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Manpower Employment Outlook Survey Reports Most Promising U.S. Hiring Outlook Since 2008

Manpower Employment Outlook Survey Reports Most Promising U.S. Hiring Outlook Since 2008 »

MILWAUKEE, Dec. 13, 2011 /PRNewswire/ — U.S. employers expect hiring to increase slightly in the first quarter, according to the latest Manpower Employment Outlook Survey released today by ManpowerGroup. When seasonal variations are removed from the survey results, the Net Employment Outlook for Quarter 1 2012 is +9%, an increase from the +7% Outlook during Quarter 4 2011, and stable compared to one year ago when the Outlook was +8%. This represents the most promising hiring Outlook since 2008.

This quarter’s survey reveals:

Nine Straight Quarters of Employment Growth: According to seasonally adjusted data, U.S. employers have now conveyed a steady, but positive overall hiring Outlook for nine straight quarters, following three quarters of pessimistic employment plans in 2009. This is the first increase in quarter-over-quarter hiring intentions since Quarter 1 2011.
Historically High Level of Employers Unsure About Plans: Seven percent of employers report they are unsure of their hiring intentions going into the new year. The rise from three to seven percent is the most significant quarterly increase since 1977 and represents the highest percentage of uncertain employers surveyed since 2005.
Varying Regional Strength: Employers in all four U.S. regions surveyed report a positive Net Employment Outlook, with those in the Midwest region reporting the strongest at +10%. Supported by an increase in the Manufacturing industry sectors, this represents the most favorable hiring Outlook for the Midwest since Quarter 3 2008. Employers in the West region continue to offer the weakest Outlook with +6%.
Pockets of Considerable Increases: Employers in 45 states report positive hiring intentions for Quarter 1 2012, as was the case in Quarter 4 2011. The Outlook in Florida and South Dakota, which were among the weaker labor markets one quarter ago, improved significantly. Now the two states are among the brightest hiring forecasts.

“Slow, but steady momentum has improved employer confidence, which is likely why more employers are planning to hire in the first quarter,” said Jonas Prising, ManpowerGroup president of the Americas. “This uptick is encouraging, but the historically high proportion of employers that are unsure of their hiring plans indicates continued uncertainty about the future and ongoing caution when it comes to staffing plans.”

Of the more than 18,000 employers surveyed, 14 percent anticipate an increase in staff levels in their Quarter 1 2012 hiring plans, while nine percent expect a decrease in payrolls, resulting in a Net Employment Outlook of +5%. When seasonally adjusted, the Net Employment Outlook becomes +9%. Seventy percent of employers expect no change in their hiring plans. The final seven percent of employers indicate they are undecided about their hiring intentions.

“There’s no doubt that employers need more hiring flexibility, but at the same time, they continue to struggle to find talent with mission-critical skills,” said Prising. “On one hand you have CEOs starting and stopping hiring based on market trends, but on the other hand their hiring managers are struggling to find the talent with specific skills. These dynamics, the lack of demand for products and services and the ongoing skills mismatch, profoundly impact hiring decisions. With growing uncertainty, employers rely on contingent labor more and more as they move people in and out of their businesses as demand for their products and services fluctuates.”

Hiring Outlooks for Industry Sectors and Regions

For Quarter 1 2012, employers have a positive Outlook in 12 of the 13 industry sectors included in the survey: Mining (+16%), Leisure & Hospitality (+14%), Wholesale & Retail Trade (+9%), Professional & Business Services (+9%), Durable Goods Manufacturing (+8%), Information (+8%), Financial Activities (+8%), Nondurable Goods Manufacturing (+4%), Other Services (+4%), Education & Health Services (+3%), Transportation & Utilities (+2%) and Government (+1%). Employers in one industry sector have a slightly negative Outlook: Construction (-7%). When the industry sector data is compared quarter-over-quarter, employers in the Leisure & Hospitality sector anticipate a moderate hiring increase, while employers in the Government sector anticipate a slight hiring increase. Staff levels are expected to remain relatively stable among employers in eight industry sectors: Mining, Durable Goods Manufacturing, Transportation & Utilities, Information, Financial Activities, Professional & Business Services, Education & Health Services and Other Services. The Construction and Nondurable Goods Manufacturing sectors anticipate a slight decrease in the hiring pace, while Wholesale & Retail Trade employers intend to moderately decrease hiring.

