenda

Providers of talent management technology products and services should expect an uptick in business soon. At least that's the takeaway from a recent survey conducted by global consulting firm Watson Wyatt.

According to Watson Wyatt's 2009 HR Technology Trends Survey, a majority of companies, 56 percent, are planning to use more talent management technology over the next 24 months in order to reduce costs and achieve efficiencies.

Among the 181 large employers surveyed, 46 percent say they plan to integrate their existing technologies or leverage their current integrated systems, while 27 percent will start from scratch with a new integrated suite.

Surprisingly, the survey shows that about half of all companies still use a manual approach for many talent management processes, including succession planning (53 percent), career development (48 percent), and workforce planning (55 percent).

Economic Downturn? So What?

Although companies may think they have a captive workforce when times are tough, a significant number of employees seem willing to jump ship regardless of the economic climate.

And listen up, employers: The people eyeing the horizon are your top performers.

So finds research from Catalyst, a leading nonprofit membership organization working globally with businesses and the professions to build inclusive workplaces and expand opportunities for women and business.

A newly-released Catalyst report, "Opportunity or Setback? High Potential Women and Men During Economic Crisis," part of a longitudinal study of MBA alumni, indicates top talent will choose greater opportunity elsewhere, even in the face of economic uncertainty.

The message for employers?

If you don't want to lose your top talent, don't scale back on retention efforts, even in an economic downturn.

Good News

After weeks and months (okay, years) of gloom and doom, this week brought positive news. The Wall Street Journal (subscription required) reports that according to its survey of economists, the U.S. recession has ended.

Reuters, meanwhile, reports that two large European economies, France and Germany, are no longer in recession.

The Wall Street Journal also reports that Hong Kong has pulled out of recession.

And that's not all. This week global consulting firm Watson Wyatt released the latest update in its ongoing series of surveys, and it shows that the number of employers planning to reverse salary cuts and freezes and restore matching contributions to 401(k) plans has increased in the past two months.

This week it was also announced that job search engine SimplyHired received $4.6 million in a new round of funding.

All in all, it's been a good news week.

Ignoring the Electronic Shift

One of the reasons the United States Postal Service (USPS) has such a huge deficit and seeks to cut costs is that the volume of traditional mail has declined.

Although the USPS blames the recession, it does acknowledge the online world.

An article at CNNMoney.com includes this statement from a recent regulatory filing: "The decline in mail volume is primarily due to the widespread economic recession, although the long-term trend of hard copy correspondence and transactions being diverted to electronic media continues."

I find this a surprising admission, given the Post Office's history of denying the impact of the Internet.

The topic is one that has interested me since the late '90s when I interviewed a postal official about the potential impact of electronic correspondence on mail volume for an article I was then writing.

He told me that the number of pieces of mail increased every year and would continue to increase every year, regardless.

When asked about the ease and economic advantages of online communication, he maintained his stance.

I was struck by more than stubbornness or attention to job security when I talked to this man. He seemed to genuinely view my questions as if they were coming from a galaxy far, far away. His tone when he dismissed me also clearly showed he thought I wasn't grounded in reality.

I wonder where that guy is today.

Late Summer R&R

As summer begins to wind down, talent management professionals will want to make sure they take time for rest and relaxation.

Why?

Because once the economy starts to rebound attention will be on the other R&R. Yes, sports fans, recruitment and retention. Remember them?

While there has been talk at TMT Talk about recruitment, with the understanding that companies will soon begin hiring again, not a lot of attention is being given to retention.

This is a mistake, because the two go hand in hand. When the economy rebounds--and it will--employees will once again have options.

Which brings up yet another R&R. What is your organization's strategy with regard to rewards and recognition?

More Job Seekers Willing to Relocate

That's the word from global outplacement consultancy Challenger, Gray & Christmas, which points to job search statistics worth noting: 18.2 percent of job seekers finding employment in the second quarter relocated for a position. The firm indicates this is up from 14.3 percent in the previous quarter.

Reluctance to relocate was previously tied to concerns about the job and real estate markets. Although there is still some fear on both fronts, an overwhelmingly desire to work finds more job seekers willing to risk a move.

It's a trend that could very well gain additional momentum. With indications that the housing market may have finally bottomed out, more job seekers will look at relocating for a job as both an employment and a real estate opportunity.

Starting Salaries for College Grads

Not all is gloom and doom when it comes to the college grad job market, at least not for those grads with job offers.

