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Blog Post: Top 3 Technologies Used at a Recruitment Fair You Should Know About: Recruitment fairs have always been one of the most effective solutions for job seekers and recruiters throughout the years. When our world is getting more digital, recruitment fair planners must…; Added by Rakuna at 9:30pm on October 5, 2021

Blog Post: Scientists Claim: Internet’s Role In Arising Students’ Plagiarism Exaggeration

It is not easy to understand what plagiarism is and how to detect…

Added by Tobias Casey at 11:04am on March 18, 2016

Topic: Subsidizing Failure: How The "Big 3 Paid Billions to Keep Downsized UAW Members on Payroll": affing Industry exists. SUBSIDIZING FAILURE & CRONYISM Thank This Man for Destroying the American Auto Industry: Meet Ron Gettlefinger - UAW President. Yesterday the UAW refused to compromise on Bail-out negotiations to agree by the end of next year to wage cuts to bring their pay into line with Japanese car makers. The UAW refused to do so before its current contract with the automakers expires in 2011. As Senator Mitch McConnell stated yesterday: "This bailout doesn’t fix Detroit’s problem," he wrote, “It subsidizes it.” First it was Government forcing a quota system which influenced lending institutions to lend easy money to high risk groups to avoid being accused of red-lining communities. Then the Federal government removed the separation between commercial and private loans and created a securities market off of home mortgages that inevitably got bundled into junk debt. Then we had Senate/House Finance and Banking committee chairmen who avoided their regulatory oversight and defended Fannie Mae and Freddie Mac and through their "Everything is Fine" press releases influenced stock holders to maintain their investments that would catapult them into portfolio ruin. Freddie Mac and Fannie Mae, then the banking system gets bailed out on the logic that they are a public utility system upon which the economy depends ... the handouts start, one after another, ... with little easing of the credit markets to show for the first 700 billion dollars. Now each and every industry argues before a Congressional committee why it deserves a bail out. All the while Capital firms freeze up, start ups wane, and Silicon Valley lays off thousands or freezes reqs to force attrition. At the end of the day, it means thousands of recruiters being laid off. Recruiters become the perceived luxury item in a world gone mad when all the while government intervention throws good money after bad policy. But there are reasons and they should be understood. At no time have so many special interests collaborated to create the perfect storm and under government fiat to proceed with such ill advised policy. Today, we focus on how the powerful United Auto Workers (UAW) collaborated with its political allies to undermine one of the last great industries of American manufacturing. This is a story about what happens when government and its policies attempt to guarantee outcomes. Unfortunately, it isn't a fairy tale. My public vote for the Big 3 to go into Chapter 11 to release themselves of UAW contracts otherwise we throw good money after bad if one of the primary causes doesn't get resolved. FACT LINKS: ** UAW Job Bank: Organized Slackers ** UAW Feels The Heat And Suspends Job Bank And Delays Trust Payments ** Job Banks - Protecting the people, not the jobs ** Congress targets UAW Job Bank as U.S. Car Makers fight for Loans ** Detroit Automakers, UAW To Spar Over Jobs Bank During Talks ** Will you shed a tear for UAW Job Bank employees when the loose their no show Jobs? Ford's Most Advanced Assembly Pant Operates in Rural Brazil TRIVIA TIDBIT: Did you know Toyota and GM sold roughly equal number of cars last year and GM went billions into debt while Toyota had a record year? ("GM versus Toyota: Someone is Doing Something Wrong") STRUCTURAL & IRRATIONAL RED INK: UAW & The Job Bank "We cannot continue to pay $65 an hour for someone to cut the grass and remain competitive. Miller meant, literally, "cutting the grass." Original Link WAYNE -- Ken Pool is making good money. On weekdays, he shows up at 7 a.m. at Ford Motor Co.'s Michigan Truck Plant in Wayne, signs in, and then starts working -- on a crossword puzzle. Pool hates the monotony, but the pay is good: more than $31 an hour, plus benefits. "We just go in and play crossword puzzles, watch videos that someone brings in or read the newspaper," he says. "Otherwise, I've just sat." Pool is one of more than 12,000 American autoworkers who, instead of installing windshields or bending sheet metal, spend their days counting the hours in a jobs bank set up by Detroit automakers and Delphi Corp. as part of an extraordinary job security agreement with the United Auto Workers union. The jobs bank programs were the price the industry paid in the 1980s to win UAW support for controversial efforts to boost productivity through increased automation and more