Talent Acquisition

In the war for talent organizations must develop a multi-layered talent acquisition approach in order to gain a competitive edge and attract coveted passive candidates. A talent acquisition strategy should be high-touch—engaging with candidates throughout the entire lifecycle from application to hire to onboard. Technology powers organizations to elevate the candidate experience. Social media channels offer the opportunity to deliver engaging content and reinforce employment branding to top talent.

STAFF MANAGEMENT PRESIDENT SHARES STRATEGIES FOR COMPANYS ACCELERATED GROWTH

– Strong Execution of Goals Drives Companys Success –

 
Chicago, IL, May 17, 2005 Speaking recently on the CEO Perspective panel at the 2005 Staffing Industry Executive Forum to an audience of senior level staffing executives, Michael Miles, President of Staff Management, identified three strategies that have made the company the frontrunner in providing vendor-on-premise staffing and management solutions.
 
Staff Management, named the fastest growing staffing firm in the U

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NFL Scores Championship Recruiting Solution with Kenexa

Kenexa, a provider of talent acquisition and retention solutions, today announced that the National Football League (NFL) has implemented Kenexa Recruiter, Kenexa's Web-based enterprise applicant tracking solution. Kenexa Recruiter will streamline recruiting for the NFL's New York City headquarters as well as NFL Films in Mt. Laurel, N.J., and the NFL Network in Los Angeles.

 

Jessica Kushner, Human Resources Generalist at the National Football League said, "Prior to implementing Kenexa Recruiter, we reviewed several vendors' solutions to determine the one best equipped to help us eliminate manual processes and streamline our recruiting efforts. Kenexa Recruiter came out on top for its ease-of-use, deep functionality and Kenexa's commitment to customer service."

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National Football League Scores Championship Recruiting Solution with Kenexa Recruiter

WAYNE, Pa. (May 16, 2005) — Kenexa, a provider of talentacquisition and retention solutions, today announced that the NationalFootball League (NFL) has implemented Kenexa Recruiter, Kenexa’sWeb-based enterprise applicant tracking solution. Kenexa Recruiter willstreamline recruiting for the NFL’s New York City headquarters as wellas NFL Films in Mt. Laurel, N.J., and the NFL Network in Los Angeles.

Jessica Kushner, Human Resources Generalist at the National FootballLeague said, “Prior to implementing Kenexa Recruiter, we reviewedseveral vendors’ solutions to determine the one best equipped to helpus eliminate manual processes and streamline our recruiting efforts.Kenexa Recruiter came out on top for its ease-of-use, deepfunctionality and Kenexa’s commitment to customer service.”

Kushner added, “Kenexa provides the National Football League with anew, easily accessible resource to efficiently reach a broader, morediverse audience of applicants through NFL.com. It will help us tobetter identify those applicants who meet our basic job requirements,and give those applicants an opportunity to learn more about openpositions at the League Office, NFL Films and NFL Network.”

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CSC Wins Contract Worth Approximately $230 Million to Support NASAs Shared Services Center at Stennis Space Center

EL SEGUNDO, Calif., May 11 /PRNewswire-FirstCall/ — Computer Sciences Corporation announced today that it has won a contract to provide support servicesto the new National Aeronautics and Space Administration (NASA) SharedServices Center (NSSC) at Stennis Space Center, Miss. CSC estimates thevalue of the award, which has a five-year base period and five one-yearoptions, to be approximately $230 million if all options are exercised.

Underthe terms of the agreement, CSC will provide administrative, financial,human resources and procurement support services to approximately20,000 NASA employees, applicants, contractors and university partners.

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Duke Energy Inks HRO Contract with Hewitt

CHARLOTTE, N.C. — Duke Energy today announced that Hewitt Associates, a global human resources services firm, has been selected to provide comprehensive HR back-office administrative services to the companys U

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HRO and the Coming Labor Shortage

The time to think about the future is now.

by Matt DeLuca

Hype or dire prediction, HR professionals everywhere should always be on the lookout for state-of-the-art opportunities to find great employees not only for the HR department but also for the entire organization. You may recall a reference in previous columns to HR Management in the Knowledge Economy and its identification of the four major roles of the HR professional. Here I will ask you to keep two rolesrelationship builder and rapid deployment specialistin mind.  

