Taleo Report Links Aging National Workforce, Lack of Corporate Training and Development to Mounting US Critical Skills Shortages
"Social Recruiting" Continues to Drive Corporate Hiring

DUBLIN, CA -- (MARKET WIRE) -- 01/30/12 -- Taleo Corporation (NASDAQ: TLEO), the global leader of SaaS-based Talent Management solutions, today released a report summarizing the 2011 business climate and related talent management trends for 2012. After an extremely challenging and unpredictable 2011, businesses today operate in a market of thinner margins, lighter demand, credit and liquidity challenges and an uncertain outlook going into 2012. Talent decisions have taken on increased importance in the face of these challenges as companies failing to effectively manage the flow of critical talent are risking their growth and in some cases even their survival. Social networks, on the other hand, are growing increasingly important in the endeavor to identify new talent. Trends highlighted in the report include:

    Continued economic uncertainty will increase focus on existing talent to drive growth and innovation.

    The potential for recession and the debt crisis in Europe, as well as significantly reduced US government spending, suggests rough seas ahead. Yet corporate profits remain high and recent economic figures show early signs of growth in the US. In response, leading organizations are striving to be more agile and prepare for every eventuality. A key strategy will be to deepen the awareness and understanding of existing organizational talent.

    As very few businesses expect to increase their workforce in 2012, they will rely more heavily on developing their current workforce for critical roles rather than hiring external talent. In evaluating whether they have the right people in the right positions to drive growth, many employers are finding that they lack the necessary data, processes, culture, and technology to deliver true insight into their most valuable company asset -- employees. This lack of 'talent intelligence' will hold companies back and limit growth until it is addressed.

    Taleo anticipates a key area of focus in 2012 will be on building out talent profiles. While talent management programs have historically focused on executives and senior management, 2012 will see a shift to include line managers and rank-and-file employees as businesses seek to better leverage talent throughout their organizations.

    Significant increases in social recruiting.

    The use of professional networks for sourcing will continue to expand as the rapid adoption of social and professional networks like Facebook and LinkedIn continue their exponential growth, impacting businesses on a number of different levels. While both networks will grow in importance, Facebook will emerge as a cornerstone sourcing tool in the battle to attract Millennials and blue collar workers.

    With an ability to present up-to-date company information, job postings, discussion forums, videos, and all forms of rich content in a social network with 150 million US subscribers, Facebook's rise as a social recruiting pillar is inevitable. Corporate career sites will continue to lessen in importance as candidates leverage networks to find information on prospective employers rather than traditional channels, and budgets will continue to shift significantly toward social media.

    An aging population and a lack of investment in training and development will result in continuing skills shortages.

    Taleo anticipates increased friction between businesses' global ambitions for expansion and varying quality and quantity of local labor. In the US, labor participation rates among younger workers continue to fall while rates among older workers rise. In the short-term, this skews the balance of the workforce toward more experienced, more expert workers. In the mid to long-term, this lack of investment and hiring of younger workers is going to exacerbate talent shortages related to boomer retirements. Smart companies are looking to rebalance their mix of new hires to focus more on emerging and potential talent.

"As the era of economic uncertainty continues, the ability to collect talent data, gain insight, and make informed decisions about people and processes will become increasingly important," said Dave Wilkins, vice president of Taleo Research. "US business leaders are becoming more involved in the definition of talent management system requirements and even the selection process, triggering a dramatic increase in the adoption of solutions that satisfy their data, analysis, and reporting demands. For these companies, talent data and processes will be held in the same regard as critical business data and processes."

The Taleo report underscores the fact that organizations are looking to maximize the value of their people given the global economic climate and the potential for serious systemic shock. With an ability to consider the complete talent picture, leading companies will be able to hire and retain highly-engaged talent regardless of macro-economic forces, enabling greater organizational continuity and teamwork during periods of growth or recession. View the report by going to: http://www.taleo.com/researchpaper/us-talent-trends-2012.

About Taleo
Taleo (NASDAQ: TLEO) helps organizations improve the performance of their business by unlocking the power of their people. Taleo is the only company to provide industry leading solutions in every category of Talent Management. Through its cloud-based platform, Taleo optimizes recruiting, performance management, learning and compensation -- and integrates them all so managers have the insights they need to achieve Talent Intelligence. Customers also plug into Taleo's unique Talent Grid community to harness proven best practices, millions of candidates, and Taleo-ready partner solutions. From small and medium sized businesses to large enterprises, more than 5,000 organizations rely on Taleo every day to pursue growth, innovation and customer success.

Forward-looking Statements
This release contains forward-looking statements, including statements regarding the demand for and benefits from the use of Taleo's solutions and general economic conditions. Any forward-looking statements contained in this press release are based upon Taleo's historical performance and its current plans, estimates and expectations and are not a representation that such plans, estimates, or expectations will be achieved. These forward-looking statements represent Taleo's expectations as of the date of this press release. Subsequent events may cause these expectations to change, and Taleo disclaims any obligation to update the forward-looking statements in the future. These forward-looking statements are subject to known and unknown risks and uncertainties that may cause actual results to differ materially. Further information on potential factors that could affect actual results is included in Part II, Item 1A of Taleo's Quarterly Report on Form 10-Q, as filed with the SEC on November 9, 2011, and in other reports filed by Taleo with the SEC.

