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Industry Veterans Launch Healthbox Technologies

Industry Veterans Launch Healthbox Technologies »

NASHVILLE, Tenn.–(BUSINESS WIRE)–A team of industry veterans today announced the launch of Healthbox Technologies, which will provide custom software, data storage, analytics and professional services solutions to healthcare organizations.

“The convergence of healthcare reform, reimbursement pressures and changes in technology are creating an increasingly difficult operating environment for healthcare organizations,” said Hal Andrews, chairman of the Board of Directors for Healthbox. “Every enterprise is facing growing technological demands and needs an array of solutions, including systems integration, training, mobile applications and more efficient infrastructure. Healthbox will deliver tailored solutions to meet these needs by combining healthcare industry expertise with talented developers and engineers.”

About the Company

Healthbox Technologies will operate the following divisions:

Custom development projects and staffing for hospitals, start-up healthcare companies and surgery centers;
Healthcare “cloud”, which will offer hospitals and healthcare companies a secure way to house data on a remote, fully-managed system;
Training and support to help clients understand the latest advancements in software development and get the most out of agile methodologies; and
Healthcare analytics to help clients prepare for looming changes in reimbursement and reporting requirements using public and private sources of data.

About the Team

Ron Styers will serve as President of Healthbox Technologies, where he will be responsible for collaborating with providers, payers and other healthcare companies in understanding and solving each customer’s unique needs.

“I am thrilled to have this opportunity to bring together skilled developers with a deep understanding of the healthcare industry and the workflows and data needs that are reflective of today’s evolving healthcare industry,” said Styers.

Styers has more than 35 years of experience in designing technology solutions and managing software development companies, and he was most recently with Peak10, where he consulted on cloud hosting solutions. Prior to Peak10, he founded Cottonwood Technologies, an application and technology solutions company that sold to Web Health Ventures in 2000. Ron is on the Board of Directors for the Nashville Technology Council; is involved with the Nashville Chamber of Commerce Roundtables; and is active with MetaMentors as a counselor helping launch start-up companies.

In addition to Styers, Healthbox is also led by Andrews, who will serve as chairman of the Board. Andrews is a healthcare entrepreneur with more than 15 years of experience in the industry. Currently, he serves as co-founder of Mainland Morgan & Co., LLC, a holding company with interests in healthcare, information technology and real estate. Andrews also provides strategic advisory services to a variety of companies in the healthcare technology and services industries, serving on multiple boards.

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Affintus Shares Metrics CEO’s Should be Using in Talent Management

Affintus Shares Metrics CEO’s Should be Using in Talent Management »

Austin, TX, December 16, 2011 –(PR.com)– Austin based Affintus, the job chemistry company, was recently published in Texas CEO Magazine providing thought leadership about recruiting and hiring trends. The article “The Talent Show” discusses the talent management metrics CEO’s should be using to improve their bottom line. For a copy of the article go to: http://texasceomagazine.com/departments/the-talent-show/

About Affintus

Affintus is the predictive-hiring solution that matches job candidates with the highest likelihood of success to open positions at companies looking to build a culture of top performers. Affintus’ job matching identifies those candidates who are most compatible with the position based on cognitive ability, personality traits and work culture preferences using success indicators that are unique to your organization. When applied to your organization, Affintus’ proprietary, scientific job matching formula will result in higher productivity, lower employee turnover and lower costs of hiring.

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KellyOCG® -Top MSP Performer

KellyOCG® -Top MSP Performer »

Troy, Mich. (PRWEB) December 16, 2011 Staffing Industry Analysts (SIA) has recognized KellyOCG, the Outsourcing and Consulting Group of workforce solutions provider Kelly Services, Inc., as a top performer among MSP providers in a recent survey.
SIA undertook their second annual survey as part of its annual VMS / MSP Competitive Landscape report. The survey results reflect the opinions of more than 2,000 buyers and staffing firms with respondents being asked, “How likely is it that you would recommend this VMS/MSP company to a friend or colleague?” The question is based on the Net Promoter Score (NPS) methodology, a standardized way to measure engagement. Results were measured in six categories, including “MSP providers rated as top performers by staffing firms.” KellyOCG earned the Top Performer designation in this category.