A positive Net Employment Outlook is reported in all four U.S. regions. Quarter-over-quarter, plans to add employees are slightly up among employers in the Northeast and remain essentially the same among employers in the Midwest, South and West. Compared to one year ago at this time, employers in all regions project a relatively stable hiring environment for Quarter 1 2012.

The next Manpower Employment Outlook Survey will be released on March 13 to report hiring expectations for the second quarter of 2012. To receive e-mail notification when the survey is available each quarter, visit http://press.manpower.com/signup.

*The Net Employment Outlook, often shortened to simply Outlook or NEO, is derived by taking the percentage of employers anticipating an increase in hiring activity and subtracting from this the percentage of employers expecting a decrease in hiring activity.

About the Survey

ManpowerGroup’s quarterly Manpower Employment Outlook Survey measures employers’ intentions to increase or decrease the number of employees in their workforce during the next quarter. It is the only forward-looking survey of its kind, unparalleled in size, scope, longevity and area of focus.

The Manpower Employment Outlook Survey is conducted using a validated methodology in accordance with the highest standards in market research. In the U.S., the survey is conducted by an independent, third-party research firm and includes a select sample of more than 18,000 U.S. employers. This sample represents the top 100 Metropolitan Statistical Areas based on business establishment count and all 50 states, the District of Columbia and Puerto Rico. The mix of industries within the survey follows the North American Industry Classification System (NAICS) Supersectors and is structured to be representative of the U.S. economy. With this number of interviews, the overall U.S. survey carries a margin of error of +/-0.61%, with a 90% confidence index.

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Bullhorn Job Opportunity Report Shows the Most November Gains in Job Openings in the Mid-Atlantic

Bullhorn Job Opportunity Report Shows the Most November Gains in Job Openings in the Mid-Atlantic »

BOSTON, Dec. 13, 2011 /PRNewswire/ — Bullhorn today released its November Job Opportunity Report, which benchmarks new job openings by region and sector to identify bright spots in employment. According to Bullhorn’s data, the Mid-Atlantic (eight percent) and Midwest (one percent) experienced month-over-month growth in November, but year-over-year, all regions have shown gains. By sector, the retail trade industry gained the most month-over-month, with a 31 percent increase in new job openings. [NOTE: The Bureau of Labor Statistics Job Opportunity and Labor Turnover Survey data also issued today show job openings in October 2011, while Bullhorn’s data reports on job openings added in November 2011.]

Looking across its job openings data from the past year, Bullhorn can also project the upcoming data from the BLS Employment Opportunity Index that will be released on January 2, 2012. Bullhorn predicts that the U.S. economy will add 130,000 jobs in December 2011, continuing the positive trend.

“We’ve seen some positive numbers over the last few months, and while they are not the watershed numbers we all are looking for, they are on an upward trajectory,” said Art Papas, CEO of Bullhorn. “The Bullhorn Job Opportunity report shows some nice gains across the country year-over-year, and looking ahead, we see this as a positive sign and expect the BLS Employment Opportunity Index to come in adding another 130,000 jobs in December.”

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AOL Appoints John Reid-Dodick Chief People Officer

AOL Appoints John Reid-Dodick Chief People Officer »

NEW YORK–(BUSINESS WIRE)–AOL Inc. (NYSE: AOL) today announced that John Reid-Dodick is joining the company as Chief People Officer. Reid-Dodick served as Global Head of Human Resources for Thomson Reuters Markets, the $7 billion, 28,000-person division that included the Reuters news organization and the firm’s media, technology and financial services businesses.

“We are thrilled to welcome John to our AOL executive team”

Reid-Dodick brings extensive experience and will lead AOL’s HR team to support the growth and success of employees around the world through a focus on personal development, career progression, talent acquisition, total rewards and business advice supporting leadership and organizational performance. Reid-Dodick will be based at AOL’s headquarters in New York and report directly to Tim Armstrong, Chairman and CEO.

“We are thrilled to welcome John to our AOL executive team,” said Armstrong. “He and our HR team will lead our company’s very important commitment to recruiting, developing and empowering our employees so they can thrive at work. John is a perfect example of the passionate, professional and dedicated talent that we continue to attract to AOL.”

A priority for Reid-Dodick will be to attract and engage the very best talent in the media, advertising and technology fields by leveraging AOL’s position as a leading global Internet company. “I’m excited to join AOL because of its strong focus on attracting world-class talent and nurturing a highly creative, collaborative and productive culture,” said Reid-Dodick. “AOL is an iconic and trusted brand, and I’m delighted to be part of the AOL family.”