Source: Taleo Corporation

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Amazon – where builders can build.  We’re looking for a true brand expert that can translate what is uniquely Amazonian about our culture to build our Employee Value Proposition strategy.  In this role you will work globally, partnering with China, Japan, India, the European Union, the US and beyond to improve the quality and velocity of candidates through sourcing channels.  Amazon is growing – quickly.  We’re now a Fortune 100 Company with products ranging from Kindle to Cloud Computing to fashion.  Recruiting is a key engine to this growth and as the leader of our employment branding, you’ll have a great opportunity to have a direct and substantial impact on the business.

Role Responsibilities:
• Lead and manage the implementation of the Employee Value Proposition strategy.
• Identify new candidate channels — assess and prioritize program needs based on business requirements and work with the global team to develop the business case for new initiatives
• Serve as an employer brand guardian, evangelizing Amazon’s employment message and ensuring its consistent execution and delivery
• Analyze the ROI of existing programs or proposed programs
• Write and edit content for the marketing communication, employee communication, and  recruitment and digital materials
• Develop and implement an internal communication strategy, including a detailed plan to manage stakeholders  both internally and externally
• Work to develop a global repository for all employee branded materials including marketing and digital images
• Develop Amazon recruiting brand strategy for social media
• Maximizing program ROI - build a talent network while growing Amazon's employment brand in the marketplace

Responsibilities:
• 5+ years marketing, communications and/or branding experience
• 5+ years experience managing projects and leading project teams
• Bachelor’s degree required

Qualifications:
• Experience leading change in complex global organizations
• Experience managing and implementing large-scale communication or branding strategies
• A relentless approach to nailing the details, driving process and managing to goals
• Excellent oral and written communication skills; strong presentation skills required
• Strong analytical thinking skills, with experience influencing business leaders with well thought out recommendations based on data. Must be able to lead and build consensus with senior stakeholders
• A track record of efficiently using and allocating resources while maximizing results
• A working knowledge of current “best in class” recruiting practices
• MBA preferred

For apply for this role please visit the company website click here>

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At the highest levels of Employer Brand Management around the world, a debate is underway around the feasibility and value of pursuing a truly global Employer Brand when actual business activities can run across multiple borders, cultures and languages.

OneAgent is a global network of Employer Branding and Employment Communications Agencies of which Oxus is the member for China. As a means of understanding this question and to allow participants to gain insight on their own approach in the light of averages across other businesses and regions, we have just finished a research study across a variety of industries and geographies including Australia, Brazil, China, Germany, Hungary, India, Russia, UK and the USA.

Now we would like to share the global research findings with you on 6th Dec 2011  at Donghu Hotel(No. 70 Donghu Road) from 3pm-5pm. Please reserve your seats ASAP. Call us at 021-64030878 or reply by email to Shen ( This e-mail address is being protected from spambots. You need JavaScript enabled to view it ) or Brian ( This e-mail address is being protected from spambots. You need JavaScript enabled to view it ).  

We look forward to seeing you soon!

Kind regards,
2010/2011 Peer group
Global employer branding project- China
Oxus Solutions
Xiaoying Shou

www.oneagentglobal.com
www.oxuschina.com

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Right now, you're a high performer. You'd like the opportunity to become a leader in your profession. As an Employer Branding professional at Ernst & Young, you'll work in a high-performing and inclusive environment that offers you great opportunities to develop an interesting and fulfilling career.

As a valued member of our Asia-Pacific People team you'll help develop our regional Employer Branding strategy lead the execution of the strategy in Greater China (Hong Kong, Mainland China and Taiwan).  Reporting to the Asia-Pacific Employer Branding Leader and working as part of both the regional and Greater China teams, you’ll be responsible for developing marketing tools and campaigns to support talent attraction with a strong focus on Campus hires.  You’ll be someone who stays abreast of the latest trends in digital/social technologies and can leverage this knowledge to help our teams succeed in attracting and hiring the best candidates for Ernst & Young.  You'll also implement programs to drive internal brand engagement. This is a unique opportunity to take initiative and further develop your expertise in employer branding.

In this hands-on role you will:

• Project manage the development and localisation of recruitment marketing toolkits and collateral in partnership with key internal stakeholders and external suppliers, rolling out tools for Greater China and ensuring their effective and coherent use
• Develop innovative campaigns that build and enhance awareness of Ernst & Young’s employer brand on campus and support the local recruitment teams to execute on campaigns.      
• Implement the digital/social media strategy, monitor posts and manage our online communities using audience engagement tactics
• Support the roll out of Global employer branding programs in Greater China and work on regional projects as required
• Implement internal brand engagement activities
• Manage the Greater China Employer Branding budget
• Drive employer branding activities and consistency in recruitment marketing communications across the Greater China in conjunction with the regional team and local marketing and recruitment stakeholders

Our success is built on the drive and commitment of our people.  We'll give you access to leading professional development opportunities. We'll recognise your talent and your skills and reward you for them.

We're looking for:

• A  marketing degree, 6 years + marketing experience (agency or in-house) with a strong understanding of brand principles
• Experience in working with external marketing vendors including delivering briefs and managing the creative development process
• A track record in developing social media marketing campaigns and driving community engagement
• Solid skills in writing and editing effective content in both English and Chinese
• Meticulous attention to detail and project management skills with the ability to handle multiple task and priorities
• A proactive approach, and exceptional consultative and influencing skills
• Working knowledge of the Mainland China market
• Fluency in both English and Mandarin
• Knowledge of recruitment operations and candidate trends will be highly regarded

Your flexible, organised and collaborative team approach will be highly valued in working with this diverse internal client group.  At Ernst & Young you'll discover what it is like to perform at your best.

For more info or to apply, go to: http://tinyurl.com/employerbrandmanager

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