Blog

Cornerstone OnDemand Foundation Transforms K-12 Education Organizations with Talent Management Software and Support

Cornerstone OnDemand Foundation Transforms K-12 Education Organizations with Talent Management Software and Support »

SANTA MONICA, Calif.–(BUSINESS WIRE)–The Cornerstone OnDemand Foundation, which helps to provide non-profits with talent management software and services for managing their people and increasing their impact in the communities they serve, today announced it now has 11 education non-profits, schools and school districts participating in its Strategic Partnership Program. Program participants are awarded a two-year contract to receive Cornerstone OnDemand’s (NASDAQ: CSOD) learning and talent management software, as well as consulting services, at no cost.

The Foundation works closely with education organizations to help them improve teacher and administrator performance – and, in turn, help students succeed in the classroom – through the use of learning, performance and talent management tools and best practices. This includes New Leaders, one of the Foundation’s inaugural participants in the program. New Leaders works to ensure high academic achievement for every student by developing transformational school leaders and advancing the policies and practices that allow great leaders to succeed.

“We believe if we can become more effective as an organization, we will be even more successful at developing school leaders who can transform our underperforming schools and raise student achievement,” said Chip Ross, executive director, people development and human resources for New Leaders. “Cornerstone’s software and support have been transformative because they give us the ability to train, develop and manage our employee population in a way that we’ve never had the ability to do before. Through our close collaboration with the Foundation’s team, we were able to really think through our talent strategy in order to be even more effective in delivering on our mission of high academic achievement for all students.”

Other education organizations participating in the Cornerstone OnDemand Foundation’s Strategic Partnership Program include Big Brothers Big Sisters Lone Star; Boys & Girls Club of America; Building Educated Leaders for Life (BELL); California Community Foundation; Citizens Schools; Friendship Public Charter School; Jumpstart; KIPP; The New Teacher Project; San Francisco Unified School District; and Teach for America.

“The growth of metrics-driven charter schools, combined with the Obama Administration’s focus on accountability, are causing more K-12 educators to seek out better ways for improving and demonstrating teacher effectiveness,” said Julie Brandt, executive director of the Cornerstone OnDemand Foundation. “Talent management is a relatively new conversation in the education sector, given that schools have not traditionally had the resources to invest in or apply these types of technologies and strategies. But when used properly, they can help empower teachers and administrators to be excellent at what they do.”

Since launching in 2009, the Foundation has welcomed a total of 26 non-profits to the Strategic Partnership Program. This includes U.S. and international organizations with an emphasis on education, workforce development and disaster relief, which are the three focus areas of the Foundation. In addition to the Strategic Partnership Program, Cornerstone’s software and services are available to all non-profits at significant discounts.

Read Cornerstone OnDemand Foundation Transforms K-12 Education Organizations with Talent Management Software and Support now »

Caldwell Partners Adds Professional Services Expert

Caldwell Partners Adds Professional Services Expert »

TORONTO, Jan. 5, 2012 /PRNewswire/ – Retained executive search firm The Caldwell Partners International Inc. (TSX: CWL) today announced a major enhancement to its recruiting capabilities in professional services with the addition of Michael DeCosta as a Partner in the firm’s Professional Services and Legal practices.

“Michael is an outstanding addition to Caldwell Partners,” said Jim Bethmann, co-leader of Caldwell Partners’ TMT/IT & Professional Services Sector. “His track record of work in the professional services space is impeccable and, more importantly, his tenacious and persistent nature where execution and client service are concerned will make him an excellent fit for our team.”

“Caldwell Partners continues to make targeted, strategic additions to our Partner team,” said John N. Wallace, chief executive officer. “With more than 15 years of experience in executive recruitment for management and IT consulting, accounting and law firms, Michael strengthens our team in previously underserved areas.”

Mr. DeCosta joined the firm from Korn/Ferry International, where he was a senior client partner in both the Legal Specialty Practice and Services Sector. Previously, he served as senior recruiting manager for Deloitte & Touche, where he helped launch a highly successful senior-level recruiting group focused on attracting partners and directors into the firm’s global leadership team. In addition, he recruited across several industry sectors, including healthcare, financial services, technology, and energy and public sector, which he led for all of North America. Mr. DeCosta began his career in the emergency medical services industry, where he served as director of marketing for one of the largest ambulance service providers in the U.S.