“We are extremely proud of this recognition as it confirms that our continued efforts to listen, and respond to the needs of our supplier partners is paying off,” said Teresa Carroll, Senior Vice President and Global MSP Practice Lead, KellyOCG. “A highly engaged supplier network is core to our strategy to provide our customers with access to high quality talent to drive their business growth. As an aggregator of niche suppliers, Kelly maintains a network of more than 2,400 active supplier partners, specializing in the professional and technical skill sets needed to address the demands of our customers.”

About KellyOCG

KellyOCG is the Outsourcing and Consulting Group of workforce solutions provider, Kelly Services, Inc. KellyOCG is a global leader in innovative talent management solutions in the areas of Recruitment Process Outsourcing (RPO), Business Process Outsourcing (BPO), Contingent Workforce Outsourcing (CWO), including Independent Contractor Solutions, Human Resources Consulting, Career Transition and Organizational Effectiveness, and Executive Search. Visit http://www.kellyocg.com.

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Toronto IT Recruiting Firm PlanIT Search Now Offering Contract Staffing

Toronto IT Recruiting Firm PlanIT Search Now Offering Contract Staffing »

Toronto, Canada, December 01, 2011 –(PR.com)– Specialists in the field of IT recruiting, Toronto based PlanIT Search have recently announced that they have added a new recruitment service to their suite of staffing solutions. This new service is designed for those organizations that have short-term vacancies to fill within integral IT positions in the company, and will allow businesses to continue to automate in-house processes by taking advantage of the latest ERP systems technology.

Today’s managers don’t always have the time to locate and screen potential candidates for positions within their organization. And without the proper care and attention, positions can be taken by candidates that don’t have the necessary qualifications or experience to fulfill the role within the company, causing knock-on effects such as low in-house morale and shortfalls in company performance.

Through PlanIT Search’s new contract staffing services, they hope to take the pressure of IT managers in various top levels companies, by providing them with a streamlined solution that will ensure highly qualified resources are located based on their skill set, and then placed within the organizational infrastructure within an extraordinary turnaround time.

Often, this Toronto Company’s IT recruiting team can provide their clients with qualified candidates in as little as 72 hours of first client contact. In addition to their speed of service, they will also provide clients with turnkey contract administration services, making sure that all the details are taken care of so that organizations simply have to welcome their new team member and hit the ground running.

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CyberCoders Named As Top Workplace for 2011

CyberCoders Named As Top Workplace for 2011 »

IRVINE, Calif.–(BUSINESS WIRE)–CyberCoders, the leading worldwide recruiting firm which utilizes technology and exceptional recruiters to match leading companies and great people to find the optimum career fit, is voted one of the Top Workplaces by the Orange County Register. The prestigious award is only offered to companies that excel in six areas of workplace excellence including the company’s direction and strategy, opportunities and growth, workplace conditions, leadership, compensation and company values. For the second year in a row, CyberCoders is recognized as a top workplace that fosters employee growth, a fun and positive work environment and comprehensive benefits and awards.

Heidi Golledge, CEO and founder of CyberCoders says, “We are honored to once again be recognized as a top workplace. At the House of CC we believe in the old adage, ‘Treat others as you want to be treated’. We feel that if we take the work seriously but not ourselves too seriously, we can have fun while changing lives and companies for the better. With thousands of jobs on www.CyberCoders.com, our CC family helps provide life upgrades in the form of superior jobs for our users every day. Big thanks to our CyberCoders family who have earned this award by always exceeding our clients’ and candidates’ expectations by providing them with exceptional service and truly caring about their careers and hiring needs. Fostering a culture of innovation and respect is key to our success and happiness and CyberCoders.”

About The Orange County Register’s Top Workplace Awards:

The Orange County Register’s Top Workplace awards recognized 75 companies in Orange County, based off of employee surveys that analyzed the factors that impact a positive work environment. Benefits, leadership, strategy, values, career opportunity and the company’s direction were amongst some of the questions posed to employees as a part of the survey.

