Accolo, Inc. (http://www.accolo.com/), an innovator in Recruitment Process Outsourcing (RPO) for small and mid-sized companies, has been named #1 Project/On Demand RPO Provider in HRO Today Magazine’s (http://www.hrotoday.com/) annual top-tier survey ranking of major RPO firms. The magazine’s highly regarded recruiting survey results are based on information obtained from 262 HR executives currently utilizing RPO services nationwide. The magazine rated the RPO providers, such as Accolo, on the breadth of their service, the size of the programs they manage and the quality of service provided (see also Accolo, Inc.).
EDISON, NJ, Aug 08, 2008 (MARKET WIRE via COMTEX) — HRO Today Magazine today announced the carefully watched results of its annual Bakers Dozen ranking of major recruitment process outsourcing firms. The results were based upon a survey completed by 262 HR executives who are current buyers of RPO services. The RPO providers were rated on the breadth of their service, the size of the programs they manage and the quality of service provided. The market was grouped into 3 lists: the Enterprise Bakers Dozen list, Global Leaders list and a list of leading Project/On Demand Providers.
According to Elliot Clark, CEO of HRO Today, “We believe this is our best survey to date in terms of specific and market aggregate data collected and offers a real service to our readers as they try to analyze the best providers in the space to meet their needs. We congratulate the top rated firm, The Right Thing, Inc., on its impressive scores across all categories. In addition, Alexander Mann Solutions was at the top of global providers and Accolo which led the Project/On Demand Providers group. These lists represent the top companies in the industry today.”
The Bakers Dozen List, the flagship product of the survey, was developed from information culled on 45 firms that eventually reduced down to the final 13 that were then ranked according to a pre-determined set of indices.
In addition to the rankings, aggregate survey data about industry trends was also developed this year and can be found in the July/August issue of HRO Today magazine on www.hrotoday.com and will be presented at the upcoming RPO Summit in December 2008 in Washington, D.C. (www.rposummit.com) presented in concert with the RPOA (Recruitment Process Outsourcing Association), a special interest group of the HROA (www.hroa.org) and the RPO buyers group of RPOA.
Bakers Dozen Ranking: 1 Right Thing Inc. 2 Spherion 3 People Scout 4 Alexander Mann Solutions 5 Kenexa 6 Talent2 7 Manpower Business Solutions 8 Kelly HR First 9 Pinstripe 10 FutureStep 11 Adecco 12 Select International 13 H.L. Yoh Global Leaders: Alexander Mann Kenexa Talent2 Manpower Bus. Solutions Kelly HR First FutureStep Adecco Project/On Demand Leaders Accolo BeeLine Talent Fusion TWC, COMSYS The Workplace Group CDI - PRO/Talent Aon Consulting
About HRO Today Magazine
HRO Today magazine is read by more than 70,000 HR executives and leaders and covers the latest industry trends in HR outsourcing, services, shared services and operations. HRO Today magazine is the publication of choice for the most senior executives facing the strategic decisions about operational excellence. HRO Today and www.hrotoday.com offer the best content choices for the HR leader seeking online information in the form of newsletters, webinar series and online video content. HRO Today is a product of Crossing Media, LLC. With offices in the US and Europe, Crossing Media LLC is the leader in content, community and conference-based media in the fast-growing HR outsourcing (HRO), Finance and Accounting Outsourcing (FAO) and Corporate Responsibility Officer (CRO) markets. Magazines include HRO Today, CRO, FAO Today and HRO Europe. Web properties include HROToday.com, TheCRO.com, FAOToday.com, HROEurope.com, SharedXpertise.com. Conferences include CRO Conferences, HRO World Europe and the FAO Summit. With over 120,000 print and 1,500,000 online readers, 2,000 conference attendees and 1,000 members, Crossing Media continues to lead its markets by providing information to the buyers and influencers in the industries leading the responsible globalization of the world economy. More information at www.CrossingMedia.com.
THOUGH FACING a tighter job market in some sectors, career recruitment companies say they have yet to feel the pinch and, as a result, have not planned any major changes in their direct marketing efforts.
