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What’s Hot & What’s Not
Recent reports and happenings that could affect your world. Through our extensive research channels, Rocket-Hire keeps an ear to the ground to learn what’s changing.
REDHOT: The Death of HRMS
The ‘build’ versus ‘buy’ debate was the 1990’s hot button issue between IT, HR and management within larger organizations, referring to automating HR systems (including payroll, benefits management, retirement planning, then recruiting/staffing). Now the debate seems to have moved fully into ‘continue to buy (upgrade/maintain)’ versus ‘outsource’ – and outsourcing here is NOT synonymous with ‘offshoring’ or sending jobs outside the county, just outside the company.
The talk is around the heavy costs to maintain sophisticated in-house software and many companies are looking more often to outside service providers. (CRM is in the same boat). Will be interesting to see what happens in the niche subdivisions like ATS in the coming months. » Complete article.
HOT: Kenexa and Careerbuilder.com Join Forces
Another job board integrates ATS services: Yahoo! Hotjobs has Softshoe/iResumix, Monster developed their own ATS, Monster Momentum, it seems only natural that Careerbuilder get one of their own too. This month’s marriage is between Kenexa and Careerbuilder.com, both long-time players in the online recruiting world.
According to the July 7 press release, “CareerBuilder.com and Kenexa will co-market their products and services to potential and existing customers and will integrate CareerBuilder.com’s Internet recruiting solution with Kenexa Recruiter®, Kenexa’s flagship applicant tracking solution (ATS), giving Kenexa customers instant access to CareerBuilder.com’s resume database through one user interface.”
So now Kenexa’s corporate customers can access Careerbuilder.com’s job hunters, and job hunters utilizing Careerbuilder.com can build a more comprehensive candidate profile. » Check out the full story
HOT (still): Fewer Job-Losses in June Continue a Positive Trend
The ever-confusing mix of job growth, unemployment, and economic indicators got a little cloudier this summer, but with just enough sunshine to keep both job hunters and organizations talking positively about the employment outlook.
The increase in jobs, at 1.3 million for the first half of 2004, is the largest six-month gain since December 1999 to May 2000, the tail end of the late 90’s job boom. In addition, jobless claims fell to just over 300,000, though this may reflect a seasonal fluctuation. White collar, service, and construction jobs accounted for a disproportionate amount of the positive news regarding job growth and job cuts, as they have, overall, in calendar-year 2004.
And that’s the rub. While some point to the overall low unemployment and strong predictions, by employers, of increased hiring activity (see June What’s Hot), others point to the accumulation of job losses over the last three years and suggest that US employment still has a long way to go toward real stability and strength. » More details and links
SURPRISINGLY HOT: Wal-Mart Lawsuit as Party Conversation
It may be an uphill battle, but the Wal-Mart gender discrimination lawsuit just may edge out discussions of Myers-Briggs profiles, Stephen Covey, and online recruiting strategies at cocktail lounges, parties, and networking events frequented by HR and training professionals. There’s a lot of chatter out there, and it’s starting to really heat up.
Duke v. Wal-Mart alleges that qualified female employees at Wal-Mart were unfairly denied promotion to managerial positions. Over 1.6 million current and former female employees of Wal-Mart could be touched by the class-action lawsuit, which will likely drag on for several years. The sheer size of it (the largest-ever lawsuit in the history of employment discrimination law) and high profile of Wal-Mart have renewed attention to the nature of hiring and promotional practices in general, and the glass ceiling phenomenon specifically.
The important point for those of us affected by legal action like this is the distinction between whether Wal-Mart systematically discriminates against women in promotional decisions (disparate impact) or if a few (or few hundred) clueless managers discriminated against specific plaintiffs (disparate treatment). Moreover, it’s worthwhile to keep the size of Wal-Mart in mind when judging how pervasive the problem is, and if Wal-Mart is a significantly worse offender than other retailers. Keep your eyes and ears open on this one, people professionals… » Check out PBS's unique take on the story.
HOT OR NOT? YOU DECIDE: Political fodder? Or beginning of a trend?
Just a quick note: The State of Michigan is attempting to limit the outsourcing of government work, including information technology, to firms who operate outside of the US and establish systematic preferences for firms based in Michigan. In fact, 36 states are considering legislation that limits state contracting with firms that outsource work to foreign locations and, in some cases, other states.
As outsourcing grows in HR and training functions, regulations regarding the use of consultants, contract workers, and outsourcing firms will touch our world, particularly those of us working in the public sector. It will be interesting to see how the potentially changing political climate and latest job growth trends combine to encourage or discourage regulation of outsourcing by state, local, and federal governments. » More at Detnews.com