Following the Thomson acquisition of Reuters in 2008, Reid-Dodick led the people and culture integration of Reuters and Thomson Financial. Previously, he held a range of senior HR roles at Reuters in New York and London. A lawyer by training, Reid-Dodick joined Reuters in 1995, serving as General Counsel for Reuters America from 1997 to 2000. Prior to Reuters, he was an associate with Sullivan & Cromwell for five years, and a law clerk for the Honorable Robert W. Sweet of the Southern District of New York from 1988 to 1989.

An expert in leadership, talent, and organizational culture and change, Reid-Dodick has led a number of initiatives that received industry awards of excellence and were featured as best practice in publications such as Stephen Bungay’s The Art of Action: How Leaders Close the Gaps Between Plans, Actions and Results (2011), and Jeff DeGraff’s and Shawn Quinn’s Leading Innovation: How to Jump Start Your Organization’s Growth Engine (2006).

Reid-Dodick graduated cum laude from Harvard Law School, where he was Managing Editor of the Harvard Law Review, and holds a Masters degree in Politics from New York University and a Bachelors degree in Political Studies from the University of Manitoba.

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Upstream Gamifies its HR with Online Challenge for Marketing Campaign Manager Recruits

Upstream Gamifies its HR with Online Challenge for Marketing Campaign Manager Recruits »

SAN FRANCISCO and LONDON, Dec. 12, 2011 /PRNewswire/ — For most of 2011, Upstream has touted the value of gamifying consumers’ mobile marketing experiences to make them more rewarding and to drive better response rates. In the vein of ‘practicing what you preach,’ the company has now turned the expertise it normally deploys for some of the world’s largest carriers and brands to design an online challenge to help recruit candidates for its open Marketing Campaign Manager positions.

“The Upstream Challenge is a great tool to attract and really engage the right kind of candidates for this role,” said Guy Krief, Senior Vice‑President, Innovation, Upstream. “We’re trying an innovative approach to recruitment – not just looking at hiring the most impressive resume, but people who are up for a challenge and demonstrate an ease with languages, can creatively think and innovate and who understand basic statistics, because that’s what they’ll face every day in this position.”

The challenge is designed to take a maximum of 60 minutes and leads candidates through a series of seven timed missions that relate to specific aspects of the Marketing Campaign Manager positions. After providing personal contact details, candidates begin with exercises such as ‘decrypting’ anagrams, word usage questions, elementary mathematic questions, matching an emotion to a hypothetical scenario, and more.

Candidates interested in taking the challenge can participate at: http://thechallenge.upstreamsystems.com.

According to Krief, these missions test fundamental marketing knowledge and analytical skills, and may uncover candidates who would never have otherwise applied for the position but actually demonstrate that they have the skills to do the job successfully. “Our hope is that this type of engagement will attract a wide range of talent, and will prove more fun and compelling than the typical recruitment process,” said Krief. “It’s been said that you can learn more about a person in an hour of play than in a year of conversation, so it’s going to be fascinating to see the results.”

The Marketing Campaign Manager will work on Upstream’s global, multi-channel client campaigns to extend the award-winning work of this fast-growing company. Upstream has added more than 45 full‑time employees and opened new offices in Silicon Valley, Rio de Janeiro and Dubai in the past year alone.

There are five open Marketing Campaign Manager positions, which will be located in the UK, U.S., Greece and Brazil. A full job description can be found here.

With gamification, Upstream dramatically increases levels of responsiveness, engagement and enjoyment of marketing campaigns, transforming the experience to benefit both the consumer and marketer. The gamification engine that forms an integral part of Upstream’s Marketing Communications Suite (MCS) technology platform delivers key insights into interactions as they happen, enabling the platform to tailor campaigns so that their frequency, progress and content are informed by the behavior of highly targeted consumer segments, making it ultimately more rewarding and enjoyable for individuals.

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CKR Interactive Launches Division Devoted to EVP and Employer Brand Consulting

CKR Interactive Launches Division Devoted to EVP and Employer Brand Consulting »

(PRWEB) December 12, 2011 International recruitment marketing agency CKR Interactive has launched Peer Group US, an employer brand consultancy specializing in Employer Value Proposition (EVP) development and custom primary research projects aimed at improving an organization’s communications with current and prospective employees.