CyberCoders was noted for its nearly non-existent turn over and commitment to creating a positive work environment. Golledge of CyberCoders says, “Our goal is make work at CC a fun and motivating place to be. Frustration does not pay very well – we believe in being solutions oriented and client relationship driven in every aspect of doing business. From our quarterly lunches, to our four holiday parties including a team singing competition that typically brings the house down, iPad giveaways, costume contests and rainy day lunches, we strive to ensure all members of our CC family love coming to work! Of course, the perks are nice, but true work satisfaction comes from the ability to contribute, be heard, a good work/life balance, strong pay structure and the ability to truly be part of a winning team. We strive to make it so that every member of our team lives their own CyberCoders success story!”

What CyberCoders Employees Have to Say:

Nitu Gulati-Pauly, Vice President of Recruiting, says, “We have an extraordinary amount of resources dedicated to technology. Those resources allow us to stay on top of cutting edge recruiting trends. It’s important to be aware of social media trends and how they evolve and be ahead of that. CyberCoders’ state-of-the-art technology supports our recruiters, which allows them to be more efficient in their roles. Innovation is having an engineering, marketing, search engine optimization and search engine marketing team to support your sales staff and help our team achieve their goals each and every day.”

CyberCoders technical and administrative team members echo similar sentiment. Elizabeth Nguyen, Senior Software Engineer at says, “CyberCoders takes in the best talent, and the outcome speaks for itself. Aside from the latest technologies for the engineers and the most innovative tools for recruiters to match candidates with companies, CyberCoders does an almost effortless job in keeping these talents.”

“CyberCoders has a dynamic and energy that cannot be matched or replicated. They found a genius way to reward employees for hard word, give you the tools and best technology to create an efficient and fun work environment. People want to come into work and people want to work here. Sure the free snacks, giant Starbuck’s coffee machine, electric bikes, lavish parties are all appealing…but, I feel we all really come in here to work for a company that treats you like a valued member of a team,” says Marissa Gonzales, Office Director of CyberCoders.

With offices in Irvine, Los Angeles, Dallas, Boston, and New York, CyberCoders continues to expand. CyberCoders uses unique technology enables top recruiters the ability to search and place qualified candidates in positions more effectively than other recruiting firms.

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SelectMinds Integrates Its TalentVine Social Recruiting Solution with Taleo’s Applicant Tracking System

SelectMinds Integrates Its TalentVine Social Recruiting Solution with Taleo’s Applicant Tracking System »

NEW YORK–(BUSINESS WIRE)–SelectMinds, a developer of social recruiting and community management solutions, today announced the integration of its TalentVine social recruiting solution with Taleo Corporation’s applicant tracking system. Taleo is the global leader of SaaS-based talent management solutions. The integration of SelectMinds’ TalentVine will deliver enterprise social recruiting solutions to help corporate HR find and hire quality talent faster and more cost-effectively.

“With Taleo, we are making it possible for companies to truly systematize their social recruiting programs throughout the extended enterprise and measure ROI each step of the way,” said Anne Berkowitch, CEO, SelectMinds. “Our companies share the philosophy that good people know good people, and together, we are helping organizations harness the power of their own employees to attract top talent and drive greater efficiency across their organizations.”

As a Taleo Passport Partner, SelectMinds will make its TalentVine social recruiting solution available to all users of Taleo Recruiting and Taleo Recruit. TalentVine accelerates referrals by matching open jobs to the relevant social connections in an employee population. It alerts current and former employees to open opportunities, matches those opportunities to their social connections, serves up referral suggestions and makes it easy for them to share jobs. TalentVine will seamlessly track referral applicants and their source within Taleo Business Edition, targeting small- and medium-sized businesses, and Taleo Enterprise, targeting firms with 5,000 or more employees.

McGraw-Hill has launched TalentVine on Taleo’s Enterprise Edition applicant tracking system across its US employee base. “The combination of TalentVine with Taleo Enterprise Edition makes the promise of enterprise social recruiting a reality,” said Brian Jensen, vice president, talent acquisition and GVP PMO Office at The McGraw-Hill Companies . “Now, we are able to combine the reach and connectivity of social networks with the systems and best practices of an enterprise recruiting solution.”