“Our business is so diverse that we balance out when the economy fluctuates,” says Darren McDougal, partner of marketing communications at Kaye/ Bassman International Corp.
Right now, Kaye/Bassman is doing much better than it did last year, McDougal says. The company actively recruits in six industries including consumer goods and services, financial services, industrial, professional services, healthcare and life sciences and military. McDougal also attributes Kaye/Bassman’s “[getting] out” of residential construction recruiting a year and a half ago as helping it weather the storm.
Residential construction and financial activities related to home sales and mortgage lending are two sectors of the economy that have been hit the hardest by the recent woes, according to the ADP National Employment Report. The report says jobs in the non-farming private employment sector declined by 23,000 from January to February 2008.
Online advertisements for job vacancies in the US decreased slightly by 0.6% from March 2007 to March 2008, according to the Conference Board, a nonprofit business membership and research organization. This was the first year-over-year decline the Conference Board has seen since it began tracking online advertisements in 2005, the organization said.
“The recession has definitely reduced the amount of hiring that employers are doing,” says Steven Rothbert, president and founder of CollegeRecruiter.com, an Internet job board that works with employers who are trying to hire students for internships and recent college graduates for entry-level jobs.
“So we’re not doing quite as much business on the direct marketing side as we did a year ago,” he continues. “However, it’s only marginally down–it’s definitely not dramatically down.”
There are still a lot of baby boomers approaching retirement and there are not nearly enough Gen X-ers to replace them, Rothbert continues. “Gen Y recruiting right now is what I would call ‘recession resistant,’” he says.
Matt Cooper, VP of strategy and operations for recruitment process outsourcing firm Accolo, agrees that different sectors are feeling different effects. For example, hiring at software and technology companies, as well as in media, marketing and advertising has decreased.
“A couple of Accolo’s clients have slown down hiring expectations for the year,” Cooper adds. “There’s definitely some caution in the market right now.”
However, the engineering and manufacturing sector is “more recession proof,” and the sustainable energy industry is “going through the roof” in terms of hires, he says.
Despite the challenges in the US economy, Accolo has not changed its direct marketing tactics, which include utilizing its membership network to target and e-mail potential hires or people who could recommend qualified candidates, Cooper says.
Accolo also allows its membership base to post its job descriptions on social networking sites like Facebook or del.icio. us, giving the job posting “a life of its own,” he says.
Kaye/Bassman has migrated away from traditional print direct marketing efforts in the past few years and has switched almost exclusively to electronic communication, McDougal says. In particular, the company has been using video messaging in its e-mails. Each e-mail includes a call to action, encouraging the recipient to click on and open up an electronic brochure or to schedule a conference call.
The videos can also be posted to other job boards like Monster.corn and CareerBuilder.com, he says. But the overall goal is to get people on the phone.
“Our electronic efforts are a door opener, but it really comes down to the relationships and the conversation,” McDougal says.
ALEXANDRIA, Va., April 3 — John Younger of San Rafael, Calif., has developed a personnel workflow tool operating system.
According to the U.S. Patent & Trademark Office: “The invention includes three primary methodical tools. The first tool implements a job recruiting toolkit. The second tool implements a method of generating referrals based upon a virtual community of people who relate to the job description. The third tool implements an enterprise recruitment toolkit.”
The inventor was issued U.S. Patent No. 7,346,535 on March 18.
The patent has been assigned to Accolo Inc., San Rafael.
The original application was filed on March 20, 2006, and is available at: http://patft.uspto.gov/netacgi/nph-Parser?Sect1=PTO1&Sect2=HITOFF&d=PALL&p=1&u=%2Fnetahtml%2FPTO%2Fsrchnum.htm&r=1&f=G&l=50&s1=7,346,535.PN.&OS=PN/7,346,535&RS=PN/7,346,535.
For more information about US Fed News federal patent awards please contact: Myron Struck, Managing Editor/US Bureau, US Fed News, Direct: 703/866-4708, Cell: 703/304-1897, Myron@targetednews.com.