“We’ve provided this expertise and consultation through CKR Interactive since the agency’s founding more than a decade ago,” notes President & CEO Curtis Rogers. “But today’s environment demands a more structured approach to solving communications challenges through custom research. This is the motivation for Peer Group US.”

Peer Group US leverages advanced research techniques and methodologies designed to guide organizations in effective workforce communications throughout the entire employment experience. The new division’s researchers conduct a broad range of activities, including online surveys, competitive analyses, focus groups and in-depth interviews, to solve complex internal and external communications challenges.

CKR Interactive selected Kendra Van Nostran, the agency’s longtime director of account research, to serve as the director of Peer Group US. As she observes, “Now is the ideal time for organizations to invest in a greater understanding of their value proposition and employee engagement levels. Voluntary turnover is on the rise and many employers are actually struggling to attract the talent they need. Given this, it’s crucial for organizations to take a step back and assess the effectiveness of their employee and candidate communications.”

With more than 15 years of experience – plus Creative Excellence Awards for both primary and secondary research studies – Van Nostran will oversee project planning and program management for Peer Group US clients.

Peer Group US is also affiliated with Peer Group Communications in the United Kingdom, and the two firms will partner to provide solutions to companies with global communications needs.

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Houston Recruiting and Staffing Agency – Murray Resources – Launches ‘Career Guider’ Workshop Series

Houston Recruiting and Staffing Agency – Murray Resources – Launches ‘Career Guider’ Workshop Series »

HOUSTON, Dec. 12, 2011 /PRNewswire/ — Today, Murray Resources, a leading recruiting and staffing firm based in Houston, Texas, announced that the company is launching ‘Career Guider’ – a new workshop series designed for job seekers and working professionals seeking to expand and update their job search skills.

“We’re excited to bring job seekers and working professionals the ‘Career Guider’ series, as it represents another way that we can help candidates develop their careers and achieve their professional aspirations,” said Marsha Murray, President of Murray Resources.

Ms. Murray continued, “The workshop topics were developed based on input from job candidates, with each workshop focusing on a specific aspect of a candidate’s job search and career.”

The courses start on February 4th, 2012 and candidates are invited to register for as many courses as they like. The company is offering a 20% early bird discount for registrations until January 15, 2012. To receive the discount, participants should enter EarlyB at checkout.

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WorkforceLogic Ranked Top VMS and MSP Performer 2011 in Staffing Industry Analysts’ Customer Satisfaction Survey

WorkforceLogic Ranked Top VMS and MSP Performer 2011 in Staffing Industry Analysts’ Customer Satisfaction Survey »

San Francisco, CA (PRWEB) December 12, 2011 WorkforceLogic has received top ranking as a VMS and MSP Overall Top Performer in the 2011 customer satisfaction survey conducted by Staffing Industry Analysts (SIA). WorkforceLogic is the single MSP provider in the United States to have received top ratings from the 2000 buyers and staffing providers surveyed. This is the second consecutive year that WorkforceLogic has been ranked as a top performer.

According to Bryan Pena, vice president at Staffing Industry Analysts, “In order to be considered for the ‘Top Performer Overall’ list, vendors had to score in the top quartile for both staffing providers and buyers. Only one managed service provider rated in this year’s survey scored high enough with both key audiences to qualify, WorkforceLogic.”

“This recognition is a testimonial to the high level of customer service our professional staff has provided to our clients. Excellent customer service is a trademark of our company. Since we established WorkforceLogic ten years ago, we have successfully served several Fortune 500 and Silicon Valley industry leaders. Our reputation for quality service has been the differentiator and this ranking supports that success,” said Gary Nelson, founder and chairman of the company.

“Offering clients the ability to access talent while providing tools that enable them to manage their contingent workforce spend is what our customers appreciate,” says Catherine Candland, CEO. “Through its technology, WorkforceLogic is delivering to clients the means to strategically manage their increasingly complex talent needs.”

WorkforceLogic’s managed services and vendor management enhance client competitiveness by helping organizations view their contingent labor as a unified whole. Out of that new perspective comes business intelligence that can be used to achieve more successful and consistent results. WorkforceLogic’s award-winning program dispatches:

Statement of work (SOW) management for timely deliverables
Spend management for optimization of the expenses related to contingent workers
Business intelligence (BI) for tracking and reporting resulting in critical headcount analytics

“With an ever-increasing amount of players offering software and services that support companies utilizing contingent workers, we’re thrilled that our clients think we’re doing it best,” said Founder and Chairman of the Board Gary D. Nelson.

