Recruiter Networking Group - Metrics

Tax preparer

Sat, 04 Sep 2010 09:58:22 -0500

We provide accounting, tax preparation, bookkeeping, payroll and financial services to individuals and small businesses Online Tax Services such as; Efile, EFTPS, Payroll Calculator or you can contact to Tax preparer for assistance.
Efile (electronic filing) is a method of making your tax filing directly to the IRS electronically. You can complete your taxes or file for an extension without sending any paper forms to the IRS. E-filing offers speed, security and accuracy and helps you get your refund faster. The average refund for an e-filed federal tax return is received within 10 days. The average refund for a traditional return is received in 6 to 8 weeks.

Recreational Social Activities

Tue, 24 Aug 2010 04:14:14 -0500

Group-oriented examples of recreational activities include sports of all kinds - hiking or if those are too physical for you try golf or swimming. But, Bike Riding with rallies is a recreational activity, and one that (usually) makes us happy and gives us a feeling of social connection.

Bike Night is a loosely organized ride through many US Sates and cities of Europe. Bike Night has been going on now for many years. Participation ebbs and flows but generally is about 15 - 20 folks wearing Motorcycle jacket. Ages range from 20's to 60's. If you're old enough to ride and young enough to stay on, then you're probably just right for Bike Night.

Global Employee Referral Programs

Mon, 29 Jun 2009 14:26:19 -0500

Hello RNG,

I was hoping to get some help or feedback from my peers.

My organization is currently embarking upon a global employee referral program and are coming up against a wall when it comes to best practices in Asia and Latin America in terms of referral bonuses.

If anyone has information on best practices in these countries, or has contacts that I may be able to touch base with it would be appreciated.

Sharpen Your Potential

Wed, 20 May 2009 07:59:44 -0500

by Sandra Clark and Al Whittall

This article on the workplace is provided by Sandra Clark and Al Whittall, founding partners of Bellwether-Ecliptic Inc. -- The Performance People, a Calgary-based facilitator of organizational change and performance development.

No one sets out in a job to fail or to be mediocre. Even so, some people seem to succeed at everything they touch, while others just get by.

There are some employees who demonstrate a steady and progressive climb to higher levels of development and challenges, while others seem to have stagnated or plateaued. These high performers come out of the gate flying and leave those in the dust wondering what happened.

Need some Metrics advice

Thu, 15 May 2008 11:24:05 -0500

I had an interesting Chat with an organization yesterday who is currently researching information from other companies in their industry (Restuarant/Hosptiality/Tourism/QSR) or all companies in regards to “average days to fill” and the “hiring trends in the corporate workforce”.

They asked if I knew of any average days to hire/fill numbers - either provincially or for all of Canada?

Can anyone at RNG help out?

Benchmark data for Call Centre attrition

Mon, 12 May 2008 16:20:00 -0500

I am looking for some sources of data to support benchmarking of Call Centre attrition within Canada, does anyone have any data or source points they could direct me to?

The 2 Metrics of Effective Recruiting that You and Your Organization Should Really Care About

Thu, 14 Feb 2008 08:59:27 -0600

by Simon Parkin

How many of us in recruiting are getting too caught up in recruitment metrics these days? We seem to feel that having data on every move a recruiter makes will lead to a better recruitment function. Are we focused on too many metrics in recruitment and are we in fact slowing down the overall effectiveness of our function by creating a too heavily measured environment? And do our business leaders really care about all of these metrics?

Recruitment activity reporting templates

Fri, 13 Jul 2007 08:38:38 -0500

Hello everyone. Do you have a strong recruitment activity reporting template or metrics dashboard for leadership audiences that you are able to share? No confidential or privileged info please. I am only looking for formats and templates that I can use as reference points to assist me in developing a solution for Aon Consulting recruitment.

Cheers. Shane

shane(dot)creamer(at)aon(dot)ca

Hot Issues

Thu, 05 Oct 2006 14:07:49 -0500

I'd like to conduct a little poll, and see if we can get some talk and solutions flowing...

