Rock n Roll

Pinstripe tells me it’s “rockin n rollin” and expects revenue to triple from 2006 to 2007.
 
The Conference Board has a short paper out on the challenges of building a global workforce. It’s mainly about India and China. Shoot me an email if you want me to hook you up with a copy.
 
Recruiting using a runaway bride.
 
We’re putting together topics for roundtable brainstorming discussions at next month’s ERE Expo in San Diego. Let me know what issues you most want to run by your peers.

Friday Tidbits

Just a few things …
 
 
The Irvine Company, a large California landowner, is moving recruiting systems, from Ceridian to VirtualEdge.
 
–Eddie Bauer has Spencer Stuart searching for a CEO. Eddie’s also actively recruiting new senior-level and mid-level managers. The Gap’s aggressively looking for creative talent, externally.
 
–Crain, publisher of an award-winning HR magazine/website but not known for having the sexiest job site, is apparently changing things. Crain now has an applicant tracking system
 
–Recruiting stars Steve Orzeck and Sherri Bliss, formerly of PacifiCare, which was later bought by United, have landed with Helio. I had lunch with them today; watch for them to institute a host of new recruiting programs at this fast-growing iPhone competitor.
 

Recruiting Technology Panel

Notes from a tech-experts panel at today’s Vurv conference in Las Vegas:
 
Bill Kutik jokes to Jason Corsello that “after you publicly trashed Peopleclick” Kutik wonders who’s opening Corsello’s mail. Corsello says his wife is.
 
Everyone’s talking about “talent management suites” — though Kutik jokes that integrating HR products often begins with “press-release integration” — vendors talking a good game.
 
Jason Averbook says recruiters can plan six months or more in advance now for an employee’s departure, as technology to manage candidates and employees has improved.
 
Lisa Rowan says that to have workforce planning to work well, you need feeds from all sorts of systems; for example, retail companies that have access to sales data such as when the most laptops are sold. (Workforce planning) “goes beyond HR, beyond talent,” she says.
 
Kutik says workforce planning is finally starting to get hot.
 
Corsello mentions Halliburton’s move to Dubai, which he says demonstrates that workforce planning is a global issue. “Companies are not just going to look down the street (for employees) … they’re going to look to other countries.” Notes that Google is as concerned about talent in China as it is from Stanford.
 
Rowan disagrees about Corsello’s view of the skills shortage. Rowan feels that it’s a large global problem and that finding employees somewhere else isn’t a solution; Corsello feels that it’s more industry- and region-specific.
 
Vurv’s Michael George says (quoting his CEO) that employees now manage their careers like stocks. When it’s time for a new way to invest in themselves, whoosh, they’re gone. This, he suggests, even more than demographics and globalization, is the real labor challenge.
 
Kutik asks if recruiters are “really using the social-networking sites” like LinkedIn, Spoke, and so on. In the audience, lots of people use LinkedIn, but only 4-5 pay for it. One audience member says Jobster’s security wasn’t “robust enough” for her to use.
 
Michael George says about 12% of companies use social-networking in recruiting, but mostly to decline candidates they find dirt about.
 
Not many audience members have a recruiting blog. Corsello uses Google groups. Rowan notes that if you look at social-networking companies in the recruiting field, Jobster had a large reduction in force, and LinkedIn apparently isn’t attracting a lot of paying recruiters (as judged by the number of audience members paying for it).
 
Kutik suggests that the perfunctory annual report statement that people are companies’ most important assets is a lie, and that companies still don’t totally care about talent. Corsello notes that companies who are starting to feel the skills-shortage pain are the ones that are starting to get it. It’s HR’s job, he says, to make sure the CEO and particularly the CFO understand how important talent is now and how it affects the business, as opposed to just saying people are important.
 
Averbook notes that people are entering the HR department now from many other departments, and some of these people understand the talent issue; similarly, he says, CEOs are doing an end-around HR in some companies.

New Links n Thoughts

Some of these are thoughts. Free.
 
Some are just links without thoughts; they require registration or money.
 
-McKinsey: A new look at Profit per employee.
 
 
-Wharton: Employers are paying the price for changes in teen labor.
 
 
-Home Depot’s southern division president and other execs say in a conference call that the company will launch a recruiting campaign to get more skilled craftspeople. It will also be trying to better predict future store sales/traffic and how many people will be needed in the store. Basically, it wants more more employees near customers. It’s also raising the percentage of managers who are internal promotions.
 
-From the Nikkei English News: “Supermarket operator Ito-Yokado, which failed to meet its fiscal 2007 hiring target because of the intensifying competition for labor, will triple its recruitment from universities to 200.”
 
 
 
-Had a good time as the “volunteer host” of last night’s MediaBistro bloggers party. In West Hollywood (a Russian neighborhood), political, entertainment, and just totally random bloggers gathered to talk about their blogs; in other words, to talk about anything. Most everyone’s upbeat about the economy, except for one person who kept talking about “hiring freezes” in “print and broadcast.” With the presidential campaign starting up, politics was on many minds. Rudy Guiliani is popular (considering it’s a very liberal crowd) for saying the same thing to whatever audience he speaks to. Also despite the liberal nature of the crowd, the Mayor here in LA was very unpopular, for doing the opposite. 
 
My computer has slowly, over the course of a bit over a year, gotten slower and slower and slower to the point where typing a sentence is now quite a chore. At this point, it’s taking me 16 hours to do what should take nine. The Geek Squad’s coming tomorrow, which I’m hoping will be welcome relief.