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Virtual Employment Agency vWorker.com Changes the Game for Employers and Job-Seekers

Virtual Employment Agency vWorker.com Changes the Game for Employers and Job-Seekers »

Tampa, Florida (PRWEB) February 02, 2012 Since 2008, thousands of small to medium sized companies have turned to remote workers to combat the poor economy. By hiring people who work from their kitchen tables and home-office computers, the company saves money which often means the difference between survival and bankruptcy. And their remote employees enjoy a more flexible and independent lifestyle than they ever could before.

Unfortunately remote hiring hasn’t lived up to its potential either. Deloitte Consulting found that 70% of large organizations have had negative experiences and have taken a more cautious approach. “The problem for companies is that it’s really, really hard to choose the right candidate from a sea of bidders,” explains vWorker CEO, Ian Ippolito. “The worst workers are 1/10th as productive as the best, so choosing right is critical. But the existing online tools are not up to the job. Profiles, and portfolios and ratings don’t do the trick, because they can (and often are) plagiarized or faked. So too many projects fail.” This has also caused many of the most qualified job-seekers to miss out on contracts. And many companies have avoided remote hiring all together.

But now vWorker has introduced a new feature that completely eliminates this problem and the entire interviewing process altogether. Instead, the employer watches candidates compete in a crowd-based audition (called an “on-the-job trial”) and awards the job to the best performer. To give the candidates an incentive to participate, the winner is given a prize (or multiple winners are given prizes).

This on-the-job trial should not be confused with traditional crowdsourcing, Ippolito points out. “Crowdsourcing is part of this feature, but we’ve upgraded it to make it much more versatile. Traditional crowd-sourcing marketplaces only work on small-sized design projects. An on-the-job trial works on every sized project, in every category of work.” On-the-job trials also include crowd-based features that traditional crowdsourcing doesn’t, such as market-based pricing of the prize. This ensures the employer doesn’t pay too much or too little (and avoids having a failed trial).

Uptake of this new feature has been immediate. “The moment we introduced this feature,” explains Ippolito, “we saw a tremendous explosion in its use, because it addresses a real need and no competitor has anything like it. I’m excited because this is going to open up remote hiring to a whole new audience that could never use it before.”

Click here for more information on on-the-job trials:
http://www.vworker.com/G?14229564

Company website: http://www.vworker.com

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AMN Healthcare Completes Sale of Home Healthcare Business

AMN Healthcare Completes Sale of Home Healthcare Business »

SAN DIEGO, Jan. 30, 2012 /PRNewswire/ — AMN Healthcare Services, Inc. (NYSE: AHS) announced it has completed the sale of its home healthcare business to BAYADA Home Health Care, Inc. effective January 30, 2012. As a result of the sale, AMN will receive cash proceeds of $9.65 million and retain working capital of approximately $4 million.

“Given significant reimbursement changes and the current uncertainty in the regulatory environment, we determined a divestiture of home healthcare would allow an even sharper focus on our market-leading healthcare workforce solutions offerings,” said Susan R. Salka, the Company’s chief executive officer.

“Our primary strategy of evolving our innovative healthcare workforce solutions offerings and improving profitability through growth and leverage of our leadership position in managed services programs continues to be on track,” Salka noted. “We have our sights set on another year of industry leading revenue and profitability growth and continuing to build our market share in 2012.”

As a result of the sale, the home healthcare segment will be reported in Discontinued Operations for all applicable periods presented in our consolidated financial statements. Due to this presentation, fourth quarter revenues from Continuing Operations are now expected to be between $219 million and $223 million, which is consistent with previous guidance excluding approximately $13 million of revenue associated with the home healthcare segment. Gross margin is expected to be at the high end of the previous range provided of 27.5% to 28.0% and adjusted EBITDA margin is expected to be above the prior target of 6%. The sale of this segment is not expected to have a meaningful impact to fourth quarter income from Continuing Operations. The Company’s 19 franchisee-owned Nursefinders offices were not included in the transaction.

The Company intends to use proceeds from the sale to pay down debt. In addition, the Company does not anticipate any impact on its credit facility or related covenants and no amendments to the credit facility were required to execute the transaction.

