Category Archives: Human Resources

Mergers and Acquisitions – Hewitt Associates Acquires Senior Educators Ltd.

Acquisition Offers Companies a New Way to Address Retiree Medical Insurance Commitments

Hewitt Associates, a global human resources consulting and outsourcing company, today announced it has acquired Senior Educators Ltd. (“Senior Educators”), a trusted, Web-based retiree medical insurance exchange that provides unbiased assistance to Medicare recipients seeking high-quality, affordable supplemental insurance products.

Many retirees face a dizzying array of retiree medical alternatives and often have trouble navigating the options to find a cost-effective plan that best meets their needs. Senior Educators provides retirees with independent advice on selecting quality, private Medicare insurance to supplement their basic coverage, tailored for their individual health care situation.

“The retiree health insurance market represents an attractive growth opportunity for Hewitt as more employers discontinue retiree medical coverage or look for ways to provide retirees with cost-effective alternatives,” said Russ Fradin, Hewitt’s chairman and chief executive officer. “The acquisition of Senior Educators also allows us to provide our clients with an effective, high-quality option to address their post-65 retiree medical commitments and a framework on which to build solutions for the broader retiree population.”

Founded in 2005, Senior Educators is licensed to market insurance in 50 states and in the District of Columbia. The company has helped more than 100,000 Medicare recipients find the right coverage. Users of Senior Educators’ services can compare and select insurance plans using a do-it-yourself option through the company’s interactive Web site or choose to speak live with a highly trained, licensed representative.

Senior Educators has also forged relationships with employers—those with and without traditional retiree medical offers—that want to provide unbiased resources to their retirees. Through this venture, Hewitt will continue the direct-to-consumer model and increase the emphasis on corporate clients by taking advantage of its already-strong market credibility in health care administration.

“Senior Educators already has made a positive impact on the lives of tens of thousands of retirees. Hewitt’s existing employer relationships will allow us to bring our solution to large companies that want to provide the best possible support for their retirees,” says Brian Poger, president of Senior Educators. “Whether companies currently offer retiree health care, plan to phase out their programs or want to start offering a broader range of choices, Senior Educators has a solution to help retirees seamlessly transition from traditional group insurance coverage to affordable, individual plans.”

The acquisition of Senior Educators provides Hewitt with the key building blocks needed to expand its services in the retiree health market—a solid proprietary technology platform, strong relationships with the major health plan providers and a skilled team. Hewitt will invest in sales, marketing and infrastructure to quickly scale this business.

Financial terms of the agreement were not disclosed.


Hewitt Associates Release – Focus on Leadership and Key Talent Critical in Driving Deal Success, According to New Hewitt Survey

Analysis Shows Clear Link Between Investing in Human Capital Issues and Exceeding Deal Objectives

LINCOLNSHIRE, Ill. — Corporate transaction activity is expected to increase in 2010, yet many acquiring companies around the world say they fall short in meeting their deal objectives. One contributing factor? Failure to execute leadership and critical talent agendas, according to a new global survey by Hewitt Associates, a global human resources consulting and outsourcing company. As deal activity heats up this year, Hewitt’s survey shows that effectively addressing human capital issues can be a critical tipping point in the success of an organization’s deal.

According to Capital IQ, deal activity — including mergers and acquisitions (M&A), joint ventures, divestitures and IPOs/spin offs — totaled $2 trillion (USD) in 2009. Hewitt’s quarterly M&A pulse survey of 278 organizations around the world shows that 72 percent expect to increase their deal activity over the next two years. However, almost half (47 percent) said their past transactions did not achieve their intended financial and strategic objectives. Further, while almost two-thirds (65 percent) of companies indicate that leadership and key talent retention are critical to the success of a deal, nearly half (49 percent) of these organizations report they have lost critical employees at the same rate or at an even higher rate than non-critical employees.

A separate Hewitt analysis shows that the loss of critical employees can have a devastating impact on corporate transactions. Based on a sample of 96 companies representing more than $568 billion (USD) in total deal value over a two-year period, Hewitt’s analysis found that more than $54 billion (USD) — or 10 percent — of a deal’s value depends on the rate at which critical employees separate during or immediately after corporate transactions.

“As we unravel the reasons why companies aren’t achieving their M&A goals, it’s not surprising that leadership and critical talent issues are a major piece of the puzzle,” said Elizabeth Fealy, global leader of Hewitt’s Corporate Transaction and Transformation practice. “Often, the loss of critical employees may be enough to erase much of the synergy value companies sought in the deal. In other words, having your most valued talent leave during a merger or acquisition can be a true ‘deal-breaker.’”