He has written and contributed to numerous white papers on professional services and legal career management and has spoken on several panels at a variety of industry conferences. Presently, he authors a career column for a legal industry newsletter, Marketing The Law Firm, and serves on its board of editors. He has also served on several community boards, including the local Tax District and the Charter Revision Commission.

Mr. DeCosta earned his master’s degree in American studies with a concentration in labor history from Fairfield University, graduating summa cum laude, and holds a bachelor’s degree in political science from Marist College.

Based in Caldwell Partners’ Stamford office, Mr. DeCosta joins a team that includes Peter Reed, an industry-leading insurance recruiter and Jodie Emery, a prominent private equity and life sciences/healthcare recruiter.

Read Caldwell Partners Adds Professional Services Expert now »

Revolutionary Staffing Resource a Game Changer for the Service Industry

Revolutionary Staffing Resource a Game Changer for the Service Industry »

New York, NY (PRWEB) January 04, 2012 A new web service is leading the trend in revolutionizing the way businesses in the service industry find the best employees. The A Group, LLC has launched AListStaff.com, an innovative online staffing tool that has revolutionized the way New York’s most chic and exclusive venues hire employees.

Currently the only site of its kind exclusively targeted to the service, entertainment, and hospitality industries, AListStaff.com allows employers and applicants to create profiles and directly connect online. The service is unique in that the profiles of both applicants and employer venues are carefully screened and must be approved to be included on the site.

Based in New York, AListStaff.com was formed after years of listening to hiring managers in the city complain about open calls and résumé solicitation. The A Group took charge and decided that the current hiring systems in place were desperate for something new. Now, employers need not wade through stacks of résumés and applications from unqualified individuals; because of the prescreening process, all applicants on the site are qualified, and open calls can include applicants chosen from the website.

Uploading a profile on AListStaff.com is free for both applicants and employers. Upon confirmation of membership, employers are able to scroll through applicant profiles and select potential candidates. Applicant profiles include a bio, work history, experience level, photo, and availability. Employers can post an unlimited number of jobs and will be connected to the best the industry has to offer. Likewise, applicants whose profiles are approved know they are candidates for the hottest venues in the city.

AListStaff.com’s superior design and functionality in conjunction with its first class support team has led to an already rapidly growing community. The company plans to expand to other major metropolitan cities in the near future.

Read Revolutionary Staffing Resource a Game Changer for the Service Industry now »

Human Capital Services Veterans Form New Staffing and RPO Venture Hire Partners, LLC

Human Capital Services Veterans Form New Staffing and RPO Venture Hire Partners, LLC »

TAMPA, Fla.–(BUSINESS WIRE)–Human capital services veterans Mark Whittington and John West have announced the formation of Hire Partners, LLC (Hire Partners) to pursue an accelerated growth strategy in the multi-billion dollar industry. The partners plan to leverage their previous success with IT staffing company System One Solutions, Inc. (System One), which they sold to Monster Worldwide (previously TMP Worldwide) in 2000.

Whittington will serve as Chairman and CEO of the new venture with West acting as senior strategic advisor and principal investor. West will also be heavily involved in the company’s pursuit of acquisition opportunities. Hire Partners will be headquartered in Tampa, Florida.

The formation of Hire Partners also creates a holding company for investments in two existing businesses, Hire Velocity, LLC and TSC Services, LLC. Based in Atlanta, GA, Hire Velocity is a Recruitment Process Outsourcing (RPO) firm that provides high-volume hiring support primarily to Fortune 1000 companies. TSC Services is headquartered in Washington, DC, and provides on-site recruiting, along with IT contract and placement services to Federal contractors and commercial clients. Today, Hire Partners and its underlying subsidiaries employ nearly 100 people in the Atlanta, DC and Tampa markets.

Whittington indicated that “Our focus is to find the right people with entrepreneurial spirit who are energized to build another market leader in the human capital space. We’re at the early stages of a hiring turnaround in the U.S. and are confident in our ability to capitalize on this momentum. As always, our strategy is to hire, motivate and reward the key individuals that will help us make this venture a success.”