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hrQ Launches Chicago Office and Announces Dave Mckeon as Managing Director

hrQ Launches Chicago Office and Announces Dave Mckeon as Managing Director »

DENVER, Jan. 27, 2012 /PRNewswire/ — hrQ, an award-winning professional services firm focused exclusively on the human resources profession, announced today that Dave McKeon has joined as vice president and managing director to lead hrQ’s expansion in the Chicago market. Dave joins hrQ with significant human resources experience from companies such as Hewitt Associates, Ameritech, Mobil Oil and Frito-Lay. “We are looking forward to Dave leveraging his years of practical human resources experience and business knowledge to help our clients elevate their human resources functions. His perspective, quality focus and professional network will serve our clients and hrQ’s growth plans well,” said Molly McCoy, CEO of hrQ.

Dave commented, “I am very excited to join the hrQ team. HR is our only focus and we will be able to bring an unequaled offering of national search, contract staffing and consulting to companies in the Chicago area and throughout the Midwest. ”

In addition to launching the Chicago office, hrQ will be making decisions on other market locations in 2012 to expand their national presence.

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vrecruiting Welcomes New Managing Director, Craig Jackson

vrecruiting Welcomes New Managing Director, Craig Jackson »

Austin, TX (PRWEB) January 30, 2012 vrecruiting, a provider of a full suite of customizable recruiting solutions, announced Craig Jackson has joined the company as the new Managing Director.

Mr. Jackson is responsible for leading the recruiting firm, expanding recruiting solutions nationally, giving operational and strategic direction, and providing client support and guidance. He brings more than 17 years of experience in delivering recruiting solutions for multiple fields, including Accounting and Finance, Information Technology, and Engineering.

“Craig is an ideal leader for the vrecruiting team as we continue to expand our recruiting solutions nationwide. His industry leadership experience offers direct insight into the needs of our clients and his creative problem solving expertise makes him an invaluable asset for clients to work with,” says Ellen Wood, vcfo CEO.

Prior to joining vrecruiting, Craig was involved in the development and growth of both publicly traded and privately held recruiting and staffing firms. He is a successful leader with experience and expertise in building and managing strategic partnerships with team members and external customers alike and brings with him comprehensive experience in compensation planning including competitive market analysis, bonus and incentive planning and employee salary negotiations.

“I am excited to join a firm with such a rich tradition of success on a local and national scale,” says Mr. Jackson. “The decision to join an industry leader was easy and will enable me to continue to provide world class delivery excellence to current and future clients.”

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iCIMS® Announces Impressive Q4 and Year-End Results

iCIMS® Announces Impressive Q4 and Year-End Results »

Hazlet, NJ (PRWEB) January 30, 2012 iCIMS, a leading provider of Software-as-a-Service (SaaS) talent acquisition solutions, today released its Q4 and year-end results demonstrating 20% revenue growth over the course of 2011. In Q4 alone, iCIMS signed an impressive 75 clients, representing a 47% increase in the number of customers signed in Q4 of the previous year.

In addition to significant growth in revenue, 2011 marked a significant milestone in company history – the achievement of 1,000 clients using its flagship product, the iCIMS Talent Platform. Talbots Inc., Aramark Corporation, Citgo, Modell’s Sporting Goods, NPR, PUMA, Mobile Mini, Inc., Suncor Energy, Waters Corporation, and The Children’s Place were just a few of the prominent brands that helped iCIMS reach the 1,000 customer mark. In total, iCIMS signed nearly 300 clients in 2011, creating 35% new customer growth since 2010. Furthermore, iCIMS surpassed its previous record for the number of clients acquired in one year, collecting an average of one new customer for every business day in 2011.

New client acquisition trends in 2011 demonstrated iCIMS’ continued stronghold in the SMB market. To further expand its reach, iCIMS unveiled iCIMS NOW, an application tracking system that is preconfigured to meet the needs of businesses with fewer than 100 employees. Since iCIMS NOW’s initial implementation in August 2011, the customer base for the product has continued to double each month. Recently, iCIMS began offering brief, complimentary guided product tours of iCIMS NOW for contacts at small businesses who are looking for a low-cost, high-value, introductory talent acquisition solution.