To explore this point further, Hewitt compared the survey responses of companies that exceeded deal objectives (Overachievers) versus those organizations that did not achieve their deal objectives (Underachievers). In its analysis, Hewitt found a clear link between deal success and investment in leadership and key talent issues. Overachievers and Underachievers both say leadership and talent strategies are important to the success of a deal (69 percent versus 62 percent, respectively). However, less than a third (32 percent) of Underachievers report their leadership and key talent strategy in transactions as being effective, compared with 70 percent of Overachievers. Overachievers are also twice as likely to effectively identify and retain leaders (81 percent versus 42 percent) and assess critical talent (73 percent versus 35 percent).

“Human capital is one of the top three intangible assets of any organization, yet many companies fail to execute a rigorous and sustained leadership and key talent approach, permitting key leaders and talent to walk out the door,” adds Fealy. “As companies prepare for 2010 and beyond, there is a real opportunity to shift the dial. Having a formal strategy and game plan for leadership and key talent and effectively executing on it is critical for achieving better deal success.”

About Hewitt Associates

Hewitt Associates (NYSE: HEW) provides leading organizations around the world with expert human resources consulting and outsourcing solutions to help them anticipate and solve their most complex benefits, talent, and related financial challenges. Hewitt works with companies to design, implement, communicate, and administer a wide range of human resources, retirement, investment management, health care, compensation, and talent management strategies. With a history of exceptional client service since 1940, Hewitt has offices in more than 30 countries and employs approximately 23,000 associates who are helping make the world a better place to work. For more information, please visit


I am Hewitt! This is Where I Make a Difference

http://www.google.com/profiles/Hewittassociates2009

I am Hewitt!
I make a difference
Each day I contribute to the global well-being and awareness of individuals and families across cultural, ethnic and religious boundaries.
My contributions matter.
My input is valued.
My thoughts and ideas are implemented in a conceptual team setting where collective knowledge sharing is the key to successful cutting edge acheivements.
I am the past, the present and the future of this organization.
Each day the voice of Ted Hewitt and his vision of customer focus is heard through the walls of our infrastructure.

I am the best and I work with the best

Investment guru John Rogers during a recent interview with CNBC spoke of his recent investment options and achnowledged a significant personal stake in Hewitt Associates. His reason was simple: “Because it is one of the best HR companies in the world”

http://www.gurufocus.com/news.php?id=58115

That is a valued statement from a significant and financial successful figure head.

With documented achievements in diversity, benchmark process improvement, excemption client focus, well positioned customer service and new client expansion, Hewitt Associates is a company rich in talent, value and achievement.

I am Hewitt and this is where I make a difference


Survivor: Recruiterville

This season of Survivor promises the most dangerous, unpredictable, cut throat competition you have ever witnessed. The challenges will be more complex, the contestants will stop at nothing for ultimate victory and the reward; more lucrative than any past season. This year’s Survivor will walk away with unconditional job security.

Is the sanctity of life the value we place upon ourselves of those whose lives we affect? We are the bearers of the future lifestyle of each and every candidate we touch. Whether that is through a simple interaction or months of developing relationships. We are a gateway to the ends defining the means.

What is the reward? When is victory found? Some Human Resource philosophers will argue never. As Talent Acquisition Specialists, we are on an endless pursuit. One without a beginning nor an end. Is this continuous circle an invitation to insanity or a calming effect on the track of professional excellence?

As we look around at the ambitious contestants we see signs of anticipation, anxiety, confidence, fear, apprehension and adrenaline. This season, the island will be filled with hunters who will be hunted by their own self-conscious. Prepare for a season of thrills and chills that you will never forget.

Each contestant will begin with a Recruiters Survival Kit which will include the following items:

1) CRM Tool
2) Legal Toolkit
3) Measurement/Metric system
4) Industry News Links
5) Social Networking Tools
6) Cultural and Translation Tools – Global Acquisition
7) A Compass

Challenge #1

Acquire the highest quality talent while reduce operating costs.

Now that should eliminate half the pool of contestants

Challenge #2

Develop a pipeline of talent and build a community of relationships that will enhance future acquisition needs for the next several quarters and years

Challenge #3

Transition from a traditional process orientated office role to a virtual social media global environment

Challenge #4

Develop a series of unique and creative sourcing techniques that take you out of your bubble and provide you with an edge on the competition

Final Challenge

Revolutionize the world of Talent Acquisition. Dare to change the evolutionary scale and set a new standard.

The field is in place and the island of Recruiterville with all its inhabitants are eager to witness the beginning of the elimination process. Can you feel the energy on the island?