West added, “My passion is working with and developing people. I have found no other industry that allows such a focus on this passion as the human capital space. I am energized to partner with Mark in building a company that will provide opportunities for many, many talented individuals.”

West previously founded IT staffing firm System One in 1987. Whittington joined the company in 1994 and led an extremely talented management team through a period of operational innovation and significant revenue growth. After the sale of System One in 2000 and a stint with acquiring firm Monster Worldwide, West and Whittington left to pursue opportunities in other industries. Both now believe the timing is right to build a new kind of human capital business, capitalizing on the tremendous technology and media advancements that have occurred in the past ten years. Hire Partners will grow through a combination of strategic acquisitions and highly disciplined and synergistic selling strategies.

Read Human Capital Services Veterans Form New Staffing and RPO Venture Hire Partners, LLC now »

Milicruit and Employer Partners Aim for 10,000 Veteran Hires in 2012

Milicruit and Employer Partners Aim for 10,000 Veteran Hires in 2012 »

CHICAGO, Jan. 5, 2012 /PRNewswire/ — UBM Studios’ Milicruit, the recognized leader in virtual career fairs for veterans and military spouses, sets an aggressive goal of 10,000 hires in 2012 of veterans and military spouses.

Commenting on Milicruit’s growth and success, Kevin O’Brien, Vice President Business Development said, “2011 was a watershed year for Milicruit and our employer partners, and we believe the virtual approach to career fairs is really starting to catch on as evidenced by the large number who attended our events last year. With over 4,400 veterans finding employment through the Milicruit virtual career fairs, and over 240 industry leading employers participating, I think it is safe to say that the concept of virtual career fairs has convincingly been proven.”

Milicruit and its employer partners aim to build on last year’s success by pushing the bar in 2012 to 10,000 hires. This will be achieved by hosting more events throughout the year all of which can be found at www.veteranscareerfair.com. The first event is scheduled for January 24th and will focus on California, Oregon, and Washington

“In the past year, Citi has substantially increased our hiring of veterans, who are often equipped with a unique and highly desirable set of skills that make them a natural fit to fill many positions across our company,” said Christopher Page, Manager of the Citi Veterans Initiative. “Milicruit’s virtual recruitment platform is a highly effective way of reaching this pool of potential candidates, and we look forward to working with Milicruit to expand our hiring of veterans, reservists, and military spouses in 2012.”

The Milicruit service is available 24/7/365 and is free to all service members, veterans, and military spouses, and allows the job seeker to have one to one interaction with actual recruiters and hiring managers. Milicruit brings the career fair to the employer and job seeker through their fully interactive, 3D virtual recruitment center. Each employer has a fully customized booth that includes: company logo, video greeting, website, career page, and social networking links, and live and off hour chat capabilities. In addition to the assets in each employer’s booth, there is a detailed report provided to each employer at the conclusion of the events that includes all contact information of the veterans who visited their booth for follow up marketing and tracking through the hiring process.

“We would like to take this time to thank the many supporters who took a chance and supported our approach to military career fairs in 2011. Without the support and encouragement of our employer partners, and organizations such as Military Officers Association of America, Joining Forces, Department of Veterans Affairs, www.h2h.jobs, and of course the 100,000 veterans and military spouses who utilized the service last year, we would have never been able to help as many veterans as we did find employment,” stated O’Brien.

Read Milicruit and Employer Partners Aim for 10,000 Veteran Hires in 2012 now »

Physician and Health Care Executive Recruitment Experts to Speak at Key 2012 Industry Forums

Physician and Health Care Executive Recruitment Experts to Speak at Key 2012 Industry Forums »

ST. LOUIS, Jan. 5, 2012 /PRNewswire/ –Topics ranging from recruiting technologies to the future of primary care and developing physician leaders will be presented by the experts of Cejka Search and Cejka Executive Search at national, regional and virtual conferences, including the American Medical Group Association (AMGA) Annual Conference, ACPE Spring Institute and webinars.

Illinois Staff Physician Recruiters (ISPR) Meeting
Keith Ingenthron, Vice President of Sales, will present Five Essential Steps for Recruiting in a High-Tech World, offering insight on how to leverage technology and maximize recruiting efforts on January 11 at the ISPR Meeting in Winfield, Ill.