iCIMS’ continued success was recognized by a number of local and national organizations. Most recently, iCIMS was ranked #362 on the Deloitte 2011 Technology Fast 500, recognizing North America’s fastest growing technology companies in terms of percentage of revenue growth over a five-year period. iCIMS was also ranked #30 on the 2011 NJBIZ magazine’s list of New Jersey’s Fifty Fastest Growing Companies, and was recognized by the Inc. 500 | 5000 list of the nation’s fastest-growing private companies for the sixth consecutive year. Recognition continued at the industry level, with iCIMS being named a Champion in the Info-Tech Research Group’s Vendor Landscape Report for Talent Acquisition Systems.

iCIMS’ consistent year-over-year profit increases and milestones achieved in 2011 garnered attention from the investment community. This month, iCIMS received a $35 million minority growth equity investment from Susquehanna Growth Equity, LLC (SGE). The company plans to use the funding to increase investments in marketing, product development, and staffing to fuel its rapid growth strategy.

As part of the company’s overall strategic expansion plans, iCIMS filled a total of 117 open positions this past year, representing a 20% increase in global headcount versus 2010. Approximately 40 new employees joined the organization in Q4 2011 alone, and the company plans to add approximately 80 new hires before the end of 2012. The company’s recruitment efforts will focus on hires in marketing, sales, and technology in both the U.S. and abroad.

“iCIMS’ record-breaking achievements in 2011 have ushered the organization into an exciting 2012. Our recent minority growth investment from SGE is a direct result of these impressive accomplishments,” said Colin Day, CEO, iCIMS. “The iCIMS team looks forward to executing our aggressive growth plans this year, delivering more value to our existing customers, and expanding our reach in the SMB market,” Day concluded.

iCIMS simple-to-use and scalable solutions have resulted in strong adoption and usage rates among SMB businesses. In 2011 alone, customer use of the iCIMS Talent Platform was responsible for a total of 622,337 job postings, which collected over 15 million candidates. The system generated an impressive 5 billion job post views which resulted in over 425,000 employees hired by year-end, notable in an economy where job opportunities are still considered scarce.

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Millennium Search Surges Toward Another Record Year

Millennium Search Surges Toward Another Record Year »

Charlotte, NC (PRWEB) January 30, 2012 One of the leading executive recruiting firms, Millennium Search, is reflecting on a successful 2011 after earning record revenue and doubling in size. The firm is led by Amish Shah, 38, an industry veteran who has had relationships with the top venture capitalists and start-ups since 1995.

Millennium Search has filled key positions at high profile technology companies such as EMC, Progress Software and cutting edge companies such as Endplay, Acquia and SeatGeek. In the process, the firm has generated quite a buzz among the fast-paced recruiting industry. The firm attributes much of its recent success to being extremely quick and delivering quality candidates to clients.

“We understand the sense of urgency for getting top talent in this hot job market, and our team knows how to be efficient and do what it takes to get the job done with the ideal candidate,” said founder and CEO Amish Shah. “What typically takes other firms 90-180+ days usually takes us less than 30. We carefully screen our clients to make sure they meet three key factors. They need to have a strong management team, funding and a hot product or value proposition that can disrupt the marketplace. If they don’t have one of these important factors in their criteria then we do not engage with them.”

Engaging the client as more of a partner in the recruitment process is also another step Millennium Search takes in order to implement a successful search. By partnering with each client, each individual search becomes much more personalized, thus making it easier to find the right fit for each position.

The emerging trend of start-ups in the technology sector has the boutique search firm poised for even further success. The firm has worked with numerous innovative private companies backed by the likes of Greylock Partners, Accel Partners, Index Ventures and Union Square Ventures, making them a household name among new social media platforms and small companies looking for the right talent to build upon.

Looking to continue the success of 2011 into 2012, Millennium Search has over 100 openings it is actively looking to fill for clients and will be looking to grow the team and portfolio. The firm will be making some big announcements the next few months on some major client wins and strategic placements.

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Aspire! Empower! Career Strategy Group Unveils 5-Step Plan for Using Social Media in a Job Search

Aspire! Empower! Career Strategy Group Unveils 5-Step Plan for Using Social Media in a Job Search »

Bethesda, MD (PRWEB) January 27, 2012 To get a job today, it is imperative for job seekers to create a purposeful and professional web presence. But, despite this clear directive, many job hunters still find it distressing, due to privacy concerns, or lack of confidence in—or comfort using—the social media tools, and decide to opt-out of social media altogether. According to Laura M. Labovich, Founder of Aspire! Empower! Career Strategy Group, a DC-based career firm, “Companies are turning to social media sites [to look for candidates] at a breakneck pace, and to catch the attention of prospective employers, and to be viewed favorably when stacked up against the competition, job search must be paired with a proactive social presence.”

