I’m presenting Human Capital Supply Chains: Linking Just-In Time Talent to Profits at the Performance Management virtual conference on Tuesday, September 13. The presentation is about more than recruiting software. In fact, it’s about changing the way companies think about human resources.

Too often, we hear about massive layoffs during down times and hiring blitzes during good time. We should ask, “Why didn’t that company’s executives have a better grasp on what the company really needed on a monthly basis?” Or even a weekly basis?

Companies that managed supply chains like that would soon go out of business. So why don’t companies manage human capital as a supply chain, with all the same ways of gathering data, sharing data, and acting efficiently on that data.

On Tuesday at 12:30 pm Eastern time, I’ll be explaining how companies can manage their human capital as efficiently and effectively as they manage all of the other parts of their business. I’ll talk a little bit about recruiting software, but what I’m really interested in is helping companies like yours improve their bottom line with better human capital management.

I hope you can join me. Register here.

My webinar is part of a two-day virtual conference hosted by the Institute for Human Resources, which exists to help HR professionals grow professionally. The conference includes 17 webinars over September 12-13.

We’re very proud to be participating in this event, as we think that the next two years will be a turning point in the HR profession and a vital time for the recovery of our nation.

Join Me at the IHR Virtual Conference is a post from: Human Capital Supply Chains

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Human Capital Supply Chains defines the business processes, technology and organizations that are responsible for planning, hiring, onboarding and offboarding a company’s human capital.

Join me for this one-hour webcast on Monday, July 18 at 12:30 PM Eastern Time as I explain all aspects of the Human Capital Supply Chain and what you need to do to execute this proven business process in your orgaaniztion.

Here are some questions to ask yourself and determine if this session is right for you:

1) Do you have a real-time way of measuring future human capital needs that are determined by your business’ actual performance at a given time? You hear about massive layoffs all the time (and in more prosperous times, hiring sprees). You have to wonder: what caused a company to do that? Why didn’t its executives have a better grasp on what the company really needed on a monthly basis?

2) Are you ready to compete for top talent? The recent job numbers were dismal, but unless a catastrophe happens, the economy will keep growing and the need for hiring will pick up. This means that there will be increased competition for talent with the right “skills” for the job. Do you know what your company will need in a few months? in six? in 12? If things change a lot before a year is up, do you have mechanisms in place to begin the hiring process in anticipation of (and not in response to) a need?

3) Do you have a spare hour next Monday? I’ll be explaining how companies can manage their human capital as efficiently and effectively as they manage all of the other parts of their business. I’ll talk a little bit about recruiting software, but what I’m really interested in is helping companies like yours improve their bottom line with better human capital management.

I hope you can join me. Register here.

My webinar is part of a two-day virtual conference, Recruitment Process Outsourcing Virtual Workshops. The Institute for Human Resources puts on this conference, which is meant to help HR professionals hone their skills in a particular HR niche. The conference includes 17 sessions over July 18-19.

Leveraging Human Capital Supply Chains – Live Webcast is a post from: Human Capital Supply Chains

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Starting on June 26-29, the Society for Human Resource and Management’s annual expo is taking place in bright and bustling Las Vegas, Nevada. With a huge number of sessions, exhibits, presentations, no doubt your days will be full of new ideas and connections. Once you leave the exhibit hall, however, there is a whole city at your feet. Whether you plan on taking a new acquaintance out to dinner or strolling along the strip, human capital is first about humans, so here are some Las Vegas hot spots that might strike your fancy.

1. Bellagio Gallery of Fine Art – If you’re interested in going somewhere calm and relaxing, try this place. Just like the rest of the Bellagio, it boasts a considerable amount of beauty, with a collection containing artists from Renoir to Picasso.
2. Pink’s Las Vegas – Hot dogs are one of those things everyone loves but not everyone is willing to admit. Famous for their atmosphere and menu devoted entirely to the delicious dog, this is a great place to grab a quality bite. Plus, you can get chili cheese fries with that.
3. Dino’s Lounge – Sometimes, after a really long day, you just need to unwind. That’s why there are places like Dino’s Lounge. Open late and long, Dino’s lays a claim on some of the best karaoke bar action in Vegas. I dare you to sing something.
4. Qua Bath and Spa – I know it’s hard to relax sometimes and while I don’t think I could ever lay down for a massage from a stranger, I know a lot of people who live and swear by the spa experience. This place, located in Caesar’s Palace, is rumored to be one of the best, with specials like a Mojave rain massage that is said to calm even the most jittery of nerves.
5. Antique Mall of America – A collection of boutiques on the southern end of Las Vegas boulevard – a great place to walk around, unwind, and maybe find something one of a kind to take home as a souvenir.
6. Adventuredome! – We know that we will be spending all day working hard and being adult. I just want to let you know now that there is nothing wrong with letting your inner child out for a while at the end of the day. Circus Circus’ indoor theme park, the Adventuredome, is just the place to do that.
7. Madame Tussauds – A Vegas tourism tradition is seeing the wax figures at Madame Tussauds. Whether you find it creepy or cool, it’s an experience everyone should try.
8. Casnios! – Of course you will have a number of casinos you can go to. I mean, that is what Las Vegas is known for after all. I couldn’t pick just one to recommend to you because they all have the same overwhelming ambience that everything on the Strip does. Throw a quarter in a machine for me for good luck!