Recruitment Webinar
Vivian Luce, MBA, Vice President of Sales, will present Trend Benders: Five Must-Have Technologies for Today’s Recruitment on January 11 at 12:00 PM CST. Click here for details and registration.

American Medical Group Association (AMGA) Annual Conference
Deedra Hartung, Senior Executive Vice President, Managing Director, Cejka Executive Search, will be joined by David Teegarden, MD, Co-Founder and Principal of E3 Leadership Group to present New Order of Leadership: Looking Beyond Clinical Achievement on March 8 in San Diego. The presentation will provide practical tools and insights to find and develop successful leaders.

On March 9, Lori Schutte, MBA, President, Cejka Search, will discuss predictions for the future of primary care in a session titled, Building a Sustainable Primary Care Model. Co-presenting is Philip M. Oravetz, MD, MPH, MBA, Medical Director, Accountable Care, Ochsner Health System, who will share his hands-on perspective for building a sustainable primary care practice.

Urgent Care Association of America (UCAOA) National Convention
Mary Barber, Vice President, Marketing, will demonstrate a proactive approach to recruitment and retention in the presentation Trend Benders: Hire and Keep Star Physicians in Today’s Economic and Demographic Reality at the UCAOA National Convention on April 17 in Las Vegas.

Montana Medical Group Management Association (MTMGMA)
Vivian Luce will co-present Career Development for Practice Managers with Ann McFarland, FACMPE, Director at Southwind, a Division of The Advisory Board Company. The presentation, which will take place during the MTMGMA Conference April 18-20th, in Helena, Mont., will address the skill sets and recruitment landscape relevant to practices transitioning into integrated delivery systems.

American College of Physician Executives (ACPE) Spring Institute
Ben Brouhard, MD, Senior Vice President, Senior Search Consultant, Cejka Executive Search, will present Character and Culture: How Lack of Alignment Can Derail Top Candidates on April 29 at the ACPE Spring Institute in San Francisco.

Becker’s Hospital Review Annual Meeting
On May 18, Paul Esselman, Executive Vice President, Managing Principal, Cejka Executive Search, will present What Should a Hospital CEO and CFO Be Paid? at the Becker’s Hospital Review Annual Meeting in Chicago. The presentation will review the latest trends and drivers in compensation for C-Level health care executives.

The experts at Cejka Search and Cejka Executive Search will present at many other conferences, meetings and webinars throughout 2012. For more information, please visit http://www.cejkasearch.com/category/speaking-engagements/upcoming/.

Read Physician and Health Care Executive Recruitment Experts to Speak at Key 2012 Industry Forums now »

Another Top Talent Leaves a Legacy Outplacement Firm For RiseSmart, the Industry Leader in Innovation and Results

Another Top Talent Leaves a Legacy Outplacement Firm For RiseSmart, the Industry Leader in Innovation and Results »

San Jose, CA (PRWEB) January 03, 2012 RiseSmart, the leading provider of next-generation outplacement solutions, has named former Lee Hecht Harrison vice president of business development and client relations Heather Swift to the role of regional vice president. Swift’s move continues a trend of top performers choosing to leave legacy firms to join RiseSmart.

At LHH, Swift was responsible for developing strong relationships with key clients in order to support core business and drive revenue. She was recognized eight times for her exceptional performance as a member of LHH’s President’s Leadership Circle.

“The addition of Heather will significantly strengthen our sales force by creating solid representation throughout all regions of the United States,” said Kim Johnson, RiseSmart’s vice president of sales, who came to RiseSmart in September from Drake Beam Morin (DBM). “With 17 years of experience in the talent management industry and a record of sales growth across various business lines in Fortune 500 companies for LHH, Heather will serve as an integral asset in the growth plans for RiseSmart.”

Swift said, “It is exciting to join such an innovative company. RiseSmart is providing something that has been missing in our industry — directly connecting candidates to qualified job openings. While other outplacement firms talk about results-oriented services, RiseSmart actually provides them: The resume, the cover letter, the scrubbed job leads, the unlimited one-on-one career coaching support. In this competitive job market, RiseSmart’s services are exactly what workers need to move forward and land faster. RiseSmart is setting a new standard of best practices in the industry.”