I would like everyone to think for a moment, and answer the below question by responding via a comment to this post.

What is the #1 recruitment issue/problem/dilemma that you organization is facing right now? (What keeps you up at night?)

Sum it up in a sentence. You're only allowed 1 thing! Pick the most critical to your business.

Recruiting Formulas

Wed, 13 Sep 2006 08:24:40 -0500

Good morning everyone!

I'm looking for a couple of simplified formulas to help with the justification in my business case to bring recruiting in house.

If anyone has formulas for the following, please let me know;

Turnover - Average cost p/position (stats use to state that it was $25k for a jr position upto $35k for a more sr position, non-mgmt - is this still the case?)

Recruitment cost - besides the agency, advertising, job boards fees?

Why Reporting and Metrics Are Important To Every Recruitment Function - Part 2

Tue, 04 Jul 2006 23:30:53 -0500

By Ann Barrett

Last week I wrote about how recruitment can demonstrate its contribution to a company’s bottom line through reporting and metrics derived from a reporting model. A successful recruitment reporting model is based on the framework that reports need to be meaningful, timely and actionable. This week I discuss the six steps within the reporting framework that I believe any company can follow to develop a successful reporting model.

Recruitment Reporting Framework:

Why Reporting and Metrics Are Important To Every Recruitment Function

Tue, 27 Jun 2006 23:00:53 -0500

by Ann Barrett

Many articles have been written about reporting and metrics and how they can “transform” the way organizations look at recruitment functions. While Non-HR functions, such as sales, IT, and others, have depended on reporting and metrics to demonstrate results and build strategy, this is still a relatively new area for HR and recruitment.

Relative Wage Patterns among the Highly Educated in a Knowledge-based Economy

Wed, 22 Mar 2006 19:35:51 -0600

By René Morissette, Yuri Ostrovsky and Garnett Picot
Statistics Canada

ABSTRACT

The present study extends previous work on the evolution of the education premium and investigates the existence of diverging university/high school earnings ratio trends across industries in the knowledge-based economy. The study also provides additional information about the changing demand for high-skilled workers by comparing relative wages of university graduates holding degrees in “applied” fields to those of other university graduates (“field” premium). The main finding of this paper is that even though employment grew much faster in high-knowledge industries than in other sectors during the last two decades, trends in relative wages and real wages of university and high school graduates have displayed remarkably similar patterns across industries.

The Evolution of the Gender Earnings Gap Amongst Canadian University Graduates

Wed, 22 Mar 2006 19:30:53 -0600

By Ross Finnie and Ted Wannell
Statistics Canada

Abstract

This paper reports the results of an empirical analysis of the gender earnings gap amongst recent Canadian Bachelor’s level university graduates. The overall gap, as of two years leaving university, narrowed significantly across successive cohorts of graduates, but widened significantly from two to five years after graduation for all groups. Differences in the exogenous variables “explain” from about 40 percent to essentially the entire gap across the different periods, this portion rising from two to five years out and across cohorts. By the final group, all of the gap is thus “explained” at the two-year point in time, and most of it is explained at the five-year mark, with labour market returns (measured in this manner) largely gender-neutral for the last group of graduates. Hours of work are the single most important influence, while past work experience, job characteristics, family status, province of residence, and language have smaller and more mixed effects.

Are Good Jobs Disappearing in Canada?

Wed, 22 Mar 2006 19:26:48 -0600

by René Morissette and Anick Johnson
Statistics Canada

Abstract

Using hourly wage data from the Labour Force Survey as well as previous household surveys covering the 1981-2004 period, we assess whether the relative importance of low-paid jobs and well-paid jobs has changed over the last two decades. Since it is unclear whether trends in wage levels obtained from all the aforementioned surveys are unbiased, we refrain from making definitive statements regarding the evolution of low-paid and well-paid jobs over the 1981-2004 period. When assessing whether well-paid jobs are disappearing in Canada, we focus our attention on recent trends, i.e. on changes in the fraction of jobs falling in certain (real) wage categories during the 1997-2004 period.