More information on the integration of TalentVine’s social recruiting solution with Taleo’s applicant tracking system is available here.

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GreenJobs Predict A Bright Future For The Green Employment Market

GreenJobs Predict A Bright Future For The Green Employment Market »

(PRWEB) December 15, 2011 GreenJobs Limited has launched four new specialist job boards that will cater for candidates and organisations in the following sectors – Conservation Jobs, Environmental Jobs, Renewable Energy Jobs and Solar Jobs. These new websites will complement and be integrated with the existing GreenJobs and WindJobs websites and will become part of the GreenJobs network of websites. The four new websites will promote both United Kingdom and international job opportunities.

From a candidates perspective the four new websites have been designed to be extremely user friendly and intuitive to use. As well as benefiting from standard features such as “Job alerts by email” and “Email a friend” the new websites have incorporated “Smartsearch” technology in their design. This ensures that job seekers find the exact type of vacancy that they are looking for as well as receiving automatic recommendations on other suitable positions. The new websites have over thirty five job categories available for candidates to search and coupled with the introduction of job type specific landing pages this makes it quicker and easier for candidates to find the type of job they desire.

From a recruiters perspective the candidate management system has been designed to be extremely user friendly and gives the recruiter full control of their recruitment campaign as well as being easy to integrate with multi-posting software providers. The recruiter can easily manage their recruitment process with functionality such as being able to post, edit and delete their job postings. Recruiters are also able to pre-qualify candidates by asking them to complete a number of important questions when they apply to a job they have listed. From a recruiters point of view the introduction of over thirty five different job categories makes it more effective for recruiters to promote their job opportunities to both passive and active jobseekers via the “Job alerts by email” system. The new websites have been integrated into the existing GreenJobs network of websites and this means that when a recruiter posts a job onto any of the four new websites it can be automatically uploaded to our other websites at no extra cost if it is suitable. These include – Conservation Jobs, Environmental Jobs, Green Jobs, Renewable Energy Jobs, Solar Jobs and Wind Jobs.

In order to give clients a wider potential audience for their job postings the four new websites have developed a talent finder network in partnership with some of the most popular and best known generalist job boards. This talent finder network means that when a job is posted on these websites it will also automatically be posted onto a number of other job boards and social media platforms including Businessgreenjobs, Facebook, Indeed, Linkedin, Mitula, Workhound, Trovit and Twitter.

Jonathan Kyle (Director of Strategy) – “The development of four new websites that cater specifically for job opportunities in the conservation, environmental, renewable energy and solar sectors was primarily driven by feedback from candidates and clients. They specified their desire for specialist job boards that catered for their exact employment and career requirements. Indeed we worked with a number of our clients and candidates throughout the website development process to ensure that the finished websites were to the standard that they required. The initial feedback has been extremely positive in terms of the websites functionality, navigation and ease of use. From GreenJobs perspective it gave us a great opportunity to increase our market share in the Green job board market while attracting more suitably experienced candidates for our clients and promoting more relevant job opportunities to our candidates.”

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Digital Entertainment Recruiter VonChurch Opens New San Francisco Office

Digital Entertainment Recruiter VonChurch Opens New San Francisco Office »

SAN FRANCISCO, Dec. 15, 2011 /PRNewswire/ — VonChurch, a recruiting firm focused exclusively on the digital entertainment industry, today announced the opening of a new 6,000-square-foot office in San Francisco’s Dogpatch neighborhood. The new location combines two offices under one roof to better serve VonChurch’s growing roster of more than 150 companies in the rapidly changing digital entertainment space.

“The walls in the games market are coming down and our ability to seamlessly crossover between divisions sets us apart in the recruiting scene,” said Alex Churchill, CEO and founder of VonChurch. “We’re in the practice of adjusting our divisions every three months to stay ahead of the curve for our clients.”