I hope to see you all at SHRM, and maybe, with a little help from this list, even out on the town at night! Don’t forget that the first 50 people who follow Bond Talent on LinkedIn or Twitter between June 6^th and June 26^th will receive a free one-day pass to the Exposition!  Please visit us at Booth #717, where you can swipe your Badge before you leave the SHRM Expo.

SHRM Goes Wild In Vegas with Bond Talent is a post from: Human Capital Supply Chains

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What do Richard Branson, Arianna Huffington, Michael J. Fox, and Tim Giehll have in common?

They’ll all be at the 2011 SHRM Conference and Exposition on June 26-29 in Las Vegas. If you’re hesitant to go because of the price, read on. There’s a way to get free passes to the Exposition through Bond Talent.

This conference is, in my mind, more important than ever. It seems as if the May unemployment and economic numbers aren’t going to be good, so (as I’ve said in another blog post) well-trained, well-informed staffers, recruiters, and other human resource professionals are vital links between jobs and those who need them.

Here’s what you can expect at the Conference and Exposition:

• Great Speakers and Teachers. And I don’t mean the headliners mentioned above (sorry, but I doubt if Michael J. Fox has anything to teach me about recruiting software). I’m referring to the dozens to top-notch professionals who will lead the 200+ sessions on everything from business management to leadership training to HR certification to compliance issues.
• Exhibitors. I’m always amazed at the wealth of exciting new products and services that show up every year from 700 different suppliers. It reminds me that there’s no way to survive in this industry without constantly improving what one has to offer. Stop by and say “hi” – I’ll be at Booth #717 and make sure we SCAN your badge !!
• Networking.  Social media and email are great, but it’s no secret that face-to-face encounters still drive business in this country. If you go out of your way to talk to exhibitors and the people next to you in sessions, you’ll probably learn more than you will from the great speakers I just mentioned (and you’ll probably teach a thing or two yourself). Plus, you’ll have a new business associate (or several) that you can contact after the conference.
• Fun. It usually goes hand-in-hand with networking, although it’s more likely to occur after dinner! Keith Urban is performing Tuesday night at 8pm, and Las Vegas has plenty of frivolous distractions.

And about those passes….The first 50 people who follow Bond Talent on LinkedIn or Twitter between June 6^th and June 26^th will receive a free one-day pass to the Exposition.

See you there!

2011 SHRM Conference In Las Vegas is a post from: Human Capital Supply Chains

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Recruiting Software and Human Capital Management are the topics, and I’m the speaker, at least in a few cases below. I’d love to meet you at one of my upcoming presentations at the events listed below or feel free to stop by the Bond Talent Booth and say hello to our team.  Follow the links for more information.

June 14, 2011 – 1 – 2:30pm ET, CFO Magazine’s Core Concerns Conference, Chicago, IL. Learn about (what else?) Human Capital Supply Chains – what they are, how to manage them, and why they are vital for the long-term health of companies in all economic conditions.

June 26-29, 2011 – SHRM Annual Conference and Exposition, Las Vegas, NV.

If you’re at one of these sessions, be sure to introduce yourself.

See you then!

Keep up with the latest on talent management software and other staffing issues by following this blog.

Human Capital Supply Chain Speaking and Event Schedule – June 2011 is a post from: Human Capital Supply Chains

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Preparing for your latest job fair?  As you spend a full day frantically packing your signage, gathering your business cards and concepting your booth game, your savviest competitor has already reached out to six candidates – each more qualified than you will meet at your fair.

How did they do it?  By realizing long ago that job fairs are a dying recruiting tactic and evolving their strategy.