flexible manufacturing. As part of its restructuring under bankruptcy, Delphi is actively pressing the union to give up the program. With Wall Street wondering how automakers can afford to pay thousands of workers to do nothing as their market share withers, the union is likely to hear a similar message from the Big Three when their contracts with the UAW expire in 2007 -- if not sooner. "It's an albatross around their necks," said Steven Szakaly, an economist with the Center for Automotive Research in Ann Arbor. "It's a huge number of workers doing nothing. That has a very large effect on their future earnings outlook." General Motors Corp. has roughly 5,000 workers in its jobs bank. Delphi has about 4,000 in its version of the same program. Some 2,100 workers are in DaimlerChrysler AG's Chrysler Group's job security program. Ford had 1,275 in its jobs bank as of Sept. 25. The pending closure of Ford's assembly plant in Loraine, Ohio, could add significantly to that total. Those numbers could swell in coming years as GM and Ford prepare to close more plants. Detroit automakers declined to discuss the programs in detail or say exactly how much they are spending, but the four-year labor contracts they signed with the UAW in 2003 established contribution caps that give a good idea of the size of the expense. According to those documents, GM agreed to contribute up to $2.1 billion over four years. DaimlerChrysler set aside $451 million for its program, along with another $50 million for salaried employees covered under the contract. Ford, which also maintained responsibility for Visteon Corp.'s UAW employees, agreed to contribute $944 million. Delphi pledged to contribute $630 million. In August, however, Delphi Chairman and Chief Executive Officer Robert S. "Steve" Miller said the company spent more than $100 million on its jobs bank program in the second quarter alone. "Can we keep losing $400 million a year paying for workers in the jobs bank and $400 million a year on operations? No, we cannot deal with that indefinitely," Miller said in a recent interview with The Detroit News. "We can't wait until 2007." Guaranteed Employment The jobs bank was established during 1984 labor contract talks between the UAW and the Big Three. The union, still reeling from the loss of 500,000 jobs during the recession of the late 1970s and early 1980s, was determined to protect those who were left. Detroit automakers were eager to win union support to boost productivity through increased automation and more production flexibility. The result was a plan to guarantee pay and benefits for union members whose jobs fell victim to technological progress or plant restructurings. In most cases, workers end up in the jobs bank only after they have exhausted their government unemployment benefits, which are also supplemented by the companies through a related program. Workers go directly into the program and the benefits can last until they are eligible to retire or return to the factory floor. By making it so expensive to keep paying idled workers, the UAW thought Detroit automakers would avoid layoffs. By discouraging layoffs, the union thought it could prevent outsourcing. That strategy has worked but at the expense of the domestic auto industry's long-term viability. American automakers have produced cars and trucks even when there is little market demand for them, forcing manufacturers to offer big rebates and discounts. "Sometimes they just push product on us," said Bill Holden Jr., general manager of Holden Dodge Inc. in Dover, Del., who said this does not go over well with the dealers. "But they've got these contracts with the union." In Detroit's battle against Asian and European competitors that are unencumbered by such labor costs, the job banks have become a major competitive disadvantage. Breaking the banks Analysts say the jobs bank could be a bigger issue than health care in the 2007 contract negotiations, particularly at Ford. It has a younger work force than GM, meaning any workers Ford sends to the bench are likely to stay there for a while. "Ford is under pressure from investors to cut costs," said Roland Zullo, a research scientist at the University of Michigan's Institute of Labor and Industrial Relations. "At the same time, the unions are going to be under pressure to protect jobs." But does the jobs bank make any sense in a climate of shrinking profits and declining market share? While some might envy their life of leisure, workers like Cisco, 56, feel humiliated by the program. "I felt like I was useless -- like I was put out to pasture," he said. Most say they have no interest in retiring -- or spending the rest of their careers doing crossword puzzles. Classes are available, the workers said. They have been invited to take courses on bicycle repair, home wiring and poker. Silk-flower arranging is also available. READ MORE ABOUT HOW THE UAW & AUTO INDUSTRY ARE MAKING TAX PAYERS PAY THE BILL …; Added by Dave Mendoza at 1:05pm on December 12, 2008