In a recent article entitled “No More Resumes, Some Firms Say,” the Wall Street Journal showcased the recruiting protocol of Union Square Ventures, a New York venture-capital firm that recently posted a position for an investment analyst. “Instead of asking for resumes,” the VC firm asked applicants to “send links representing their web presence.”

Don’t get caught with no online presence when looking for a job. Follow the 5-steps below to easily launch an online job search:

Search inside before proceeding outside. Job seekers who spend ample time on soul search, tend to conduct a job search with greater efficiency and fewer stumbling blocks, and the reason for this is simple: empoloyers expect candidates to know what they want. So, it’s important for job hunters to be clear about the value offered. Assessments can help struggling job seekers to crystalize positioning and get clear on value. Once the soul search is out of the way, it’s time to share it with the world.

Join LinkedIn.com and complete the profile to 100%. Keep it up to date with a recent (and professional) photo, recommendations, and a powerful, authentic and personable LinkedIn profile that speaks to the target audience. (Get help from a professional writer or career coach if this becomes tenous.)

Share expertise. Participate in online groups and answer questions on LinkedIn to demonstrate knowledge in a particular field or industry. Becoming an “insider” can yield more contacts, at a faster pace, and help job seekers stay abreast of industry trends and challenges.

Figure out the Twitter “thing.” Pair a LinkedIn strategy with a Twitter one to engage in personal dialogue with company insiders and industry experts. Hone in on a marketing message, create a 160 character bio, begin tweeting (keeping tweets 75% professional and 25% personal, as a general rule) and, finally, seek out other experts to follow, by using directories such as: ExecTweets, WeFollow and Twellow. Most imporantly, be generous by retweeting what others say, and creating interesting and original content that is on point with career target and valuable to the Twitter community.

Add video to the mix. For job seekers with little to no presence, who are “ungoogleable” or considered invisible to the search engines, a good rule of thumb is: “video is king.” One quick way to be found online is to create a video, as it will find it’s way to the top of Google search results.

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Contemporary Personnel Staffing Inc. & Professionals Inc. Selected Microsoft Dynamics GP and Personnel Agency Management (PAM) from Professional Advantage

Contemporary Personnel Staffing Inc. & Professionals Inc. Selected Microsoft Dynamics GP and Personnel Agency Management (PAM) from Professional Advantage »

FARGO, N.D., Jan. 26, 2012 /PRNewswire-iReach/ — Professional Advantage, a staffing software solution provider, announced today that Contemporary Personnel Staffing Inc. (CPS) and Professionals Inc. selected Professional Advantage’s Personnel Agency Management (PAM) and Microsoft Dynamics GP as their staffing software.

CPS first became interested in PAM when they attended a Professional Advantage webinar and learned PAM could integrate with their current software applications, specifically their front office solution from Bullhorn. Originally they thought about keeping their current back office software and building an integration with Bullhorn. However, since their back office was very antiquated, CPS felt it would have been too difficult to integrate. Once they saw what PAM could do with Microsoft Dynamics GP, and how seamless the integration was with Bullhorn, they were sold.

Many of the manual processes CPS currently does will be automatic with PAM and GP, saving them valuable time and money. For example, 25 companies require their invoices emailed electronically. To complete this process CPS would have to print all invoices, check their list for these 25 companies, go through all of the invoices to pull out the 25, scan them, and finally send an email with the scanned invoice to the client. “As you can imagine, this is a long process and we continue to get more clients requesting electronic invoicing, stated Jenn Silverio, Payroll Administrator and Technical Coordinator for CPS.

With PAM, CPS will also have access to Online Time Entry so they will no longer need to enter over 500 time cards manually each month. This process is very time consuming because each entry must be checked multiple times for accuracy. “Implementing PAM will automate our billing process and save us at least 7-8 hours of manual work each week,” said Jenn Silverio. CPS is also looking forward to the advanced reporting available with PAM Web House.