Now for the M Night twist: Look in the mirror and look around you…You are a contestant. Welcome to Survivor: Recruiterville.

Strap on your best bandana and cargo pants. This is going to be a bumping ride but what a fun one it will be.


My Future in Recruiting

“In the great mass of our people there are plenty individuals of intelligence from among whom leadership can be recruited.” – President Herbert Hoover

Is recruiting about the research, relationship building and acquisition and training of talent or the potential for greatness?

My future in recruiting will be a manifestation of innovation and change. Planting the seed, nurturing and watching the tree of global unification grow is a horticulturalist dream. As the branches expand and leaves grace the stems with intellectual brilliance we find ourselves in the Talent community holding hands around this tree and embracing the future ahead of us.

Throughout my academic ride, professors stressed the importance of cultural awareness, business models, relationship building, training and adaptation. Taken that knowledge base and diversifying my career over industry sectors and geographic change, I have witnessed a collective understanding of the key factors that contribute to the greatness all companies have the potential to achieve.

Business Model 101 dictates the elements of a successful organization are built on the foundation of a mission, core values, policies and procedures, sustained culture, rewards and recognition and ethics. Putting that all aside, I have always viewed the one key element that will set brilliance ahead of mediocrity is human capital.

Those that have the key skills and competencies will help a company maintain a competitive edge but leadership is driven by risk, challenge, change management, collaboration, fiscal understanding, and cultural tolerance.

My future in recruitment is not only to play a roll in acquiring the talent that will drive my organization to become a benchmark in our industry and provide a return on investment to all our shareholders but to groom the next generation that will catapult us to standards of excellence.

I will build relationships through social networking, personal connections, collaborative efforts and integration into their professional and personal well being. Who I connect with now may have an immediate impact on the future of my company or a long term affect.

I believe in the mission of my company and its goal of promoting my personal growth and development and I feel strongly that with patience, technical resources, industry knowledge and presence, I will build a network that will continue to grow over time both domestically and globally.

My future in recruiting is about embracing the tools of social media, not being afraid to connect, and understanding the knowledge base that is launching the evolution of my industry.

I am excited about the prospects of the future. I believe talent acquisition are the pioneers of a new movement in business and we will set the standards and dictate policy moving ahead.

This is an exciting time of change.


Hewitt Associates Erin Peterson – Global Talent Acquisition Leader wins Staffing Professional of the Year

The title speaks for itself. Not one of the most witty titles but this is a rare time where a dedication blog is due.

I believe this blog is an opportunity to celebrate life and all the successes that give us pride and satisfaction.
In a world driven by chaos, greed, gluttony, selfishness, apathy and a few others that you can find under Donald Trump in Wikipedia, it is refreshing to see the collective work of a visionary appreciated by peers and industry leaders.

Chicago is a challenging market driven by diversified industry representation, a tremendous academic presence, highly competitive job markets, a visible and sometimes volatile financial markets, surging unemployment and a sensitive political arena. To stand out in this environment is an added testimony to the strength Erin Peterson has as a professional and a person.

The Staffing Management Association of Greater Chicago, bestowed their annual award for Staffing Professional of the Year to Erin on October 15th. For those of you that do not know Erin, she is a dedicated mother and wife, a networking guru, a leader that values dedication and rewards performance and and one that believes in constantly evolving and implementing change.

When she stepped into her role with Hewitt Associates in 2008, she took a platform that to the naked eye would take three to five years to implement. Set a global strategy, develop a new model of Talent Acquisition, re-invent a campus program from the ground up, develop and implement a social branding strategy, gain strides in diversity, and overall build a world class Talent Acquisition Organization.

Less than a year and a half later, the realization of her dream is being seen at a global level. Surrounded by a team that is dedicated to her vision, Erin has led this vision into a reality.

As this organization evolved so to did the supporting players by evaluating skills, developing training initiatives, adding new tools and becoming more ingrained in a solution that is cost effective with a high rate of return.

The metrics speak for themselves but the dedication of her team cannot be addressed in words.

This, in the humble opinion of Recruiterpoet will be the first of many recognitions to come.

Congratulations Erin and the entire Talent Acquisition Team at Hewitt Associates


Confessions of An Unemployed Shopaholic

“I have an interview next week with UPS. I hope I get to wear the uniform. How cool would it be to wear the uniform.” – Those words were uttered by a very successful corporate and agency Talent Acquisition professional who had the suburban home outside of the major urban market and the summer cabin by the lake up north. Enjoyed traveling and sailing and knew how to close the deal.