Spend under management is the contingent labor spend being managed by a technology or service. Growing from $66 billion in 2009 to $83.7 billion in 2010, spend under management remains a focus for most organizations. According to Staffing Industry Analysts’ research, companies of all sizes, in just about every industry, are using MSP and VMS providers to manage their contingent workforce programs.

Read WorkforceLogic Ranked Top VMS and MSP Performer 2011 in Staffing Industry Analysts’ Customer Satisfaction Survey now »

Staffing Software Provider Professional Advantage Joins California Staffing Professionals Association (CSP)

Staffing Software Provider Professional Advantage Joins California Staffing Professionals Association (CSP) »

FARGO, N.D., Dec. 8, 2011 /PRNewswire-iReach/ — Professional Advantage, a staffing software solution provider, announces its membership to the California Staffing Professionals Association (CSP), as an industry partner.

As an industry partner of CSP, Professional Advantage will receive extensive and varied benefits such as a connection to a community of California staffing professionals. Having access to a range of networking and business opportunities throughout the state of California is just one of the many reasons Professional Advantage has joined CSP. A few of the benefits the California Staffing Professionals Association provides their members are professional development tools, education and networking opportunities, and legislative updates from a CSP lobbyist.

Professional Advantage is looking forward to networking with California staffing professionals throughout the year; specifically at the 2012 Staffing & Recruiting Conference being held June 14-16 in Palm Desert, CA.

“We are excited to become a part of the largest staffing industry association in California and look forward to making connections with CSP members,” said Staffing Software Sales Executive, Kathi Halvorson. “We recently sponsored one of CSP’s premier annual events for staffing and recruiting firm owners, the CSP Owners Only Retreat, in beautiful Buellton, California.”

Professional Advantage is also an associate member of the American Staffing Association (ASA). Since CSP is committed to furthering the interests of the staffing services industry, not only in California, CSP and ASA reciprocate communications and join forces on projects throughout the nation.

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Outplacement Solutions Provider RiseSmart Wins 2011 Red Herring Global Top 100 Award

Outplacement Solutions Provider RiseSmart Wins 2011 Red Herring Global Top 100 Award »

San Jose, CA (PRWEB) December 12, 2011 RiseSmart, the leading provider of next-generation outplacement solutions, has been named to the Red Herring Global Top 100, which recognizes the leading private companies in North America, Europe and Asia. RiseSmart is among just 47 U.S. companies on the Global Top 100 list.

The honor comes on the heels of the company’s selection as a Red Herring North America Top 100 winner in June. The Global Top 100 finalists, representing past Red Herring Asia, Europe and North America award winners, were judged on a range of metrics, including technology innovation, financial performance, growth criterion, management’s execution standards, and potential globalization of the strategy and market share improvement.

“Choosing the best out of the previous two years was by no means a small feat,” said Alex Vieux, chairman of Red Herring. “After rigorous contemplation and discussion, we narrowed down our list from 1,100 potential companies to 100 winners. It was an extremely difficult process. RiseSmart should be extremely proud of its achievement, the competition for the Top 100 was fierce. The Global Top 100 are truly the best of the best.”

Red Herring’s Global Top 100 list has become a mark of distinction for identifying promising companies and entrepreneurs. Red Herring editors were among the first to recognize that companies such as Google, Skype, Baidu, Salesforce.com, YouTube, eBay and others would change the way we live and work.

RiseSmart is transforming the outplacement industry with Transition Concierge, which uses the power of technology to provide companies with a cost-effective and results-driven outplacement solution. With a unique blend of proprietary job-matching software and high-touch human interaction, Transition Concierge delivers personalized job leads paired with one-on-one assistance from trained Transition Specialists during all phases of the job search process. The company currently boasts a time-to-placement ratio two-times faster than the national average.

“Reception of this Global Top 100 award along with the new additions of senior executives from legacy outplacement firms proves yet again that our innovative, technology-based platform is the preferred business model in the outplacement industry,” said Sanjay Sathe, founder and CEO of RiseSmart. “This award is a special honor, and I look forward to continuing to achieve significant recognition for our accomplishments through awards similar to the Red Herring Global Top 100.”