The National Association of Colleges and Employers (NACE) finds the average starting salary for the Class of 2009 is off less than 1 percent compared to the average starting salary for the Class of 2008: $49,307 compared to $49,693.

NACE also finds that for grads in certain fields it's still a case of show me the money.

Indeed, grads with engineering degrees are commanding top dollars.

Consider, for example, that the average starting salary for petroleum engineers is $83,121. With a paycheck like that, life can be a gas for a 22-year-old.

All the News Fit to Use

If you select News from the menu at TalentManagementTech.com (TMT), you'll see that news at the site comes from a variety of sources, including press releases.

Although these releases are aimed at alerting the media to company happenings, they have value for buyers and sellers of talent management technology products and services, as well as HR and other talent management professionals.

Buyers of talent management technology products and services can keep current on what's new in the marketplace by browsing company press releases on a regular basis.

Sellers, meanwhile, can keep on an eye on the competition, and gain insight into industry direction. Such insight can inspire ideas for new products and services and support other business decisions.

HR and other talent management professionals can likewise increase their knowledge of the industry by keeping up on what companies deem newsworthy.

Press releases aren't only for the media. Tap into this source for news you can use.

Dice Rolls Out New Offering

Starting today, tech professionals have a new training and certification resource aimed at helping them maximize their career potential.

Dice, a leading career website for technology and engineering professionals, has launched Dice Learning, a search engine that allows users to obtain information about learning, choose training, and upgrade their skills--all in one location.

Dice Learning currently features more than 62,000 courses from approximately 28 learning providers, and Evan Lesser, director of Dice Learning, says this is just the beginning.

But it's not only Dice Learning’s extensive career development offerings that make it an exciting new launch; its interface with the Dice career portal brings a new dimension to job search.

Visitors to Dice.com can view tech job opportunities along with courses and certification requirements for those positions. This feature is especially important for passive candidates, Lesser says, in that it offers career guidance.

Starting today, tech professionals no longer have to gamble when it comes to training as it relates to career advancement. Dice Learning in combination with Dice.com is a win-win.

Assess, Target, Instruct

Organizations looking for a scalable, cost-effective way to assess employees' English proficiency in order to properly target development resources will soon have a solution.

Next week, GlobalEnglish Corporation, a leading provider of on-demand assessment, learning, and support for business English communication, launches BELITPlus, an enterprise assessment that allows companies to establish the scope of business English communication challenges and target the right employees for ongoing development.

Delivered entirely online, BELITPlus is a 50-minute adaptive test that evaluates competence in English across four key skills areas: grammar, listening, reading, and speaking.

What makes BELITPlus different from other tests is that it assesses English skills in authentic workplace situations. It also goes beyond general English proficiency in that it evaluates fluency, pronunciation, and communicative competence.

For GlobalEnglish customers, BELITPlus has another plus. It integrates seamlessly with the GlobalEnglish Corporate Learning Service so companies can move effortlessly from assessment to instruction.

For more information about BELITPlus, email or call GlobalEnglish.

Really Big Buzz, Really Big Show

The online recruitment community is abuzz with the news that Onrec, a leading global resource for online recruitment, and Kennedy Information, a BNA company known for its research and events, will team up in Chicago November 3 & 4 for the recruitment event of the year.

The combined conference is a win-win for the two organizations in that it will allow each to leverage and showcase its strengths.

But, even more important, attendees will benefit from the very latest information and insights, all at one really big show.

Meanwhile, providers of recruitment products and services that choose to exhibit will have access to a larger audience.

Will you be there?

Unemployment and Re-Employment

Last week, the Bureau of Labor Statistics (BLS) released June jobs data and the numbers weren't good. Another 467,000 jobs were lost and the U.S. unemployment rate, previously 9.4 percent, hit 9.5 percent.

Although some analysts say the numbers point to an ongoing recession, it's worth noting there have also been positive signs in recent weeks.

EmploymentGuide.com, a division of Dominion Enterprises, has been holding a series of nationwide job fairs. Last week, it indicated that the job fair series, "Putting America Back to Work," has already surpassed its goal of helping 10,000 people find jobs by 2010. EmploymentGuide.com now commits to helping a total of 15,000 people find work by 2010.

In announcing the results and new goal, Jack Webber, vice president and general manager of The Employment Guide and Employment Guide.com, said, "We've talked to employers and run the numbers--jobs are out there in everything from health care to retail, food service to transportation."

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.