Contemporary Personnel Staffing Inc. and Professionals Inc. expect to save valuable time and money by implementing PAM as their Back Office staffing software solution. “Over time PAM will pay for itself,” said Silverio, “In addition to increasing efficiency, implementing PAM will also decrease our software operating costs.”

The implementation of PAM and Microsoft Dynamics GP is currently in progress and CPS is excited to go live very soon with their new staffing software. Silverio stated, “The consultant from Professional Advantage not only has extensive accounting experience, but knows the staffing industry which is very helpful, making the implementation go very smoothly. Their consultant really took the time to understand how our processes work.”

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HR Outsourcing Firm CPEhr Announces Launch of Redesigned Website

HR Outsourcing Firm CPEhr Announces Launch of Redesigned Website »

Los Angeles, CA, January 26, 2012 –(PR.com)– CPEhr today announced the launch of their redesigned website. The website redesign was focused on tangibly representing the benefits small employers experience by outsourcing their human resources.

For thirty years, human resources outsourcing firm CPEhr has assisted employers in reducing complex and expensive employment administration tasks, such as HR compliance, payroll, employee benefits and safety. However, the benefits of outsourcing human resources are often intangible and many employers have difficulty understanding them. The new website is geared to simplifying these benefits by providing real-life examples of the financial savings and risk reductions provided by CPEhr.

“Many employers continue to investigate the value of HR outsourcing and Professional Employer Organizations as a way to cut employment costs and risks,” explains Ari Rosenstein, CPEhr’s Director of Marketing. “We wanted our new website to clearly reflect these benefits and to encourage employers to take a serious look at outsourcing their HR functions.”

CPEhr significantly reduces their clients’ employment overhead costs by providing access to group insurance programs, online HRIS systems, and proven employment procedures. Furthermore, CPEhr’s experienced HR staff and in-house legal counsel provide up-to-date guidance and support, reducing their client’s employment risks.

“We are confident that once an employer takes the time to compare their current, in-house HR processes to those of CPEhr, they will quickly recognize the benefits of human resources outsourcing,” says Rosenstein.

CPEhr offers a wide range of services, each geared to address a specific employment challenge. These services include:

· Employment compliance consulting
· Administrative support
· Employee documentation, forms and handbooks
· Risk Management
· Insurance services, including health insurance, voluntary benefits and workers’ compensation
· Recruiting
· Management Training
· Payroll and Tax

The CPEhr website can be viewed at http://www.cpehr.com.

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Sterling-Hoffman completes Associate Director Regulatory Affairs search for pharmaceutical company.

Sterling-Hoffman completes Associate Director Regulatory Affairs search for pharmaceutical company. »

PRLog (Press Release) – Jan 06, 2012 – Sterling-Hoffman announced today that its search for an Associate Director Regulatory Affairs on behalf of a pharmaceutical company in Pennsylvania is complete.

“It’s hard not to be proud of our executive-search practice; recruiting an Associate Director Regulatory Affairs is a serious endeavor, and they did it lightning fast. We’re proud of our recruiters,” said a spokesperson for Sterling-Hoffman.

The actual name of the hiring company is being kept confidential, consistent with Sterling-Hoffman’s standard business practices though journalists are welcome to call for details.

The global market for pharmaceutical products, biotechnology products, and medical device companies such as drugs, monoclonal antibodies, various therapeutic products, stents, x-ray machines, CT machines, blood sugar meters, artificial limbs and organs, as well as surgical products is among the most competitive industries in the world, yet also expected to be one of the highest potential investment areas open to private equity / venture capital investors. Companies such as Novartis, Pfizer, Boehringer, AstraZeneca, Johnson and Johnson, GlaxoSmithKline, Bayer, Genentech, Eli Lilly, Bristol-Myers, Amgen, Medtronic, Stryker, Boston Scientific, GE Healthcare, Siemens Medical Solutions, Tyco Healthcare, Guidant, B. Bruan, Becton, Dickinson, Zimmer Holdings, and Fresenius are some of the best known companies developing and marketing products in the medical device industry, pharmaceutical industry, and biotechnology industries. Given the rate of growth, careers / job openings related to both products (and services such as clinical research and laboratory testing) that address various health issues in oncology, dermatology, neurology, cardiology, hematology, urology, nephrology, and vaccines are expected to be increasingly lucrative for senior executives over the next 20 years.