The new modern office is equipped with all the flair you’d expect from a recruiter placing top-tier talent for companies like Adobe, Crowdstar, MTV Networks, Popcap, and Rockstar Games. The sprawling loft features wireless HD TVs, gaming center and ample room for accommodating clients. VonChurch grew 238% last year, and the new facility will be home to VonChurch’s 60-employee operation with an additional twenty to be added in the next year in both their New York and San Francisco offices.

VonChurch reflects the evolution of the digital entertainment industry as well as the growing opportunities within the recruiting field. Foregoing some long held industry standards, VonChurch lives in the networks talent use most, including international placements done entirely on Twitter. With the video game industry poised to reach $70.1 billion by 2015, attracting stellar programmers, engineers, and creatives is a priority for industry leaders.

“The best-of-the-best aren’t on LinkedIn. We have a culture built to connect talent and ensure that the fit is a good one. We’re not just matching a resume with a job description,” said Churchill. “There’s more to digital entertainment than engineering console games. Social games are on mobile devices and mobile games are on social networks. Our clients know the nuances of each and so do we.”

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Robert Half Legal Survey Reveals One in Three Lawyers Plans to Add Staff in First Quarter

Robert Half Legal Survey Reveals One in Three Lawyers Plans to Add Staff in First Quarter »

MENLO PARK, Calif., Dec. 15, 2011 /PRNewswire/ — Approximately one in three (31 percent) lawyers interviewed for the quarterly Robert Half Legal Hiring Index plans to add legal staff in the first quarter of 2012, while 4 percent plan reductions in personnel. The net 27 percent increase in projected hiring activity is up three points from the previous quarter’s forecast. Law firms are expected to do the majority of the hiring in the next three months.

The survey was developed by Robert Half Legal, a premier legal staffing firm specializing in lawyers, paralegals and other highly skilled legal professionals. It was conducted by an independent research firm and is based on telephone interviews with 100 lawyers at law firms with 20 or more employees, and 100 corporate lawyers at companies with 1,000 or more employees. All of the respondents have hiring authority within their organizations.

Key Findings

The net 27 percent of lawyers expecting to hire is up three points from a net 24 percent increase in hiring activity projected last quarter. Lawyers interviewed plan to add an average of two full-time positions.
Lawyers, paralegals and legal secretaries are the three most in-demand positions.
Bankruptcy and foreclosure, litigation, and labor and employment law are the practice areas expected to see the most growth in the first quarter.
More than half (51 percent) of lawyers said it is challenging to find skilled legal professionals, up two points from the previous quarter.
Seventy-three percent of lawyers are somewhat or very confident in their companies’ prospects for growth in the next three months; this represents a nine-point drop from the fourth quarter of 2011.

Hiring Trends
“Although law firms continue to have a cautious hiring outlook, they’re optimistic enough about their prospects to want to add full-time staff in key legal and support positions that bolster growth,” said Charles Volkert, executive director of Robert Half Legal. “They continue to focus on hiring senior- and partner-level lawyers with substantial books of business and expertise in high-demand practice areas, such as bankruptcy and foreclosure, litigation, and labor and employment law.”

Twenty-nine percent of lawyers identified bankruptcy and foreclosure as the area of law that will experience the most growth in the next three months. Litigation received 23 percent of the response, followed by labor and employment law (12 percent).

“Corporations are hiring full-time legal staff and project professionals in an ongoing effort to bring more work in-house and reduce outside legal spending,” said Volkert. “General counsel are handling more matters internally in areas such as corporate transactional, labor and employment, intellectual property, litigation and regulatory law.”

Law firms and corporate legal departments expect to hire an average of two full-time positions in the first quarter of 2012, according to survey respondents. Those interviewed indicated they will most likely hire lawyers (88 percent), paralegals (39 percent) and legal secretaries (35 percent).

“Law firms and corporate legal departments place a premium on candidates with proven skills and relevant experience who can fill gaps in expertise and make immediate contributions,” Volkert added. “Experienced lawyers continue to have a hiring edge, while employers also value seasoned paralegals and legal secretaries.”

About The Robert Half Legal Hiring Index
The Robert Half Legal Hiring Index is based on 200 telephone interviews with lawyers: 100 of the respondents are employed at firms with 20 or more employees, and 100 are employed at companies with 1,000 or more employees.