Swift’s passion to make a difference led her in 2009 to launch her own television show, “The Career Corner.” As creator, producer and host, she provides career advice, conducts interviews with talented and knowledgeable colleagues, and shares her experiences in the talent management space.

Prior to her tenure at LHH, Swift held an account executive position at Staffmark, Inc., a Top 10 commercial staffing company, and worked as a personal staffing representative at The TemPositions Group of Companies, one of the largest regional staffing firms in the U.S.
To discuss RiseSmart’s corporate outplacement solutions with Heather Swift, call her at 408-436-9100, ext. 301, or email hswift(at)risesmart(dot)com.

Read Another Top Talent Leaves a Legacy Outplacement Firm For RiseSmart, the Industry Leader in Innovation and Results now »

Internships.com Supports The White House’s Summer Job Search Initiative

Internships.com Supports The White House’s Summer Job Search Initiative »

Burbank, CA (PRWEB) January 05, 2012 Internships.com, the world’s largest internships marketplace today announced that it will support the internship search function of the Summer Jobs+ Bank by giving youth access to more than 50,000 summer internship listings from more than 15,000 employers. Working alongside Google, as the co-lead technology partners of the White House in this initiative, Internships.com will populate the Summer Jobs+ Bank with exciting internship opportunities available on Internships.com for summer 2012. Employers are able to post on Internships.com for free and have immediate participation in the program.

“Internships.com is honored to have been chosen by the White House for this vital project,” said Robin D. Richards, Chairman & CEO of Internships.com. “As the de facto place for employers to post their internships, Internships.com is in a privileged position to help the nation’s youth find summer employment.”

According to the Department of Labor’s Bureau of Labor Statistics for November 2011, nearly 1 in 4 of the unemployed are in the 16-24 year old age group. In providing youth with access to employers who are committed to providing summer internships, Internships.com is helping America’s future workforce take their first critical steps in their career.

Continued Mr. Richards: “Employers are displaying the importance they attach to internships by making available more than double the number this year as last year. Moreover, with seven out of every ten internships turning into full time jobs, it’s clear that providing youth access to internships is one of the best ways to ensure the long term prosperity of the country.”

At launch of Summer Jobs+, Internships.com will populate the job bank with all summer 2012 internships available in its database and, as more employers post internships, Google will index these new opportunities to help increase the available internships on the job bank. Internships.com expects to contribute more than 50,000 summer internships in 2012 and will enable any company to post their summer internships on Internships.com at no cost.

Employers wishing to post internships for free, please visit Internships.com.

Read Internships.com Supports The White House’s Summer Job Search Initiative now »

Social Recruiting Platform Bullhorn Reach Hits Milestone by Signing on More Than 35,000 Recruiters

Social Recruiting Platform Bullhorn Reach Hits Milestone by Signing on More Than 35,000 Recruiters »

BOSTON, Jan. 4, 2012 /PRNewswire/ — Today, Bullhorn, Inc. announced that more than 35,000 recruiters are helping put people to work by using Bullhorn Reach. Bullhorn Reach is a social recruiting platform that makes it easy for recruiters and candidates to connect through social media. Using the free Bullhorn Reach edition, corporate HR and individual recruiters can post jobs to their social networks, identify qualified candidates and increase their presence through their customized and search engine-optimized profile pages.

According to Bullhorn’s recently released job opportunity report, as of November, every region in the country has shown gains in new job openings since January 1, 2011. This holds true to the latest job figures released by the Bureau of Labor Statistics as well, which indicate the unemployment rate is on the decline (8.6 percent). With the job market slowly showing improvement, the issue becomes putting the right candidates in touch with the right companies.

“Industry adoption of Bullhorn Reach happened at an explosive pace,” said Art Papas, founder and CEO of Bullhorn. “In just 11 months, more than 35,000 recruiters have signed up for Bullhorn Reach and this momentum has quickly raised the visibility of the entire social recruiting category as a whole.”