Call 800/786-9199 (in the U.S. or Canada) or 703/308-4357 for assistance from a U.S. Patent & Trademark Office Customer Service Representatives and/or access to the automated information message system.
BOSTON, MA, Apr 01, 2008 (MARKET WIRE via COMTEX) — In the new benchmark report, “RPO: The Ins and Outs of Recruitment Process Outsourcing,” Aberdeen Group, a Harte-Hanks Company (NYSE: HHS), found that of all organizations that pursue recruitment process outsourcing (RPO), those that achieved Aberdeen’s Best-in-Class designation experience significant performance gains in a myriad of areas, including a 41% average increase in hiring manager satisfaction. This benchmark report is a compilation of surveys and interviews from more than 200 organizations worldwide and highlights how Best-in-Class organizations internally structure and implement the necessary policies, practices, and procedures required to effectively manage a RPO initiative.
“While the cost to attract and recruit new employees is a top factor driving the organizational pursuit of RPO, the primary force driving RPO is the lack of internal HR resources,” said Kevin Martin, research director, human capital management at Aberdeen. “We’re seeing a strong emphasis placed on ‘quality’ — quality in terms of the candidate produced and that person’s overall recruiting/hiring experience. As a result, HR organizations seek to strengthen kinks in the existing process or overhaul the entire process via outsourced experts.”
Organizations that achieved Aberdeen’s Best-in-Class designation in RPO represent the top 20% of all organizations studied for this report. The organizations that achieved this select status achieved superior performance improvement in several key recruiting areas, including quality of candidate, quality of hire, time to fill, cost per hire, candidate experience/satisfaction, and candidate diversity. Best-in-Class organizations share several common characteristics, for example:
— 74% define the recruitment process pain points that need to be addressed before they embark on RPO – 73% assess the performance of the RPO provider as-needed or at least once per quarter – 62% assign a dedicated resource to manage the RPO provider Furthermore, the report revealed the role that RPO providers play in helping organizations build and/or strengthen overall employment brand. “Organizations are keenly aware of the way they are perceived in the marketplace by current employees as well as both active and passive candidates,” said Jayson Saba, research associate with Aberdeen’s human capital management practice. “This has forced organizations to strive for excellence at every stage of the recruitment process.”
This report examines how organizations around the world are implementing RPO in order to focus key internal HR resources on core organizational competencies, improve the company’s brand and reputation as a great place to work, and overcome cost and performance barriers in the recruitment/hiring process. In addition to providing insight into what Best-in-Class organizations are doing, this report also recommends actions that all organizations can take to support and manage a successful RPO initiative.
A complimentary copy of this report is made available due in part by the following underwriters: First Advantage, Beeline RPO, The RightThing, TalentBridge International (a division of TAC Worldwide), Select International, and Accolo. To obtain a complimentary copy of the report, visit: http://www.aberdeen.com/link/sponsor.asp?cid=4653.
About Aberdeen Group, a Harte-Hanks Company
Aberdeen is a leading provider of fact-based research and market intelligence that delivers demonstrable results. Having benchmarked more than 30,000 companies in the past two years, Aberdeen is uniquely positioned to educate users to action: driving market awareness, creating demand, enabling sales, and delivering meaningful return-on-investment analysis. As the trusted advisor to the global technology markets, corporations turn to Aberdeen(TM) for insights that drive decisions.
As a Harte-Hanks Company, Aberdeen plays a key role of putting content in context for the global direct and targeted marketing company. Aberdeen’s analytical and independent view of the “customer optimization” process of Harte-Hanks (Information – Opportunity – Insight – Engagement – Interaction) extends the client value and accentuates the strategic role Harte-Hanks brings to the market. For additional information, visit Aberdeen http://www.aberdeen.com or call (617) 723-7890, or to learn more about Harte-Hanks, call (800) 456-9748 or go to http://www.harte-hanks.com.
Media Contact: Kevin Martin Aberdeen Harte-Hanks (617) 854-5314 firstname.lastname@example.org SOURCE: Aberdeen Group
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