If 2009 was the year of doom and gloom, it looks like 2010 might just be the year of cheer and sunshine. OK, maybe that’s a bit overboard - but some good news does seem to be on the horizon. Take this article from inc.com for example, which looked at the hiring and salary numbers for small businesses in December of 2009 and came back with some pretty encouraging news.

“According to the SurePayroll Small Business Scorecard, hiring is up 0.8 percent month over month -- that's the greatest month-over-month hiring increase we've seen since February '08. That brings us to a year-to-date increase of 3.4 percent...and more of the month-over-month hiring increase is made up of employees and not contractors.”

So what does this mean for 2010? Optimism. 

“In a late December survey, two-thirds of SurePayroll customers indicated that they predict their revenues will be up in 2010, and the same number feel good enough to say they believe the economy will get better in the New Year. Now that we're seeing more hiring, we should see more spending, and so an upward cycle can begin.” 

This is obviously great news. We rely on the vitality of small businesses.  As the United States Department of Labor points out, “The nation’s 17 million small, non-farm businesses constituted 99.7 percent of all employers, employed 52 percent of private workforce and accounted for 51 percent of the nation’s sales.”

So what are these small businesses doing to prepare for an uptick in hiring? Good question. Hopefully they have begun to consider talent acquisition systems – which would help in the sourcing and recruiting of new hires. And taking it a step further, hopefully some of these small businesses have begun to think of their talent management processes holistically, and so will look for a talent management system that can automate and streamline their processes from start to finish – managing candidates to managing employees. Viewing the entire talent management process in such a holistic sense would mean greater efficiencies and cost-savings, with such processes as applicant tracking, performance management and employee data management all housed within one, cohesive system. With any luck, that will equate into even more hiring and that much more success for said small businesses.

So what are we waiting for? Bring on the optimism!

3 Lessons Learned from My Own Software Implementation

If you are a technology user at your organization (i.e. you actively use a talent management system), I’m sure you’ve heard claims regarding how important the implementation process for that technology is. Here at iCIMS, we understand that and embrace it. But, I have to admit, never has that point been made as clear and poignant as when I myself became a technology user - for a marketing automation system.

Obviously, I’m not an HR professional - I’m in marketing. However, implementing software meant to aid you in your daily responsibilities is a universal experience, regardless of the job function. So, I’d like to share some of my thoughts and takeaways from my recent experience implementing software.

1. You really, really need a true implementation process mapped out: And when I say this, I don’t mean a single document outlining the next 4 weeks and what you are responsible for learning in the system by that time. This is what I received, and I’ll tell you right now it’s not helpful in the slightest. Instead, a project plan should be crafted around a targeted go-live date, with meetings and milestones set to ensure the date is met. Furthermore, your technology vendor should work with you throughout this time to understand your needs and translate your organizational processes into system configurations. 
2. You need a go-to guy: From my experience, having one, dedicated implementation specialist to go to is crucial. This ensures total commitment to your account, and that you are receiving the time and attention you deserve. It also means you are working with one person who is knowledgeable of your organizational processes, and thus able to implement the new system as quickly and painlessly as possible (you know, avoiding multiple e-mails back and forth with the vendor as they try to determine where you are in the implementation process).
3. You’re going to want to know how the other folks are doing it: Plain and simple, you are not only going to want, but frankly need, some best practice advice (especially when you’re a newbie to the technology like I was).  And shouldn’t your vendor, who’s worked with hundreds of similar organizations and helped them map out their processes, be able to provide that consultation? When vendors are able to provide you with best practice recommendations, you’re more likely to have your organizational goals and objectives met at all levels.

So there you have it, my big takeaways. What do you think? What do you find to be the most important elements during the implementation of software?

Driving to the store the other day (with the radio cranked up as per usual), I was surprised by the break in the normally predictable radio commercials. Instead of the traditional hair replacement or car insurance advertisements, the voice on the other end of my speakers wasn’t selling a product at all; instead, the recent Rutgers University graduate was selling his educational and work experience, essentially delivering his elevator speech to millions of listeners in the tri-state area.

I thought that was one of the coolest things I had heard in a long time. 

Radio stations (like New York’s Z100) have begun offering job seekers air time (free of charge) which they use to pitch themselves to prospective employers. A virtual resume, if you will. The hope is that the increased exposure will aid in the job seeker’s (sometimes very difficult) quest for employment.

You have to admit, the idea is definitely creative. How effective is the program, though, at actually leading to a job offer? It's probably too soon to tell. But it does raise another interesting question: with the HR community (especially those within the Talent Acquisition realm) giving increased attention to all things Web 2.0 (Facebook, LinkedIn, Twitter, Video Resumes, etc.) – could Radio Resumes be the next big thing? Will we soon be sourcing candidates according to the radio station their resume was aired on?

What do YOU think?