the Garden State Council of SHRM announces the

17th Annual Conference and Expo

November 2-4, 2008

Ocean Place Conference Resort and Spa, Long Branch New Jersey

Set your compass by joining us on November 2^nd, 3^rd, and 4^th for the Garden State Council • SHRM 17th Annual Conference and Exposition. In addition to over 40 on-point sessions, presented by industry leaders, recognized practitioners, and subject matter experts, there will be networking opportunities with other HR professionals and over 50 HR-related vendors offering both traditional and state-of-the-art products and services.

Gain the knowledge, experience and connections needed to navigate today’s challenges while positioning your organization to take advantage of tomorrow’s opportunities.

· Dynamic and Motivating Opening and Closing Keynote Speakers

· Networking opportunities

· 40 knowledge-filled sessions available – HRCI approval pending

· 50 leading exhibitors of HR-related services

· Latest HR knowledge, practices and trends

· Pre-conference welcome reception

· Pre-conference SHRM Business Education Course is back by popular demand

· Monday night networking mega event

For more information follow this link http://conference.gscshrm.org/

For more information and to register for this event go to http://conference.gscshrm.org/   

As RPO (recruitment process outsourcing) has become a “hot” venue for resolving recruiting issues, our firm is often asked, what can RPO do for us or how does your RPO model work or, how can RPO help us in China? – this last example is being asked of us by other US companies with Chinese locations because we are most recently exploring servicing a French company’s Chinese locations.

There is no question the advantages of RPO are varied, numbered, and often bring dramatic resolve.  An RPO relationship is somewhat amazing because when arranged correctly, it truly brings fast results to issues that have been present for years and often considered incurable.  But does this mean it is right for everyone, all the time, in every market?

Our answer is: What do you hope to gain?  What is missing, off course, or needs improvement - specifically in the market in question?

Recruitment initiatives are sophisticated, multifaceted and require strategic experienced minds to solve them.  One size does not fit all and one solution does not work everywhere.  To start or not start your search for a partner would begin with identifying the pain in a market as well as your desired resolve.

This can mean utilizing the same partnership that is working well for a company in California and Chicago or not.  It can mean working a cooperative between partners in multiple locations on shore or off—it can mean using one supplier, it can mean using multiple suppliers—-it can mean not using an RPO at all. 

RPO partnerships that are most effective are unique. Unique in their culmination and importance of objectives, unique in expectations of who is responsible for what, and recruiting (recruiting being the operative word here) is, by its’ nature, always unique to the geography(s) in question. 

So…..To RPO or Not to RPO and with whom, should be evaluated segment by segment, market by market, expectation by expectation and supplier by supplier to determine the unique recruitment steps and processes needed to bring the best results.       

Here’s our commitment–we’ll keep writing if you keep listening.

Christine