Two additional modules, Bullhorn Reach Team and Bullhorn Reach Referrals, were also recently released and contribute to the continued adoption of the social recruiting platform. Bullhorn Reach Team helps entire recruiting teams manage and evaluate the effectiveness of their collective social recruiting efforts, while helping companies build their employment brands. Bullhorn Reach Referrals boosts companies’ referrals by leveraging the aggregate social network reach of employees, company alumni, and other groups in an organized and measurable manner.

“Bullhorn has a keen understanding of the social media industry and recruiting in general. Since our employees play a critical role in our recruiting process, we wanted to make sure we chose a solution that was really focused on giving them a positive experience and an authentic voice throughout the process. Bullhorn Reach does just that,” said Sarah Knight, director of recruiting, Genscape. “I also have to say that the people I have worked with on the Bullhorn Reach team have been professional, energetic and passionate about the product and services they provide. I am very impressed with the attention we have received.”

“Higher One’s human resources department has had to become increasingly savvy at using social media for our recruiting efforts, but utilizing multiple social networks can be time consuming and tedious. We selected Bullhorn Reach as our social recruiting vendor because it allows us to be more productive at sourcing quality candidates and it is the most user-friendly product on the market,” said Erica O’Connor, talent acquisition manager at Higher One. “Also, the Bullhorn Reach Referrals product rocks! We already do a good job of hiring through employee referrals, but the Bullhorn Reach solution will make it even easier for our employees to participate, and it has great tracking and reporting features. I can’t wait to get our whole company on board!”

Read Social Recruiting Platform Bullhorn Reach Hits Milestone by Signing on More Than 35,000 Recruiters now »

Recruitment Competition Intensifying, Reveals Totaljobs Report

Recruitment Competition Intensifying, Reveals Totaljobs Report »

(PRWEB UK) 4 January 2012 The competition of job vacancies in the UK is intensifying, according to a new jobs report from Totaljobs.com, with 23 people vying for every vacancy.

The study, carried out by researchers from Totaljobs.com, looked at the behaviour of four million jobs seekers. It found that the jobs that have seen the highest spike in applicants have been those that require no professional skills.

The director of Totaljobs.com, John Salt, said that customer service, secretarial and retail jobs have seen a 50 per cent jump in the number of applicants in the last year. Some 46 people now apply for every job in customer service.

“The omens for 2012 are pretty grim. For starters, we are heading inexorably towards recession with no real end in sight,” Mr Salt explained. “Since March, the whole market has frozen, with companies reluctant to risk a rise in head-count when consumer confidence is taking a battering – and uncertainty around the future of the euro threatens to pull the whole economy back into recession.”

The survey also showed that certain parts of the country are experiencing significantly more intense competition than others. The South East of England is seeing 33 applications made for each job, while East Anglia is seeing just 10 applications.

Geoff Newman, chief executive of recruitment agency RecruitmentGenius.com has had similar experiences.

“A job for a delivery driver had over 450 applications within seven days. This is obviously an admin nightmare but most importantly tragic for the hundreds of applicants who are not going to be offered a job. Unfortunately I fear the problem will get worse as unemployment increases and those currently in employment feel more confident about looking for a new job.”

Read Recruitment Competition Intensifying, Reveals Totaljobs Report now »

Bayard Advertising Unveils Advanced Web-based Candidate Sourcing Tool — JobCastle

Bayard Advertising Unveils Advanced Web-based Candidate Sourcing Tool — JobCastle »

NEW YORK, Jan. 4, 2012 /PRNewswire via COMTEX/ — Bayard Advertising Agency, Inc., an integrated branding, interactive, marketing and communications agency serving B2B and B2C clients specializing in job recruitment marketing, has unveiled a powerful web-based candidate sourcing tool now available to clients. Bayard’s proprietary recruitment tool, JobCastle, automatically optimizes jobs by using the most advanced SEO practices in the industry. JobCastle aggregates content in ways that enable search engines and Internet users to quickly find specific opportunities. The system automatically makes job listing more relevant in searches and ultimately more visible. JobCastle is a talent marketing system that uses technology to optimize jobs for Google, Bing, Yahoo, and all of the top search engines currently used for job recruitment.