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MaxHire Partners with TimeshEASY for New Timecard and Expense Integration

MaxHire Partners with TimeshEASY for New Timecard and Expense Integration »

VANCOUVER, British Columbia, Dec. 8, 2011 /PRNewswire/ — MaxHire Solutions Inc, a leading provider of front-office recruiting software, has partnered with timeshEASY to provide customers with an easy way to manage complex commission calculations for both permanent and contract placements. Under this new partnership, timeshEASY has provided full integration with MaxHire so that placement data flows seamlessly from MaxHire to timeshEASY.

“We pride ourselves in partnering with other industry leaders, who offer specialized technologies and services, to extend the functionality of MaxHire,” says CEO, Peter Blitz. “timeshEASY’s integration with MaxHire completely eliminates data entry and reduces administration costs and its commissioning module is incredibly powerful.”

timeshEASY was built to solve the problem of paper timesheets and is fully scalable to meet the needs of staffing firms of all sizes. The web-based software was developed by former staffing professionals who understand the complexities and unique needs that staffing firms face when collecting time, invoicing clients and calculating payroll.

The integration that timeshEASY developed with MaxHire and accounting software like Quickbooks allows information to be pulled right from MaxHire into the back office. When a placement record is created in MaxHire, all placement data including the client, employee and assignment information are automatically passed to timeshEASY. Employees are able to submit their time online, preventing human error with data entry, reducing admin time and speeding up payroll. The flexible and powerful commission rules automatically compute commissions for both permanent and contract placements. As the placement data in MaxHire always overrides the data in timeshEASY, compliance is driven to MaxHire.

timeshEASY rolled out the integration with MaxHire at the beginning of November and several MaxHire clients have already gone live with it.

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Online Reputation Management: Success For Company As They Complete 100th Reputation Repair Project

Online Reputation Management: Success For Company As They Complete 100th Reputation Repair Project »

New York, New York (PRWEB) December 08, 2011 Individuals and businesses are becoming increasingly affected by the materials about them online. When an offensive or negative result shows up in the top positions of a search by a popular search engine such as Google, this can have devastating effects. Your online reputation can be viewed by your bosses, employees and anyone who searches for your name online. Online Reputation Management provides services to make sure the negative or offensive items are removed altogether or pushed to the later pages of search engine results.

Online Reputation Management founder, Ed Eshel commented, “We are very proud to have recently completed our 100th project for a private individual who sought our help to repair his online reputation after several negative articles started to affect his professional and private life”. The case was assessed by Online Reputation Management who formulated a plan of action. In addition to trying to get as many of the offending articles removed as possible, we also implemented an effective SEO campaign designed to ensure that the top positions in search engine results are dominated with positive articles and posts. This also served to ensure that any remaining offending articles were pushed further down in the online search results.

“The 100th project was a very typical scenario of the type of reputation repair work that is becoming increasingly needed in today’s, Internet-reliant world” commented Eshel. The company has dealt with a range of projects since its launch, in all the goal was to establish and promote a positive online reputation for the client. This involves combining several different approaches to suit the specific needs of a client. When there are existing materials online that are negatively effecting the reputation of a client, the fist aim is to remove as much of this as possible. At the same time, an SEO campaign is initiated, to ensure that the most relevant and positive information ranks in the top positions of online search engine results. Additionally an online marketing campaign is invariably designed, which will ensure that there is plenty of positive and useful information to fill the search results and further promote the client’s online reputation in a positive light.

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Hays Procurement and CIPS Partner to Deliver Dedicated Recruitment Services

Hays Procurement and CIPS Partner to Deliver Dedicated Recruitment Services »

LONDON, December 8, 2011 /PRNewswire/ –Hays Procurement, the leading recruiting expert, has signed a new partnership with the Chartered Institute of Purchasing & Supply (CIPS) to provide CIPS members with a dedicated recruitment service, providing specialist procurement and supply management career support for CIPS’ UK members and those overseas

CIPS members will benefit from Hays Procurement’s regional network of offices and have access to the latest job opportunities. Hays Procurement will offer members a priority service, which will include essential information about the procurement market and careers advice from expert recruiters.

Pat Law, Director at Hays Procurement comments: “Recruitment issues have risen to the fore since the economic downturn and procurement professionals want expert career advice. Our partnership with CIPS will enable us to keep its members up-to-date with the latest information about the procurement market. We look forward to working even more closely with CIPS to raise the profile of the profession and encourage young people to consider it as a career.”