The interviews were conducted by an independent research firm. Information from the study is featured in The Robert Half Professional Employment Report, launched in 2010 and the first study of its kind to monitor the hiring environment for professional-level positions exclusively. Based on more than 4,000 telephone interviews with executives throughout the United States, it provides insight on employment trends to help businesses and job seekers prepare for the upcoming quarter. To see how hiring within the legal profession has changed since last quarter and how it compares to other sectors, please visit www.roberthalf.us/per.

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The Jacobson Group Expands Service Offerings to Include Recruitment Process Outsourcing

The Jacobson Group Expands Service Offerings to Include Recruitment Process Outsourcing »

CHICAGO–(BUSINESS WIRE)–As companies look to streamline business processes and cut costs, recruitment process outsourcing (RPO) is gaining popularity. The Jacobson Group, the nation’s largest provider of insurance talent, is building on its success in the RPO arena by announcing the addition of a standalone RPO service line to assist the insurance industry with enterprise-wide hiring needs. The official launch of Jacobson’s RPO service provides the industry with a valuable recruiting option.

RPO is a form of business process outsourcing where an employer outsources or transfers all or part of its recruitment activities to an external provider. An RPO provider essentially functions as an internal recruiting operation, working with the client’s existing human resources structure to create and manage a hiring model from start-to-finish and everywhere in between. Jacobson’s RPO services offer a flexible and scalable outsourced solution on an ongoing or project basis for volume direct hire needs.

“RPO is not a new concept,” says David E. Coons, senior vice president of Jacobson, “but insurance-specific providers are not prevalent. With more than 40 years of insurance recruiting experience, our firm is well-positioned to fill that gap by adding RPO services as a natural extension of our suite of services.”

Drawing on his previous experience as vice president with a large generalist RPO provider, Coons will lead Jacobson’s RPO practice. Coons will continue to provide leadership to Jacobson’s professional recruiting and temporary staffing teams, as well.

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Odgers Berndtson Names Patrice Young Partner in Global Life Sciences and Healthcare Practices

Odgers Berndtson Names Patrice Young Partner in Global Life Sciences and Healthcare Practices »

NEW YORK–(BUSINESS WIRE)–Odgers Berndtson, one of the world’s top executive search and organizational leadership firms, today announced that Patrice (Pat) W.L. Young joined the global Life Sciences and Healthcare practices as a Partner based in the firm’s Boston office. She will also collaborate with the firm’s Private Equity team.

Ms. Young focuses on domestic and international searches for senior executive and managerial roles within the biotechnology, medical devices, diagnostics, and pharmaceutical industries. She is responsible for managing engagements for C-suite and senior executive roles within those industries, as well as leadership positions overseeing critical functions such as corporate and business development, sales and marketing, finance, research and development, and manufacturing operations. Ms. Young also partners with the firm’s Private Equity (PE) practice on engagements to recruit investment professionals for PE firms that invest in healthcare and life sciences companies, as well as on senior-level searches for their portfolio companies.

“Pat has exceptional insights on the leadership challenges that companies within the ever-evolving, consolidating healthcare and life sciences markets must contend, and a stellar track record of identifying compelling candidates with the right mix of business savvy, financial acumen, and science knowledge to creatively address them,” said Steve Potter, managing partner for Odgers Berndtson’s U.S. operations. “She is a strong addition to our team.”

Prior to joining Odgers Berndtson, Ms. Young focused on the recruitment of senior operating executives to major healthcare companies and to financial sponsor-backed healthcare companies for executive recruiting firm Korn/Ferry International. She held similar roles at Sextant Search Partners, where she worked in its Private Equity and Health Care Practices, and at J. Robert Scott, a wholly owned subsidiary of Fidelity Investments, where she focused on the recruitment of senior operating executives for early-stage biotechnology companies and financial services firms.

Ms. Young is admitted to practice law in the State of Illinois; she was previously the managing partner of the Chicago office of a Los Angeles-based law firm, among other law positions.

She earned her Juris Doctorate degree from Boston College Law School and is a graduate of the University of Massachusetts, Amherst.