“JobCastle is a unique tool that allows our clients to organically index their jobs on the most relevant Search Engines on the Web,” says Eric Holwell, Bayard’s director of digital services. “It is an optimized portal of jobs with best in class SEO and Social elements that meet candidate and employer expectations in the new age of online recruiting. JobCastle can be used in various ways to promote, attract, and measure jobs and all other associated media buys.”

Holwell adds that he worked closely with the Bayard development team to build the software and clients are starting to see the benefits of the tool. “Based on the early success of JobCastle we really see the product growing in its capabilities and reach,” he says.

“JobCastle is a great tool for our clients and their potential job candidates. It is an efficient and extremely affordable service that provides our clients’ jobs with more visibility on the Web. On the user end, the system also makes it easier to search for jobs by listing the important search criteria on a clients’ homepage — such as search by location, job category and most recent jobs, making it more intuitive for the user,” says Louis Naviasky, Chief Operating Officer.

Read Bayard Advertising Unveils Advanced Web-based Candidate Sourcing Tool — JobCastle now »

TEKsystems’ Summit Focuses on Real-World Mobility Issues Facing Businesses

TEKsystems’ Summit Focuses on Real-World Mobility Issues Facing Businesses »

HANOVER, Md.–(BUSINESS WIRE)–TEKsystems®, a leading provider of IT staffing solutions, human capital management expertise and IT services, recently hosted an open-forum summit at the company’s Montreal Solutions Center in Montreal, Canada for IT leaders to discuss hot topics, business challenges, and the future of mobile application development. TEKsystems hosted clients from industries including financial services, healthcare and telecommunications.

Relevant Topics in the Mobile Space

Conversations at the summit covered critical issues that leaders believe will drive mobile applications to become a top area of investment and competitive differentiation in attracting and retaining retail consumers. As the mobile landscape changes, organizations are modifying existing strategies or creating new ones entirely.

Key findings that are influencing approaches to business strategy include:

Business leaders and executives are convinced that mobile is not only a channel, but the channel for communicating with customers now and into the near future. A close partnership between IT and marketing and operations will be critical for the success of mobile initiatives.
Summit attendees want providers in this space to build solutions that can be sold as a service, versus simply providing applications functionality. Service Oriented Architecture through the cloud is a must.
Attendees said they are looking for service providers to help them navigate several critical decisions pertaining to their mobile strategies:
Selecting between m-site, native or hybrid technology solutions
Integrating the user experience among many platforms to reinforce brand
Determining what functionality should be the target for various mobile devices
Balancing features and functionality with speed to market
Tying the mobile strategy to marketing’s online and social media initiatives
Showing momentum and results early to “prove” the benefits of the mobile channel
Attendees held several lingering concerns regarding their mobile strategies:
Defining the ROI and gaining necessary buy-in with internal stakeholders
Upgrading infrastructure to support mobile initiatives
Identifying revenue generation opportunities through mobile channels
Managing privacy and security issues
Improving QA and Testing capabilities – especially given the importance of a high-quality user interface and user experience

“Mobile application development is a strategic service capability of TEKsystems. We will continue to work with our valued customers to understand their goals and their challenges and then refine our services to meet their needs. The mobility summit enabled us to discuss key issues that shape demand for our services and it provided us with many insights into ways we can better position our capabilities,” commented Randy Verdino, vice president of Global Services at TEKsystems.

Read TEKsystems’ Summit Focuses on Real-World Mobility Issues Facing Businesses now »

Temporary and Contract Hiring to Increase in 2012, According to CareerBuilder Survey

Temporary and Contract Hiring to Increase in 2012, According to CareerBuilder Survey »

CHICAGO, Jan. 5, 2012 /PRNewswire/ — More than a third (35 percent) of American companies are operating with smaller staffs than before the recession. To keep pace with market demand, many are turning to staffing and recruiting companies and temporary workers. Thirty-six percent of companies will hire contract or temporary workers in 2012. This is up from 34 percent for 2011, 30 percent for 2010, and 28 percent for 2009. Of the companies hiring temporary or contract workers this year, 35 percent have plans to hire them on a permanent basis.

The survey, which was conducted by Harris Interactive from November 9 to December 5, 2011, included more than 3,000 hiring managers and human resource professionals across industries and company sizes.

Recruitment for temporary jobs will begin right away for some companies – 27 percent of companies will hire temporary or contract workers in Q1 2012.