Biotechnology Jobs and Pharmaceutical Jobs are two segments of the career market that are projected to continue growing, despite any slowdown in the US economy that might occur.

Read Sterling-Hoffman completes Associate Director Regulatory Affairs search for pharmaceutical company. now »

Small Business Owners Indicate Optimistic Outlook for Year Ahead

Small Business Owners Indicate Optimistic Outlook for Year Ahead »

CAMPBELL, CA and BOZEMAN, MT, Jan 26, 2012 (MARKETWIRE via COMTEX) — Schedulicity ( http://schedulicity.com ), the leader in online appointment scheduling for small, appointment-dependent businesses, today announced the results of its business and economic outlook study for 2012. The study reveals the priorities, attitudes and perceptions of small businesses in regards to the economy, hiring expectations, marketing and 2012 business performance.

“While 2011 was clearly still a rebuilding year for many small businesses, 2012 is poised to be a time of development,” said Jerry Nettuno, CEO of Schedulicity. “Prosperity is right around the corner. Small businesses owners are signaling to us — both anecdotally and through formal communications — that the economic recovery is progressing.”

Schedulicity-using SMB owners were asked to participate in the online survey, from which nearly 1,200 responses were received. Here are the results:

1. SMBs Are Overwhelmingly Optimistic About 2012 Business Performance Among survey respondents, a surprising 91 percent indicated they expect their business to perform better than it performed in 2011, while only two percent predict negative business results. More than 47 percent expect much better results and 44 percent rated their expectations as somewhat better than last year. For comparative purposes, participants were asked to assess their 2011 business results. An impressive 51 percent rated last year’s business performance as better, or much better than expected; 34 percent reported earnings were on point with expectations; and a minimal 12 percent reported a worse-than-expected business performance in 2011.

2. Small Business Owners Believe the Economy has Turned a Corner

When asked to rate the outlook on the economy in 2012, a hopeful 66 percent of business owners expect a better economic environment. Conversely, only eight percent believe the economy will be worse in the New Year, while 26 percent expect the economy to remain unchanged in 2012.

3. Businesses Focused on Top- and Bottom-Line, not Cutting Costs

Participants were asked to rank a list of potential business goals on a scale of one to five, with one being least important to their overall corporate goal attainment. Overwhelmingly, respondents ranked growing revenues and increasing profits as the highest priorities, while cutting expenses was a distant fifth in importance. Given participants’ bullish economic outlook, service-based businesses clearly favor customer and revenue growth strategies versus cutting headcount or other expenses to meet their 2012 financial goals.

4. More than Half of SMBs Predict Revenue Growth When asked to share expected revenue growth for 2012, 39 percent of participants estimated a 10 to 25 percent increase, while 26 percent expect an astounding 25 to 50 percent increase.

5. Hiring As the job market continues to be a hot topic in 2012, survey results point to an expected uptick in hiring. More than 40 percent of responding business owners say they will hire 2.5 new employees this year, on average. For many participants, this means bolstering staffing numbers by almost 70 percent.

6. The Customer (and Prospective Customer) is King in 2012 When presented with a list of possible business tactics for achieving their 2012 corporate goals, expanding their customer base came in first with 45 percent of business owners, making it their most important growth objective. Filling open appointments in their schedules and improving customer satisfaction were rated the second and third most important tactics, respectively.

7. Online Marketing Features are Critical to Schedulicity Users

Small business owners understand the importance of implementing cost-effective marketing tools to help achieve their business goals in 2012. Social media, SEO and email marketing were all ranked equally important, notably over tools like direct mail, coupons/daily deals and traditional print advertising. Fifty-five percent of respondents cited Schedulicity’s online marketing tools as one of their top three priorities for achieving their marketing goals this year.

By gauging the importance of Schedulicity’s offered features and capabilities, the survey offers insight into what online tools SMBs consider critical to their business. A stunning 95 percent of SMBs ranked Schedulicity’s mobile capabilities as critically important to the success of their business, while email marketing and the service’s Facebook widget came in closely behind with 94 percent ranking.

