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Jeff Dickey-Chasins, the original marketing guru behind tech job board Dice, details the firm’s recent recovery from what many including me had predicted as impending demise as recently as 2008.
Yesterday Dice reported increased earnings and an improved outlook for 2011, and CEO Scott Melland is gearing up for yet more growth. Dice’s marketing guy Tom Silver says Dice’s portfolio now includes eFinancialCareers.com for accounting and finance professionals and AllHealthcareJobs.com for health-care workers.
Interestingly, Dice is seeing rapid growth in the same metro markets as TempWorks: Washington DC and New York.
Dice’s hottest job category: internet technologies. Everything is changing there and the skill demands don’t stop. Javascript, JSON, AJAX and HTML related job ads have almost doubled in the recent year.
Again, this is the same thing that we are seeing at TempWorks. Demand for our web portal products has skyrocketed as staffing companies have become increasingly in tune with the web-based searching of hiring managers and candidates.
In an effort to encourage startups in USA White house has announced the start of Startup America, Startup America is the White House initiative to celebrate, inspire, and accelerate high-growth entrepreneurship throughout the nation.
Startup America is an important element of President Obama’s overall innovation strategy. The goals of Startup America are to increase the number of new high-growth firms that are creating economic growth, innovation, and quality jobs; celebrate and honor entrepreneurship as a core American value and source of competitive advantage; and inspire and empower an ever-greater diversity of communities and individuals to build great American companies.
Recruitment Proce
ss Outsourcing Association, the first professional association for the Recruitment Process Outsourcing (RPO) industry, today announced the appointment of Jennifer Ilko as Executive Director.
“The appointment of Ms. Ilko represents a significant step forward for the RPOA and the industry as a whole,” emphasized Kevin Wheeler, one of the RPOA co-founders and President of GL Resources. “She brings a terrific mix of organizational experience, leadership and industry expertise.”
“RPO will be a key component of the recruiting equation for many companies, so it is essential that we provide education to address the fear, uncertainty and doubt surrounding RPO,” stated Mike Mayeux, RPOA Co-founder and President of Novotus. “Under Ms. Ilko’s leadership, we are confident that RPO providers and the companies who will benefit from RPO will be very well served.”
“As with any new industry, it’s essential to have strong industry association leadership that understands the multiple facets of the issues and opportunities we collectively face, highlighted John Younger, RPOA Co-founder and President and CEO of Accolo.”Ms. Ilko possesses a unique blend of experiences that traverses all stakeholder perspectives in the RPO equation. She’s a great addition to the Association.”
As predictions for the coming year are in abundance, different analysts and publications have weighed in on sectors in the outsourcing industry which they deem will be a sector to watch. Aside from mainstays such as medical billing outsourcing or medical coding outsourcing, and information technology outsourcing, which have been some of the most talked about sectors of this year, other sectors such as financial services and recruitment process outsourcing have also been identified as one to watch in 2011.
Meanwhile according to Zain Wadee, director of recruitment outsourcing firm hyphen, “There may well be growth in international recruitment process outsourcing deals as organizations look to leverage increasing mobility and strive for consistency of practice and a broadening of recruitment process outsourcing services to cover services over and above talent acquisition.” Indeed, companies such as Rio Tinto (NYSE:RIO), who on the 30th of November signed a recruitment process outsourcing contract with Manpower Inc. (NYSE:MAN), are now looking towards outsourcing providers to assist them in their search for qualified, skilled labor. Recruitment outsourcing providers such as Futurestep are already preparing for 2011, as the company opened its Houston service management center on the 7th of December, as well as new facilities slated in Australia-New Zealand and Europe in 2011.
The contingent employment industry is traditionally a leading indicator of post-recession economic conditions and a reliable predictor of future employment trends. Cautious employers hire temps first, hedging their bets on the recovery, recognizing it is easier to scale back if demand doesn’t materialize. This cycle is no different, say the contract staffing experts at MRINetwork, except this time employers plan to maintain a larger portion of their workforce as contract employees even once business recovers.
“During the recession, employers learned to refocus on their core business, realizing that a smaller core workforce that was well trained and technologically astute was more effective and nimble than their pre-recession staff,” says Tim Ozier, director of contract staffing at MRINetwork. “As firms emerge from the recession they are, of course, beginning to hire full time workers but they are also seeing a larger role for highly skilled contract workers who are engaged on an as-needed basis.”
“Companies increase efficiency and productivity and workers enjoy the benefits of a workplace characterized by project-based assignments, flexible hours, career mobility, and often higher rates of pay,” he says. “But this nomadic work force signals a new reality that will forever change the way people view their work, their careers, and their relationship with their employer.”
Few people realize how large the contract staffing industry has grown. “The entire staffing industry in 2011 is projected at $113 billion,” says Ozier. “Contract staffing is responsible for $88 billion of that total. Although only 1.5 percent of all employees in the U.S. are contract or contingent workers, that number is trending upward.”
The U.S. economy is still facing serious challenges, and the value of supplementing an existing workforce with skilled contingent workers cannot be ignored, says Ozier.
“The economics work,” says Ozier. “With a workforce that can quickly expand and contract, companies can compete more effectively.”