“Temporary jobs from staffing and recruiting firms are playing an increasingly important role in the economic recovery,” said Eric Gilpin, president of CareerBuilder’s Staffing & Recruiting Group. “Our studies have pointed to a rise in these positions post-recession as companies address growing market needs. Employers are relying on temporary and contract workers to support leaner staffs, and in many cases, will transition those workers to permanent roles.”

Based on data from CareerBuilder’s Supply & Demand Portal, the following are examples of staffing and recruiting positions currently in demand:

Health Care

Occupational or Physical Therapist
Speech Language Pathologist

Industrial

Maintenance Technician or Mechanic
CNC (Computer Numerical Control) Machinist

Information Technology

Java or .Net Developer
Network Engineer

Office-Clerical

Administrative Assistant
Customer Service Representative

Professional-Managerial

Business Analyst
Marketing Assistant

“Staffing and recruiting firms are on the front lines when it comes to sourcing talent for businesses of all sizes and across all sectors. Candidates will find good pay, flexibility, opportunities to change careers, valuable skills training, and a bridge to permanent employment,” said Richard Wahlquist, president and CEO of the American Staffing Association. “We’ll see more employers and job seekers making connections in the New Year.”

Survey Methodology
This survey was conducted online within the U.S. by Harris Interactive© on behalf of CareerBuilder among 3,023 hiring managers and human resource professionals (employed full-time, not self-employed, non-government) between November 9 and December 5, 2011 (percentages for some questions are based on a subset, based on their responses to certain questions). With a pure probability sample of 3,023, one could say with a 95 percent probability that the overall results have a sampling error of +/- 1.78 percentage points. Sampling error for data from sub-samples is higher and varies.

Read Temporary and Contract Hiring to Increase in 2012, According to CareerBuilder Survey now »

EmployeeScreenIQ Extends Submission Deadline for Annual Background Screening Trends Survey

EmployeeScreenIQ Extends Submission Deadline for Annual Background Screening Trends Survey »

Cleveland, OH (PRWEB) January 03, 2012 EmployeeScreenIQ has extended the deadline for completing its third annual “Trends in Background Screening” survey to Monday, January 9. Over 600 human resources professionals have taken the six-minute survey so far, which measures thorny background check scenarios from the discovery of inflated resumes to criminal histories.

Human resources professionals, hiring managers, recruiters and industry experts across North America can access the brief survey by visiting http://tinyurl.com/6ogabcy. All participants will be entered into a prize drawing for an Apple iPad 2 and will receive an executive summary of the survey results when they become available.

The insights gleaned from the research will also help EmployeeScreenIQ better understand the hiring industry’s challenges and shape future educational offerings such as webinars and white papers.

Drawing upon real-world concerns in the rapidly changing world of background checks, the new survey not only asks employers how they respond when adverse information is revealed about a job candidate, but also solicits opinions on “hot button” topics like the legitimacy of online education, and social networking sites as potential job-seeker landmines. It also measures concerns about the screening process itself and employers’ criteria for choosing a provider.

“The HR world has an ongoing hunger for information as it grapples with a hiring climate where many applicants will do whatever it takes to get noticed,” said Nick Fishman, chief marketing officer of EmployeeScreenIQ. “We’re extremely grateful to participants for investing their time and helping us to shine a brighter light on these issues.”

Read EmployeeScreenIQ Extends Submission Deadline for Annual Background Screening Trends Survey now »

Adecco to Buy Japanese Staffing Firm

Adecco to Buy Japanese Staffing Firm »

[The Telegraph] The Switzerland-based firm said the acquisition of VSN would double its exposure to professional hiring services in the world’s second-largest staffing market. Professional staffing today represents 9pc of Adecco’s total revenues in Japan.

Tokyo-based VSN generated revenues of €157m (£131m) in 2010 and is focused on engineering.

The deal, which is being financed through existing cash, is set to close within the first quarter of 2012.

Vontobel analyst Michael Foeth said: “The deal makes sense from a strategic point of view and will add some 11 to 12pc to Adecco Japan revenues, but less than 1pc to group sales.”

Read Adecco to Buy Japanese Staffing Firm now »