 

Robert J. Grossman, a professor at Marist College (a bastion of quantitative research), published an article in the March 2005 issue of HR Magazine that separates the hype from the dire predictions of the looming disparity between the demand and supply of the U.S. workforce. The research concludes that the media hype asserting that by 2012 there will be 10 million more jobs than people to fill them should not be a concern. Although he does conclude with a hypothesis that has already been haunting usdo we have enough talent for an increasingly demanding workplace? The answer is a resounding NO!

 

Do you recall how, during the late 1990s, people were hired by all kinds of fast-growth firms just because we need bodies? I do. I witnessed unsolicited resumes without interviews turned into hires just because they need to be hired now. I also recall organizations unable to get products to market because they could not find people with the skills required. After reading Grossmans article and reviewing the Bureau of Labor Statistics research upon which that article heavily relied, I am convinced that the talent pool respite we have had of late is sooner or later going to be replaced by a long brutal global war for talent. There is already pressure on the lowest level jobs.

 

The Wall Street Journal recently had a front page article about lettuce pickers in Arizonathere arent any. For one simple reason: The workers who used to do it have moved on to better paying jobs. This, to me, is a first link in the food chain (no pun intended). The ripple effect has already started.

 

So what does this have to do with HRO? As a relationship builder and rapid deployment specialist, the HR professional should be anticipating the scarcity of talentnot only in HR but also in the rest of the organization. Ongoing review of core versus commoditized activities should become part of the organizations DNA. External alternative sources to accomplish tasks, activities, and even entire functions should be on your radar screen so that they are continuously being evaluated in light of your organizations current and anticipated demands. Internally, you need to work closely with various key players to determine the climate and readiness for moving one or more additional activities to outside providers (or alternatively, determining if any should be brought back in-house.)

 

To test any and all assumptions, HR needs to be ever vigilant for opportunities to do the following:

* Enhance current service levels and relationships

*Identify additional potential avenues, including offshoring, for further exploration

*Ensure comprehensive due diligence and demonstrate your state-of-the-art knowledge about todays products and services

*Build a familiarity of best practices

*Identify the leading buyers and players (as well as those less so) in this ever-changing marketplace to determine who is doing what. Compare this years leading deals with last years. Recall last years players and major buyers. How are those deals doing? What has been learned? Are there any warning signs?

 

If we don’t find out what is and what isnt working, we are more likely to repeat the problems of these earlier adaptersbuyers and providers alike. If you spent some time at the 2005 HRO World conference in New York, you were able, in just a few hours, to test and update your knowledge base. Dont stop there. Feel guilty if you arent spending time weekly surveying the internal and external marketplace for contacts, information, relationships, and solutions. As Grossman warns, this process is not a quick turnaround andlet me addthe process is as important, if not more so, than any future, specific result. Besides, it is much more exciting to be part of the process, so why delay? Your organizations very survival is at stake.  

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NY HR Week 2005 Trumps Expectations – Up 32% to 3710 Registered Attendees

HR Executives In Record Numbers Attend HR Conference —

Top Issues Include Outsourcing, Diversity, Benefits & Technology

Milford, CT,April 20, 2005 NY HR Weeks conference directors today released recordattendee totals for the 2005 NY HR Week held April 12-14, 2005 at the New YorkHilton, making it the nations second largest HR event. Registered attendeestotaled 3,710, with conference attendees numbering 706.  The totals represented a 32% increase overthe 2004 totals, and included a record 106 media attendees.

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PwC: Almost All Fast-Growth Companies Outsourcing HR Functions

PricewaterhouseCoopers Trendsetter Barometer interviewed CEOs of 360 privately held product and service companies identified in the media as being among the fastest growing U

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Hewitt Associates to Provide HR BPO Services to PepsiCo

Firm Continues Growth of HR BPO Business, Signing Eighth Deal Since Close of Hewitt and Exult Merger

LINCOLNSHIRE, Ill. — Hewitt Associates (NYSE: HEW), a global human resources services firm, announced today that it will provide comprehensive HR business process outsourcing (BPO) services to PepsiCo (NYSE: PEP), a world leader in convenient foods and beverages. Financial terms of the deal were not disclosed.

Under a ten-year agreement, Hewitt will provide HR BPO services in the U

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Genworth Financial Picks VirtualEdge for Staffing

PHILADELPHIA, April 4, 2005 — VirtualEdge Corporation, a world-leading provider of Enterprise Staffing Software, announced today that Genworth Financial, a leading insurance holding company, serving the lifestyle protection, retirement income, investment and mortgage insurance needs — with more than 15 million customers, operations in 22 countries, and assets exceeding $103 billion — has chosen VirtualEdge

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