Most of the companies are left wondering whether it would be best for them to do the hiring internally, through the use of in-house recruiter, or use an RPO to do some or all of its hiring tasks. Here the company needs to ask itself if it can handle the increased workload of hiring a large amount of employees in a specific time frame or Not?
It is important for the company to consider all of the steps in the hiring process. The first step is active sourcing and screening, which is manually going through its applicant tracking system, job boards, and social networks to find potential applicants. Then the company must screen every applicant to ensure that they have the skills, education, and experience that the company is looking for. These two steps alone can often be overwhelming for a company that is looking to hire a lot of qualified candidates in a specific time frame. This is where an RPO can help relieve the stress of mass hiring from a company.
A company can choose to have an RPO do some of the hiring tasks, called RPO On-Demand, or have the RPO take over the whole hiring process, called Enterprise RPO. For example, a major retail store company hired X RPO to do diversity sourcing and screening. X RPO used its resources, including over many job boards, to source potential candidates using the needs and wants of the company. They then telephone-screened each potential candidate to make sure his or her skills, education, and experience met the needs of the home improvement store company. This process led to a number of store managers and human resources managers being hired.
Recruitment Process Outsourcing can be a great tool for a company to take the stress out of hiring and reduce costs by up to 50%. However, it is up to the company to evaluate its needs and resources to see if it would be beneficial to hire an RPO or do the hiring internally. With an RPO, every task is managed for the company and all tools are supplied. With an in-house contract recruiter, the overall work must still be managed internally as well as all tools needed to do the job. If you’re looking to do volume hiring quickly in an efficient and cost effective manner, the RPO may be just the solution to your current hiring challenges.
Striving to continuously refine recruiting techniques that harness the power of the Web, AIRS, the market leader in recruitment training today announced the launch of SearchLab 11.0. As the world’s most recognized Internet recruiter certification class, the upgraded course features tools and techniques in line with today’s toughest recruiting challenges and is now offered virtually and on-site across the U.S.
“With a growing number of global companies requiring their recruiters to hold a current CIR certification, this class has proven its ability to provide recruitment teams with the knowledge and power to make a critical impact,” said Laura Stoker, senior director of AIRS training. “AIRS SearchLab 11.0 will introduce attendees at any level to the most creative and cutting edge passive candidate sourcing practices on the market and provide recruiters with the ability to differentiate them from the competition.”
SearchLab 2011 provides recruiters with the tactical building blocks needed to develop strategic sourcing plans for all open requisitions regardless of their nature. Equipping attendees with a solid knowledge foundation of AIRS techniques including Boolean Operators, modifiers and field search commands, SearchLab 2011 also offers new and enhanced features including:
Michael Beygelman, President of Adecco RPO, Recognized for Leadership in Human Resources Outsourcing
Adecco RPO, a division of Adecco Solutions and an industry leader in recruitment and workforce solutions, announced today that HRO Today Magazine has named Michael Beygelman, President, and a 2010 Superstar Dealmaker. Beygelman was recognized for applying his industry thought leadership to successfully secure new RPO engagements with numerous Fortune 500 companies and for being instrumental in M&A business integration.
BrightMove, Inc. (www.brightmove.com), a leading developer of Recruiting Software for Recruitment Outsourcing (RPO), Staffing and Corporate HR, announces the debut of BrightMove Progression. This product streamlines onboarding for new employees, while automating processes for ongoing projects and off-boarding assignments.
“BrightMove Progression is the latest example of our innovative brand of technology, which transforms onboarding, offboarding, contract management and employee self-service with complete ease and reliability. This new product is part of our larger effort to streamline the way clients support and manage new, existing and outgoing staff. BrightMove Progression is, additionally, an extension of the flexible and highly configurable recruiting solution for RPO, Staffing and HR professionals, BrightMove Progression is a welcome tool that distinguishes us as company that offers customized solutions for a diverse array of businesses,” says David Webb, Founder and CEO of BrightMove, Inc.
Aberdeen Group, a Harte-Hanks Company (NYSE: HHS) has just published a new study exploring whether recruitment process outsourcing is a viable alternative to in-house recruitment, as well as the capabilities and enablers that allow organizations to get better results from their provider relationship. The report, Outsourcing Recruitment is Not Evil: RPO Builds Its Business Case on Flexibility, Scalability, and Outcomes, found that companies using Recruitment Process Outsourcing (RPO) achieved results that were easily on par with, if not better than, all other companies. More importantly, however, the most successful companies adopting RPO were able to improve client satisfaction by 22% annually, as well as hiring manager satisfaction by 21% and time to fill by 21%. These results were significantly better than those observed among the majority of companies surveyed.
While RPO clearly isn’t for every organization, the report found that, among those pursuing such partnerships, 77% indicated that they would recommend it to peers. Those that performed the best worked with their provider by establishing accountability and clear measures of success, evaluating performance, and ensuring access to hiring managers and other interested parties within the company.
According to Jayson Saba, Research Analyst and author of the report, “In order for an outsourcing relationship to achieve top results, the provider must become a close partner to the organization. Every company has different talent needs and different internal cultures, and the better the RPO provider is able to understand those intricacies the better they will be able to serve the client. This means putting channels of communication in place between the hiring managers, internal HR, and the vendor organization, as well as maintaining transparency into ongoing performance.”