Below, find five reasons job fairs are overrated:

1. The concept of gatherings has gone virtual – What is a job fair but a gathering where candidates and recruiters can all meet in one convenient location? The problem with this statement is that large gatherings of people are rarely, if ever, convenient.  Between the pushing, shoving, traffic and yelling – large gatherings are the furthest thing from convenient.  Online gatherings, on the other hand, are efficient and scalable.  Candidates and recruiters find and chat with only those that match their dual needs.  Within minutes, dozens of chats can take place in a forum or LinkedIn group, each more fruitful than the random connections that happen at a fair.
2. Efficiency of Scale – At a full day job fair, how many candidates can you realistically connect with that are a bullseye for your needs?  And even if your answer is a high number, how many of these same candidates can you realistically hope to connect with after the event, knowing they are speaking to hundreds of recruiters just like you?  Now, what if you were to spend a full day member targeting digitally, pre-qualifying candidates based on their history before connecting with them directly?
3. Savvy employees connect online – Efficiency of scale cuts both ways.  Savvy candidates know that standing out online is far easier than standing out in a room full of hungry candidates competing for the same position.  As such, the savviest employees are reaping dividends by making themselves stand out from the crowd online.
4. Time… - How much time goes into prep for any job fair?  Days, weeks, months?   And after all the prep is done, you will spend anywhere from four to eight hours away from your office, fighting for a wireless connection, risking falling behind on other key tasks and messages – all for a game of networking roulette with distracted candidates who may not even be qualified.  Instead, why not spend two hours meeting twice as many candidates – each qualified – by spending one hour searching in social channels?  The best part is, it’s a task that practically begs for you to multi-task.
5. and Money - Facebook, LinkedIn, Google, blogs – all free. (Note – advertising and some member targeting will require some cost, but relatively nominal.)  Compare this against the cost to just get in the door of a job fair.  Why not try something that’s cheaper AND has the potential to work better?

So what do you think?

Are we way off base about job fairs, right on the money, or did we ultimately just give you something to chew on?  We welcome your comments.

Death To Job Fairs: 5 Reasons To Kill This Overrated Recruiting Tactic is a post from: Human Capital Supply Chains

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Last week, while attending the Consulting Summit in Chicago ,hosted by Brian Cuthbert and Joe Kornik of Consulting Magazine, I had the opportunity to talk with some of the world’s leading HR and Supply Chain consulting firms.  I had the chance to speak with Kathryn Hayley (CEO) from Aon, Rajeev Jain of Hewitt, Maryanne Faschan of HP, Carrie Greenbaum of Alix and Susan Kantor of PRTM.  After talking about the revolutionary aspects of Human Capital Supply Chains, all my discussions focused on how Consulting firms should begin to engage with their corporate clients about the benefits of implementing a Human Capital Supply Chain environment.  The discussions were lively and it reinforced for me the true transformational nature of a new idea such as Human Capital Supply Chains.   

We also discussed the importance of HR consulting firms tackling the challenges of transforming “People Responsibilities” within their client organizations and the complexities of Human Capital Supply Chain ”ProcessRe-engineering”.  I also offered the global resources at Bond International Software to help these same consulting firms with the technical software requirements of implementing a HCSC environment.  Over time, Bond will be looking for consulting firm partners to implement Human Capital Supply Chain environments around the world.

HR Consulting Firms Embrace Human Capital Supply Chains is a post from: Human Capital Supply Chains

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We attended five shows in the second half of 2009, and have had positive feedback from introducing both the Human Capital Supply Chains concept and book. Now as we dive into 2010, we’re looking forward to continue spreading the word and the book to more people as it relates to their recruiting software and staffing software.

Most trade show attendees had their attention drawn to our booth because books have a lot of appeal. The best part about talking to people is seeing their reaction.  Many times, people told us they immediately understood the concept. You could tell by the way their faces lit up as the proverbial light bulb lit up as if to say, “I get it! I understand the concept!”  That is because these people understand the theory that applied in manufacturing and other industries, some of whom had personal experience with it.

For those who weren’t as familiar with the concept, handing out the book led to some intriguing conversations. And that’s really what this is all about. As Mark Bennett at Talented Apps summarizes in his blog, there was a lot of diverse thinking occurring at HR Technology (R) Conference 2009. As the worlds of Business Thinking and Social Thinking become more a part of each other, developing a strategic workforce plan, as outlined in the Human Capital Supply Chains (HCSC) become more important than ever.

Combining Business Thinking with Social Thinking into a strategic workforce plan addresses the HCSC process objectives of:

• Enabling a corporate strategy and annual business plan efficiently and effectively
• Sizing the total workforce (both permanent and flexible) with estimated specific skill surpluses and gaps
• Determining the optimal talent mix
• Making major staffing decision (e.g. outsourcing, geographical migrations, trends, etc.)

We hope that as you plan for 2010, we’ll be able to see you at one of the many up-coming trade shows we’ll be attending.  If not, here’s a glimpse at what you’ll be missing!

Sara Moss and Tim Giehll at the 61st Annual SHRM Conference in New Orleans.

Human Capital Supply Chains Book Signing at SHRM 2009

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