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Fusion Event Staffing Celebrates 20 Year Mark

Fusion Event Staffing Celebrates 20 Year Mark »

Alpharetta, GA, January 27, 2012 –(PR.com)– Fusion Event Staffing, a nationwide event staffing agency, today announced the celebration of 20 years in business; making it one of the longest enduring event staffing agencies in the country. Serving 900+ cities across all 50 states, Fusion has grown to one of the largest event staffing companies in the country that focuses on serving agencies with promotional staffing support for brands seeking to attain face-to-face marketing visibility with consumers.

Sherry Kovak, a veteran brand ambassador herself, founded Fusion Event Staffing in 1992 as her answer to client requests for more staff “just like her” to represent their brands. Over the next 10 years, Sherry expanded her operations, primarily focused on the southeast region. In 2001, her husband, Mike, joined the management team as Vice President of Sales and Marketing, and together they’ve experienced double-digit growth that has positioned Fusion as a nationwide leader in the industry; serving over 100 agency partners today, presenting experienced event ambassadors across the county.

“If clients work with us just once, they quickly realize the difference between Fusion and other staffing agencies,” said Sherry Kovak, President of Fusion Event Staffing. “Our experience and attention to placing the right, quality brand ambassador to represent the brand to the consumer is unique in our industry. Our passion to serve and desire to create mutually rewarding personal relationships enhances Fusion’s expertise as a consultative partner that both event staff and our agency partners can trust; therefore, we’re able to successfully increase overall staffing effectiveness and generate measurable results.”

“Our longevity and consistent growth over the past two decades presents an exciting story that positions Fusion as a staffing partner that agencies can count on,” adds Mike Kovak, Vice President of Marketing. “Our 20,000 nationwide staff, supported by an advanced technology platform powered by our incredible staffing management team, has allowed us to personally impact many lives while presenting some wonderful brands. Our growth is further fueled by our personal commitment to the success of our client’s programs, thinking proactively and presenting strategic recommendations so everyone wins, which includes presenting opportunities in new arenas as exemplified in the growth of our bilingual staffing division. We look forward to serving our staff and agency partners as a leader in the industry for many years to come!”

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Absolute Staffers & STGi Win U.S. Air Force Healthcare Staffing Contract

Absolute Staffers & STGi Win U.S. Air Force Healthcare Staffing Contract »

LAUREL, Md., Jan. 26, 2012 /PRNewswire-USNewswire/ — Absolute Staffers (ABS) is proud to announce that, in conjunction with their partner, STG International (STGi), they have been awarded a U.S. Air Force Clinical Acquisition Support Services (CLASS) contract to staff USAF Military Treatment Facilities (MTFs) across the United States and Guam. The Absolute Staffers – STGi team will hire for eight types of clinical services: Allied Health Services; Ancillary Services; Behavioral Health Services; Dental Services; Nursing Services; Primary Care Providers; Specialty Providers; Technician Service. The contract, worth nearly $1 billion, will run over five years.

“We are so thrilled to learn of this new opportunity with our partner, STG International,” says Lora Antoine, CEO and President of Absolute Staffers. “We are honored to be an awardee on CLASS and we are excited to continue to expand our support of the US Air Force. We are confident that our track record of providing high quality medical healthcare staffing to MTFs in combination with STGi’s record of providing excellent healthcare to military professionals demonstrates our qualifications and our readiness to complete this mission.”

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Manpower Advises Companies to Adjust Their Contingent and Permanent Workforce Mix to Ensure Agility in Uncertain Economy

Manpower Advises Companies to Adjust Their Contingent and Permanent Workforce Mix to Ensure Agility in Uncertain Economy »

DAVOS, Switzerland, Jan. 25, 2012 /PRNewswire/ — Manpower (NYSE: MAN), the global leader in contingent and permanent recruitment workforce solutions from ManpowerGroup today called for organizations to adjust their workforce strategy to incorporate a more flexible, agile approach if they hope to successfully navigate the Human Age in a new insight paper published at the World Economic Forum Annual Meeting, Davos. The paper, Increasing Demand for Better Skills Assessment and Match for Better Results is part of a series published by ManpowerGroup, the world leader in innovative workforce solutions, advising companies How to Navigate the Human Age through the company’s annual analysis of the macro-economic forces evolving the world of work.

