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From the Desktop
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Steve Ehrlich
VP, Graduate
Communications
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This month Steve discusses effective campus recruiting.
Effective campus recruiting is a critical success factor for many organizations. Some companies have highly refined and structured long-term campus strategies while others find themselves changing their campus plans each year to meet their available budgets and their priority hiring needs. Regardless of the situation in which you find yourself, the basic elements of a smart campus program remain the same.
A successful campus recruiting strategy creates a funnel that is filled at the top with the entire student population. This may sound counter-intuitive to many, as it would seem to fill the funnel with unqualified students. This is in fact true, however, done properly the funnel will force the "wrong" students to self-select out and will allow you to focus on more of the "right" students while gaining the benefit of broader awareness of, and conversation about, your brand.
TMP Worldwide's Campus Recruiting Group builds client solutions based upon a funnel framework...
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Product Profile
Campaign Management
Campaign Management is a comprehensive tool that delivers robust analysis, tracking and reporting of the performance and efficiency of your strategic media placements. From a candidate’s first impression to their final course of action, it can track almost any type of online media, along with offline ads, email marketing, search, and other recruitment strategies you utilize.
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News Bytes
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TMP Worldwide attends NAHCR
Various TMP Worldwide employees attended the National Association for Health Care Recruitment (NAHCR) Annual Conference in Las Vegas, NV on July 5th. The conference was based on a "Royal Flush" for recruitment: right people, right number, right skills, right time and right job. With approximately 250 attendees, it was a time for recruiters from all types of healthcare settings to get together for educational, social and networking opportunities.
Greta Sherman, SVP Client Solutions at TMP Worldwide, presented an all-day advanced Recruiter's Training Pre-Conference Workshop, entitled Generation Y Meets Healthcare Reform, on July 5th. Exhibits were open both July 6th and 7th and TMP employees attended various networking and social functions to spend as much time as possible with clients and other representatives of healthcare companies. On July 9, Sandy Haeberle, RN, VP Healthcare Practice at TMP Worldwide, presented Innovative Strategic Solutions Based on the Generations to attendees.
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TMP Healthcare
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Are You Kidding?
Black Hawk Parents!
Greta Sherman
SVP, Healthcare Strategy
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In four years, over 50% of your workforce will be Generation Y. Imagine a world where one in every two employees is 32 years old or younger. You may be trying to get used to discussing benefits and job offers with the employee and their parents, but just wait - it's going to get better. The older Generation Ys have helicopter parents, but the younger ones have Black Hawk helicopter parents.
These would be the same employees who were appalled SAT testing did not allow an "app" for spell check on essay questions. The same ones who leave a job because they can’t accompany the family to the traditional Christmas skiing vacation in Vail. The ones who refuse to accept the annual holiday turkey and the ones who don't hesitate to call the Chief Nursing Officer to have a chat about needed changes in the on-boarding process.
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TMP Government
Welcome to Onboarding:
Turning Your Rookies into Pros
Imagine being a new hire at a federal agency. You have waited out the elongated federal hiring process and chosen government over commercial opportunities. Yet from the notification of hire until your first day, you have received scant communications from HR or your hiring manager. When you arrive, you find that your cubicle is not ready, and your computer is coming in a few weeks. You attend employee orientation and receive little more than forms to fill out. Worst of all, your new colleagues, a blur of names and faces, seem puzzled as to why you are there.
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Success Story
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Challenge
Emeritus Senior Living is the largest provider of assisted-living communities in North America. The company includes over 300 communities and 18,000 employees. Emeritus is currently on track to acquire roughly 140 additional communities and add close to 90 positions in their corporate office. Since 1999, TMP has collaborated with Emeritus to help establish the Seattle-based company as the leader in assisted-living recruitment and employment.
During our partnership, we have seen the recruitment industry evolve. Together we determined that the interactive space was a better fit for Emeritus than traditional marketing. In fact, 2005 marked the beginning of a new era for Emeritus; a complete switch from in-column print ads to online job postings. In 2009, we diversified even more by utilizing TM'’s campaign management to increase their Search Visibility and reduce their job board spend by 30%.
Today's competitive marketplace requires us to do even more to harness online tools and initiate tactics while maintaining Emeritus as a trend-setter in the senior living space.
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Industry Update:
Pharmaceutical
Industry Job Trends
By: Valerie Drame
It's a good news bad news kind of scenario. Although the pharmaceutical industry has eliminated 34,987 positions so far this year (second only to the government in total number of layoffs in 2010), there are signs of slowing job cuts. In June, pharma companies laid off only 830 people, compared with 6,943 job losses in May. Moreover, the May 2010 layoff total is 16,875 jobs lower than this time last year, when the industry had already cut 51,034 positions. And, pharma announced hiring plans totaling 1,230 in the last month.
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This Month in Recruitment
Making Headlines in Employment, Social Media and Advertising:
Ana McGary discusses employee coaching vs. counseling.
The Talent Buzz compiles a list of
15 competitive intelligence tools for recruiting.
Brendan Shields and Michal Kalinowski discuss global trends in employer branding and talent attraction.
Samuel Culbert explains why he believes employee performance reviews should be eliminated.
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