Blog Post: Utilizing Applicant Tracking System as a Small Business - Top 9 Tips and Best Practices: While an applicant tracking system is nothing new in the recruiting landscape, ATS solutions continue to push the way a recruiting team operates, eliminating menial tasks while helping to build…; Added by Rakuna at 9:55am on November 13, 2021

Topic: Posted by: Chris Brablc: What I learned in Chicago: #HRTechConf 2012 Wrap-Up: dee. Not only was this the biggest collection of attendees at the conference to date but the breakout and main panel discussions provided real value for practitioners to bring back to their organizations. From the main / breakout sessions to the people I met, here are my thoughts and observations on a great few days in Chicago: OK now on to the sessions…. My 3 Favorite Sessions of the Conference There were a lot of good sessions at HR Tech but these really stood out to me as the best of the event. “The 2nd Candidate Experience Awards – #theCandes!” by Gerry Crispin (@GerryCrispin), Elaine Ohler (@ElaineOrler) & Ed Newman (@newmaed) Building on the success of last year’s Candidate Experience awards, Gerry, Elaine and Ed were able to take the awards program to a whole new level this year. With 90 companies applying for the awards this year (more than twice the amount as last year), there was even more to learn from the organizations on how to improve the candidate experience. For a more detailed look at the learnings from this year’s Candes awards, please check out my blog article “Insights from the Candidate Experience Awards from #HRTechConf“. Just like last year, the best part of the breakout session was the insights from the 7 main winners. Here is a synopsis of some of the great things they are doing to enhance candidate experience & other insights from the panel: 2012 Candes company stats overview: 90 completed the process, 62 call-backs, 44 launched surveys, 37 winners, 7 with distinction. 17,500 candidates completed survey for this year’s Candes. Trending upward from last year! 53% of applicants said they had some relationship with the company they applied to. <–Important to maintain these relationships. Majority of candidates are likely to share their experience, positive or negative, with their inner circle. Company insights: RMS sets up office hours for candidates to live chat with candidates at certain times every day. RMS also advertises on social games that promote skills and interests of their target candidates. Due to the popular brands of Adidas, it’s a company policy to make sure to get back to every candidate. @ADPCareers thinks similarly. A candidate could be a current customer, future employee or potential acquisition target. It’s important that their experience is positive. 50% of @DeloitteJobs are filled by referrals. They get back to candidates and referees in 48 hours @Casemate uses personal Twitter profiles of recruiters to engage with candidates instead of a corporate profile. CaseMate also has monthly employee surveys to determine gaps in their hiring and on-boarding processes. @TheRecruiterGuy provided his contact info & personal message to candidates for PepsiCo surveys <–Brave Move but worth insight @PepsiCoJOBS got double the response rate than other company for Candes <–Sent out emails to candidates 3 days after they applied PepsiCo also conducts status reports in ATS to measure candidates that have been on same status for 30, 45, 60 days. It definitely was a panel of recruiters & companies that get that candidate experience and their employer brand is important! Informatica Modernizes Recruiting and Takes it to Russia by Brad Cook (@brcook2006) This was a really cool and interesting look into Informatica’s transformation of their recruiting and technology. Brad Cook shared how they first defined what they wanted their recruitment strategy to look like and then went about implementing technology and processes to make it a reality. Here are the snapshots from the presentation, most are sound-bytes from Brad Cook: “It no longer matters just who you recruit but also how you recruit” – @bobhohman Recruitment CRM is not about capturing data to use today but data to use in finding the right candidates tomorrow. Strategic Differentiators to Recruiting: Employer Brand, Operational Excellence, Candidate Experience, Recruitment CRM, Technology, Intelligence SEO is extremely important. That means focusing on Job Descriptions and Titles with rich keywords. Get recruiters to act as your 1st brand ambassadors. One example is using SlideShare in LI profile for higher SEO rankings. So candidates find your recruiters easier. Understand your core vs. context activities and try to automate where it makes sense Figure out how candidates are finding you through “reverse engineering”. How could you find jobs for your organization as a candidate? Understand boomerang