Companies in the Human Age are lean organizations with tight margins. As growth continues in emerging markets and softens in much of the developed world, businesses are demanding new and increasingly specific skills and capabilities from their workers to take advantage of every opportunity and do more with less. Demand is the key driver of hiring activity in the Human Age. Companies are looking to hire “just-in-time” with fast time-to-value, depending on the economic climate and their ability to predict fluctuating demand. According to a recent McKinsey study, nearly 60 percent of companies surveyed see temporary / contract workers as the largest growing percentage of their workforce.

“Clients are telling us they need to be more flexible and agile to react to this environment. Manpower is seeing the global contingent workforce grow as a result,” said Joerres. “Companies are evolving their approach to manage their talent as carefully and strategically as they would any other scarce resource, flexing their workforce in response to demand and changes in their markets.”

However, converging macro-economic forces and demographic shifts mean skilled individuals are in short supply, meanwhile under-qualified workers remain abundant. In 2011, over one third (34 percent) of employers surveyed by ManpowerGroup’s Annual Talent Shortage Survey said they were having trouble finding the talent they need, yet unemployment remains relatively high. This conundrum of high unemployment and talent shortage is hampering economic growth, challenging employers’ ability to respond quickly to demand.

Manpower specialists find, assess and match the right talent, accurately and rapidly moving people in and out of a business as the demand for products and services shift. Leveraging more than 60 years of experience in providing innovative workforce solutions, an unrivaled global footprint across 80 countries and in-depth understanding of local labor market trends, Manpower partners with companies and candidates to provide the right match, with the right skills, in the right timeframe for better results.

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Talent Technology Releases State of Recruiting Report for 2012; The War for Skilled Talent is Here

Talent Technology Releases State of Recruiting Report for 2012; The War for Skilled Talent is Here »

Vancouver, BC (PRWEB) January 25, 2012

Talent Technology Corporation, providers of Talemetry™, the leading talent generation solution for corporate HR and recruitment agencies announced today the results to their latest survey of recruitment professionals, releasing their annual State of Recruiting Survey Results and Infographic. Finding good candidates remains the #1 recruiting challenge for organizations; the more specific and higher skilled the job requirements, the harder to find qualified candidates.

Talent Technology conducted a State of Recruiting Survey last fall, surveying over 1,100 recruitment professionals across North America giving many valuable insights to help companies put their recruiting plans together. An Infographic and a full report are now available, along with a webinar on February 7th, which will not only explain the results in detail, but also give tips to gain a competitive advantage in the upcoming war for talent.

Social recruiting is the hot topic in recruiting today, and it’s use is increasing. While over 60% of our respondents use LinkedIn for recruiting, they said only 12.5% of candidates come from social recruiting. Despite claims of job boards demise, they remain to be the top listed place to find candidates at 17%.

The survey results are also proof corporate and economic growth is coming in 2012! While the war for skilled talent heats up and drives tough competition for the best candidates, building a solid recruiting strategy is critical for success in 2012. This isn’t an easy task, even for the most experienced HR professional.

Talent Technology is offering a Talent Generation Strategy Review to make sure companies are aligning their recruitment practices and goals to ensure success in 2012. The complimentary review will include:

– Review of the current state of your recruiting practices, including recruitment marketing, talent sourcing, social recruiting, talent networks, career portals, candidate engagement and employment branding

– Discuss plans for your 2012 Talent Generation Strategy

– Look at how Talent Generation can drive strategic advantage for your business

“We are excited to see over 60% of companies are experiencing signs of recovery from economic difficulties,” says James Thomas, VP of Marketing at Talent Technology. “With an increased demand for candidates, and good skilled candidates being harder and harder to find, it will become more critical to build a solid talent generation strategy to lead you to recruitment success for 2012.”
For more information on our webinar on Tuesday February 7th, click here or visit http://www.talenttech.com.

About Talent Technology CorporationTalent Technology has a strong track record of customer successes with over 800 enterprise, mid size and recruiting customers. Over 80 million applicants annually are sourced through our systems for clients every year.

We strive to be the most important technology partner for organizations to connect people with the right job every time, everywhere. Talemetry is our market leading talent generation suite that delivers a unified solution for organizations to source, market to and engage with candidates. Talemetry provides a set of modules designed to help corporate recruiters, recruiting agencies and job boards of all sizes connect people and jobs.

We do this through deep partner relationships and integrations with key talent services, social networks, job boards and recruiting and HR software systems. We continue to build on a 10-year history of innovation and acquisitions in the recruiting technology industry.

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