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CFOs Expect Financial Hiring to Increase in First Quarter; Robert Half Financial Hiring Index: Recruiting Difficulties Rise

CFOs Expect Financial Hiring to Increase in First Quarter; Robert Half Financial Hiring Index: Recruiting Difficulties Rise »

MENLO PARK, Calif., Dec. 14, 2011 /PRNewswire/ — Looking toward the new year, chief financial officers (CFOs) expect the financial hiring outlook to improve in the first quarter. Twenty percent of executives interviewed for the Robert Half Financial Hiring Index said they plan to add full-time accounting and finance employees, while 11 percent forecast staff decreases. The resulting net 9 percent increase is up four points from the fourth-quarter survey and represents the third consecutive quarter of sequential growth.

Although hiring plans may be on the upswing, companies are facing difficulties finding professionals with the right skills to fill a number of key roles. Sixty-eight percent of executives reported recruiting challenges, up from 59 percent in the fourth quarter and 41 percent in the third quarter.

The Robert Half Financial Hiring Index, part of the company’s quarterly Professional Employment Report, is based on telephone interviews with more than 1,400 CFOs across the United States. It was conducted by an independent research firm and developed by Robert Half International, the world’s first and largest staffing services firm specializing in accounting and finance. Robert Half has been tracking financial hiring activity in the United States since 1992.

“Competition for the best employees is intensifying, and, at the same time, these professionals are beginning to feel increasingly comfortable exploring new roles at other firms,” said Max Messmer, chairman and CEO of Robert Half International. “Businesses are still selective when hiring but understand they need to move quickly once the right candidate is identified.”

View the research highlights.

Accounting and Finance Hiring — By Region

The Mountain[1] and New England[2] regions are projected to see the most active hiring in the first quarter. A net 16 percent of executives interviewed in each of these parts of the country said they are planning to hire full-time accounting and finance employees.

“In the Mountain region, businesses — small-to-midsize organizations, in particular — are having difficulty finding in-demand professionals, such as financial analysts and controllers,” Messmer commented. “In the New England area, professional services, construction and biotech companies also seek financial analysts, as well as internal auditors.”

Accounting and Finance Hiring — By Industry

Executives in the transportation and construction sectors anticipate the most hiring activity in the first quarter, according to the survey. A net 18 percent of CFOs in each industry said they plan to add staff.

About the Robert Half Financial Hiring Index

First published in 1992, the Robert Half Financial Hiring Index was conducted by an independent research firm and is based on more than 1,400 telephone interviews with CFOs from a random sample of U.S. companies with 20 or more employees. For the study to be statistically representative and ensure that businesses from all segments were represented, the sample was stratified by geographic region and company size (by number of employees). The results were then weighted to reflect the proper proportions of company size within each region.

The Financial Hiring Index is conducted as part of the Robert Half Professional Employment Report, which tracks hiring trends among professional occupations. More information about the Professional Employment Report is available at www.roberthalf.us/per.

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2012 Social Media in Recruitment Conference Announced

2012 Social Media in Recruitment Conference Announced »

(PRWEB) December 14, 2011 Now in its fourth year the 2012 Social Media in Recruitment Conference will take place in London on Thursday 19th April 2012.

The 2012 Conference is aimed at helping the following types of organisations get the most from using social media in recruitment:

HR & Corporate Recruiting Departments
Government & Public Sector Organisations
Recruitment Agencies
Recruitment Advertising Agencies
Job Boards
Recruitment Industry Suppliers
Recruitment Technology Providers

2012 Programme

The previous three conferences attracted over 600 delegates from around the world and the 2012 programme will again contain speakers from some of the UK and Europe’s leading organisations.

In addition, some of the speakers will be delegates who have attended previous Social Media in Recruitment conferences who are willing to share what they have learnt and successfully implemented.

As in previous conferences there will be something in the programme for everyone, whether they are just getting started or looking to increase their existing social recruiting knowledge.

History

Mike Taylor from Web Based Recruitment organised the very first Social Media in Recruitment Conference back in July 2009 and at the time predicted that Social Media (although fairly new then) would eventually play an important role in online recruitment.