After months of optimistic frustration, interviews started trickling in. Slowly but promising. Sharpening the interviewing skills, preparing for the behavioral bombardment of questions and ironing the most conservative suit in the closet, he was ready. The answered flowed, the confidence rose and the will to rise from the recession was peaking its head and just as we were ready to close the deal something was missing, the money.

Wait, is he expected to do the same caliber of work for 40 or 50 thousand less than what he was making prior. Oh no, reality just pitched three strikes and Casey is still waiting at the plate with bat in hand.

Time to sell the cabin but hopefully not the dogs. We can hold out a little longer. He can do some freelance consulting, participate in some small speaking engagements, take a few courses and keep fresh on the industry news and trends.

Now he finally has time to catch up on Mashable.com, BNet.com and Tweet the trials and tribulations of Bubble Boy on Twitter. Oh yes, internet procrastination disguised as a career search session. That may actually help the mental meltdown that is about to happen.

Good news, the unemployment rate is only 9.4% but wait, it is 12.8% in his major metropolitan area and if you factor in those that are no longer eligible for unemployment, we are close to 17.5%. Not looking good but not out yet.

He still has a strong circle of friends to help him through these times and he knows he is not the only one sitting on the deck of the Titanic. That moral support from employed and unemployed alike has kept him mentally strong during this time.

Even with the prospect of UPS he still does not see a sunrise in the near future. That is scary and very real.

What does the next chapter bring for this once well educated, well paid and well respected professional….
We will wait and see. He knows he is marketable and ready to take on the next assignment. He is maintaining connections with agencies, network contacts and keeping his career search and tweet deck up to date on opportunities. With persistence and a little bit of good old fashioned luck, this once prominent member of the Talent Acquisition community will once again rise to the top.

Postscript: This individual is now a senior director at a Fortune 500 global organization. Cheers!


Why am I applying for this career opportunity?

Many at some point will and some already are in search mode. The radar is on and we are setting a course for Careerville. Unfortunately, not a Facebook application yet but give it a week or two.

Before I consider a formal application, I prepare a preliminary Q&A to help determine if I want to formally put my hat in the pile.

Here are a few things I focus on when considering a career opportunity:

1) What is the financial stability of the organization and are they under a Merger & Acquisition radar. This gives me an understanding of the long term growth and stability of the organization and fronts the question of consolidation in the event of a merger.

2) Why is this opportunity open – New business, attrition, short-term fill, expertise missing from team setting

3) What type of support is around this role – Who are the other team members and what expertise do they bring? Is there administrative support? What type of training (shadowing, on the job, classroom) will help transition into this role?

4) Does this opportunity have a set advancement ladder? (Is there a job family? What is the progression chain? What is the projected time line for advancement?)

5) What is the communication, innovation and idea implementation culture? Does this organization welcome open ideas? Is there a chain of command? Is it conservative or open to taking risk?

6) What is the leadership vision and overall company mission and how does it role into this particular role?

7) What is the work life balance culture – How many hours a week are expected? Are there late nights or early mornings? What is the travel element?

8 ) Does this role provide me with new challenges that will evolve my professional experience or will it keep me at my status quo?

9) Why am I choosing this opportunity? Responsibilities, company reputation, stability, location, I need a job…

Of course some of these can only be addressed during an interview setting but these are questions I consider when considering a new opportunity.

Now the question, Why are you applying to this opportunity?
Once you develop your own list, you will be ready to take on that career search.


Getting an Edge in the Job Market – How to Cut Through the Line to the Front

According to the United States Labor statistics 90.5 % of the eligible US working population is gainfully employed or as the cynics put it 9.5% are unemployed. Well….both numbers are wrong. For many that have dried up their welcome at the Unemployment Clinic and have seen the last government issued check for a while, they are not factored into this estimate.

Are you a bullish analyst or a bearish one on the real unemployment numbers? A fair market value estimate is that the unemployment rate is 11 – 14 percent and the employment rate is 86 – 89 percent.
Unprecedented numbers and unprecedented times….As CNBC noted this morning “It is hard to rely on historical numbers and events when we are living through an unprecedented time”

Who ever said business news channels cannot be profound and poetic.

Sometimes in difficult times the best way to start an article or a day is with a joke:

Someone told me recently about an architect, a surgeon, and economist. The surgeon said, ‘Look, we’re the most important. God’s a surgeon because the very first thing God did was to extract Eve from Adam’s rib.’ The architect said, ‘No, wait a minute, God is an architect. God made the world in seven days out of chaos.’ The economist smiled, ‘And who made the chaos?’

We are living in a time of chaos. Some may say fear, panic, depression, cynicism or even sadness. I look at this time as a time of opportunity.