effect. How candidates are interacting with your sites before apply such as Indeed, Glassdoor, Career Site <–Important to track Source of Influence! Brad and Informatica have done a great job of implementing technology to take their recruitment strategy and move it forward. They use SEO Career Sites and CRM technology in accordance with their ATS to improve their strategy and overall recruiting results through robust recruitment metrics. What’s Next? What Talent Acquisition Challenges are Seeking Technology Solutions? by Sarah White (@ImSoSarah), Gerry Crispin (@GerryCrispin), Mike Grennier (@mgrennier), Sheila Stygar (@SheilaStygar), Frank Whittenauer (@fwittenauer) and Allen Jenkins. Being a Wednesday morning session, a number of attendees may have missed this event but you wouldn’t know that by the packed room that formed to hear these four practitioners share their thoughts on recruiting strategy and technology. Representing companies Deloitte, PepsiCo, KeyBank and Lockheed Martin, these practitioners had a lot of insights to share. Here are my favorites: It’s important to support the tools that recruiters use, scale back in ones that they don’t – @SheilaStygar @mgrennier would like to see functionality where buttons not pressed for two months go away! Too much complexity in systems. @deloitte: it’s about having a global strategy that can be implemented locally. Let the market drive. Recruiting is local, even in a global organization. Awareness of local vendors, cultural differences, etc. help ensure success. (Thanks @pinstripetalent) Doing the math. With 2nd & 3rd degrees, Deloitte is connected to everyone on LI. Why isn’t every LI a referral? It’s all about making sure those discussions happen and finding ways to facilitate them – @fwittenauer Candidates that apply may be experienced candidates later. Need to capture social ID’s to keep data current I definitely agree. The “silver medalists” are a low hanging branch that should be used in your recruiting process. Best candidates are likely right under your nose in ATS or LinkedIn so key is to know how to contact them & sell your company You need to find a person in your Co that has passion for tech and recruiting to help you build out your innovation – @mgrennier How can we make the job search process easier and better. And how can we support it globally (mobile is a big trend). Wow, very small # of hands go up when @fwittenauer asks how many companies are engaging candidates for feedback. (Thanks @davisory) There was a lot to think about from this session not only as a recruiting professional but as a vendor as well. It has become increasingly important for both the technology and the people to work together to be able to drive innovation and solve problems organizations are facing in finding great talent. Scanning the Twitter-verse First and foremost, I loved the activity on the Twitter stream over the course of the 3 days. A lot of great info was shared by a variety of Twitter users. To check out some of the knowledge shared go to the#HRTechConf hashtag (hours of great content to peruse). My favorite part of these events is meeting Twitter friends in real life. Here are some people I was really excited to meet in person at HR Tech (you should follow and connect with these people!): @Blogging4Jobs, @KevinWGrossman, @JobBoardDoctor,@EWMonster, @mgrennier, @PeopleShark, @HRFishbowl, @ImSoSarah, @KyleLagunas,@StaceyHarrisHR, @TeelaJackson, @Havrilla, @RickRosario, @MJCarty, @GerryCrispin, @thelance,@JohnSumser, @ElaineOrler, @dennioravec, @RBCDude, @NovoMedical, @RyanLeary,@VendorPrisey, @SchoolCW, @vlastelica, @StephenRothberg, @newmaed,@Madtarquin and@kris_dunn. I also love these events to find other great Twitter users to connect and share content with. Here are more great Twitter people you should follow from the event: @RobGarciaSJ, @CornOnTheJob,@jasonaverbook, @fwittenauer, @TheRecruiterGuy, @brcook2006, @ToddRaphael, @BillKutik, @entelo,@TalentBinHiring, @TrishMcFarlane and @SteveBoese. Summary As always, the HR Technology Conference is the highlight of the conference season and is worth the price of admission. The knowledge and cool technology at the event are valuable and I look forward to attending next year when it’s back in Vegas. You can see my tweets during the conference @smashfly. …; Added by Ryan Leary to HR Tech Conference at 11:42am on October 16, 2012

Blog Post: How to Screen Candidates With Video Interviewing Software: Since the beginning of 2020, video interviewing has become the go-to method of talent acquisition. Do you know that out of …; Added by Rakuna at 5:02am on August 18, 2021

Blog Post: How to Screen Candidates With Video Interviewing Software: Since the beginning of 2020, video interviewing has become the go-to method of talent acquisition. Do you know that out of …; Added by Rakuna at 9:44pm on March 9, 2021