“It is great to see so many companies adopting Social Media now as part of their recruitment strategy” commented Taylor. “However, Social Media changes so quickly which is why it is so important to keep up to date with the latest trends, research and case studies that our conference offer each year.”

Read 2012 Social Media in Recruitment Conference Announced now »

Identified Hires Key Product Manager from LinkedIn and Expands Team to Accommodate Rapid Growth

Identified Hires Key Product Manager from LinkedIn and Expands Team to Accommodate Rapid Growth »

SAN FRANCISCO–(BUSINESS WIRE)–Identified, the largest professional database on Facebook, announced the hire of Janet Ryu, a key product manager at LinkedIn (LNKD) who managed two of its most popular features, People You May Know and Who’s Viewed Your Profile. In just two months, Identified has become one of the largest professional databases in the world with 70 million professionals and is widely considered an alternative to LinkedIn. Janet is one of over ten high-profile hires that Identified has made recently to accommodate its rapid growth.

“We’re thrilled to have Janet on our team. She brings with her tremendous experience in professional networking product design,” Identified co-founder Brendan Wallace said. “The two features she spearheaded at LinkedIn accounted for a huge portion of LinkedIn’s activity and engagement. We’re improving on those features every day at Identified.”

Identified, which gives professionals an Identified Score to measure how in-demand their professional background is to companies right now, based a large part of its early development on these two features at LinkedIn. Janet studied engineering at Massachusetts Institute of Technology and previously worked at search engine start-up searchme before joining LinkedIn.

Identified has grown tremendously since launching its beta product on September 20th. Identified allows users to see their Identified Score, a measure of how in-demand their professional background is to companies on a scale of 1 to 100, and improve that score by adding more professional information about themselves.

Identified co-founder Adeyemi Ajao added: “We could not have anticipated the exponential growth we’re seeing. We doubled our user base in the last 15 days, and there are days when we grow by nearly five percent per day. We’re growing our engineering team dramatically to scale with the tremendous traffic we’re seeing every day.”

Because of its massive growth, Identified made another high-profile hire in architecture and scalability expert Vladimir Giverts, who has joined the company as CTO. Giverts previously helped scale social network Tagged to over 100 million users before helping create Lionside, a gaming startup sold to ngmoco in June. In addition, Identified has hired key team members including Rui Li, software engineer and infrastructure specialist at Facebook and Erik Kostelnik, director of sales at Career Builder.

Since its September launch, the Identified Scores of nearly 12 million professionals have been viewed on Identified. The company has plans to build an API to allow hundreds of companies instant access to the Identified Scores of millions of job candidates.

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Rebecca Callahan of SourceRight and Randstad to Chair HROA

Rebecca Callahan of SourceRight and Randstad to Chair HROA »

BOSTON, Dec. 13, 2011 /PRNewswire/ — SourceRight Solutions, a Randstad company, and Randstad, an $18.8 billion global provider of HR services, today announced that Rebecca Callahan, president of SourceRight Solutions, has been elected global chair of the HR Outsourcing Association (HROA). Callahan will serve a two-year term as chair, beginning January 1, 2012.

Callahan has been president of SourceRight Solutions since September 2009, previously holding the position of senior vice president of RPO for the company. She is responsible for leading the strategic development of the company and executing business growth. As chair of the HROA, she will leverage her extensive experience to carry out the association’s mission of improving the HR outsourcing experience for employees and employers all over the globe.

Faye Holland, Global Executive Director, HROA, commented, “The next two years are pivotal in the continued growth of the HRO industry. The executive committee, boards, committees and special interest groups of the HROA will benefit from Rebecca’s keen insight into client-provider relationships as well as the best practices from her vast experience.”

Callahan commented, “Knowledge sharing and thought leadership are essential to growth and success for buyers and providers of HR outsourcing solutions. I look forward to working with the HROA to drive education and innovation as our industry evolves to address the demands of a changing global talent marketplace.”

Also joining Callahan on the association’s leadership team will be Kevin McDonald of The E. W. Scripps Company as vice chair and Michael Andrus of Catholic Health Initiatives as secretary and treasurer.

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