I have been approached recently by some very prominent professionals asking for advice on how to publish a book. I took a talent and pursued a dream and that is how I approached the process. I think many of us are starting to realize we have a rare opportunity to take our hidden talents and passions and make them a reality. We are living in a moment of flux and we should not resist the chance to jump on and see where it takes us.

That leads me to the heart of my thought article…How do I get an edge and thrive professionally in a stagnant economy? It’s easy…Expose your talents and become a visible entity in the infrastructure of a global communications platform.

We all know Linkedin, Talentbar, Friendster, Myspace, Facebook, Twitter, You Tube, and Second life, and the multitude of new platforms rising on a daily basis. Along the big diversified sites, there are niche sites devoted directly to your profession. Is your head spinning yet? Good, now take a deep breath and follow these few easy steps to becoming a star.

1.) A superstar shines because of their skill and not because they are solely being marketed. The most successful professionals rarely have to look for the next great opportunity. Make yourself known without letting anyone know you are doing it. Set up a personalized website and design it to expose your complete persona. Include your professional and academic background, groups or organizational affiliation, volunteer work, talents and skills, family/friends if you choose and long term goals and aspirations. A great sourcer/recruiter will find you.

2.) Be very concise and succinct on your professional profile. Peak the interest of a prospective employer with details of your accomplishments and skills but don’t away too much. Leave them wanting more. Grab them with little and when they find you, expose the best of you.

3.) Don’t be afraid to be different. The internet has become the new Hollywood for the world. Just because your colleagues at a network dinner are using headhunters and putting their profile on Linkedin and cold calling doesn’t mean you have to take that route. Make a video and promote yourself on You Tube or Broadcaster.com. Show your creative side and enhance exposure to your strong communication skills, your energy level and your creative juices.

4.) Research, research research! Did I mention research? Always keep your eyes open for that perfect career. Someday even Willy Wonka may need an assistant and when that happens you need to jump on that. When you choose to pursue an opportunity, use the tools you have to research the company, find out who the assessors may be, learn the culture and develop an approach that will grab their attention.

5.) Patience. Every good thing requires a level of patience. Don’t get discouraged! Don’t feel less valued! Don’t feel like the world is ending…unless your favorite American Idol just got voted off! Most importantly, try to stay consistent with the lifestyle you have grown accustomed to because things will rebound to a level of normalcy over time.

6.) The final advice I can give is the harder to achieve for many. Make time for yourself. If you have an opportunity, take a trip, build a boat, do volunteer work, start a hobby, work out or make art out of macaroni. This is a time of you. Don’t forget that.

Life doesn’t have a set of instructions or a clear conclusion but it does have a teacher to help guide you through times like this. That is the person you see every morning in the mirror. Whether we are directly affected by these difficult times or know someone, we all feel a level of empathy and the best thing we can do is seek inner happiness and make the best of this situation.


How Do I Identify Great Talent?

“I have no particular talent. I am merely inquisitive” – Albert Einstein

Talent isn’t born, it is developed and harnessed.
We live in the most exciting, technologically advanced and intelligent time in our modern history.
We are given tools to grow and excel.
Our limits are boundaries.
Our borders…non-existent
Today is a time for greatness.
Each of us has the opportunity, the determination, the drive and the talent to do more than we can ever imagine
What inspires you…
Family, a song, writing, the stars…it doesn’t matter.. All that matters is finding a talent and being the best you can be.

Understanding what inspires and motivates is the key to finding talent.

There are several key elements involved in identifying and attracting the best talent in the marketplace.

1.) Be creative and individualize yourself. Don’t be afraid to try something completely different. Explore a new user group, start a blog, take to a stranger at a coffee shop but don’t be afraid to fail.

2.) Research – Understand your target audience. What are their interests? What motivates them? Do they want more education, more challenging work, leadership opportunities, time off, affinity groups, social networking or just the feeling of a hard days work

3.) Develop trust and confidence. Don’t be afraid to talk to them. Offer advice. Prep them and give them a resource from the very first call until they are a part of your organization.

4.) Have fun. Whether you are a sourcer or a recruiter. Whether your focus is research or relationship building; remember the key to a successful career is having fun. You are helping to shape the lives of families every day of your career. Know how important you are and have fun.

5.) Be Great…Greatness is contagious. If you are great, you will find great, you will develop great and you will ultimately be surrounded by great.

Life can be very simple or very challenging.
Be spontaneous but have a plan
Don’t be afraid to laugh or cry
Value what is important to you.

The talent is there, develop a plan that works and stick to that formula.

That is my plan…


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