David Noble, Chief Executive at CIPS said: “The combined strength of our preferred partners, who have been chosen following a rigorous selection process, means a huge boost for candidates seeking career opportunities in the procurement and supply chain profession. We must support the next generation of professionals and make this a career of choice for younger audiences and those in mid-career. I believe this combination of experts in the recruitment industry will provide the best mix and the best opportunities.”

For further information or to access current procurement jobs please visit the Hays website.

For more information on CIPS please visit: cips.org.

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Resfly Introduces Video Interviewing

Resfly Introduces Video Interviewing »

Minneapolis, MN (PRWEB) December 08, 2011 Resfly, a service that publishes employers’ jobs to the web’s most popular job boards and social networks, today announces a new video interview feature allowing hiring managers to screen their candidates via webcam as they apply to jobs.

Resfly’s announcement reflects a trend of webcam usage not only in the hiring industry, but also in everyday interaction. With social networks like Facebook introducing Skype-powered video chat and Google+ introducing “Hangouts”, it is clear webcam usage will only increase.

“This technology offers employers a glimpse of a potential hire that paper can never replicate,” said Asim Baig, president of Resfly. “As employers continue to adopt new technology to streamline their hiring, they’re becoming more open to video interviews.”

“Our team has a long tradition of being at the cutting edge of technology as it meets hiring,” said project manager Tony Sternberg. “We’re continuing that tradition with Resfly. The industry is ripe for innovation and we see lots of opportunity ahead.”

Video interviews will be made available on all Resfly pricing plans at no additional cost and can be optionally added to any new or existing job questionnaire. Users may ask candidates to answer up to three video questions per job, each up to one minute long. Resfly is currently offering a 5-day free trial for users to test their service.

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Sodexo Receives 2011 Optimas Award for Innovation and the 2011 OnRec Award for Excellence in Inclusion Recruiting

Sodexo Receives 2011 Optimas Award for Innovation and the 2011 OnRec Award for Excellence in Inclusion Recruiting »

GAITHERSBURG, Md., Dec. 7, 2011 /PRNewswire/ — Sodexo’s approach to internal recruiting and subsequent five percent increase in internal hires was applauded by Workforce Management magazine with the presentation of the 2011 Optimas Award for Innovation. While the Optimas Awards are known for recognizing companies for tackling challenges with flexibility and ingenuity, the Innovation Award looks closer at innovative workforce management strategies that address fundamental business issues.

Leading the recruitment industry, Sodexo’s Internal Mobility initiative aims to provide programs that support the idea that no matter the position where one starts at Sodexo, the decision of where to go from there belongs to the employee. Sodexo’s initiative uses a multi-pronged approach to help employees achieve their career aspirations and strives to increase employee engagement, increase retention of top talent, increase workforce agility to changing business needs, and maximize the availability of critical talent to support business needs. Sodexo’s internal mobility initiatives have helped drive the proportion of internal hires from 50.8% in FY2008 to 55.15% in FY2011.

“We are proud to accept the Optimas Award for Innovation and will continue to work on initiatives that help us to attract and retain a highly talented workforce while providing a range of professional opportunities and career paths where employees can grow their careers,” said Arie Ball, Vice President Sourcing and Talent Acquisition.

Earlier this fall, Sodexo was honored at The Recruiting Conference Global Summit with the OnRec award for Excellence in Inclusion Recruiting. The award recognized Sodexo for its college recruitment campaign that targeted members of the National Society for Minorities in Hospitality to build a diverse leadership pipeline for the company.

Noteworthy to this campaign was the way Sodexo engaged its hiring partners in the initiative and its creative use of mobile technology to engage top students. More than 30 Operators, HR Partners, Talent Acquisition and Sodexo Future Leader Intern Ambassadors contributed to the campaign.

“The success of a diversity and inclusion program is often judged on how a workforce looks, but it is also the integration of diversity of thought and inclusion of people that truly leads to systemic culture change,” explained George Chavel, President and CEO of Sodexo.

Workforce Management magazine is focused on HR trends and tools that help HR professionals deliver measurable business results to companies. OnRec is the world’s leading information resource for Human Resource and Recruiting professionals.

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Mingle LLC Acquires Exclusive Social Network Provider Affinity Circles to Expand Qualified Audience by Millions

Mingle LLC Acquires Exclusive Social Network Provider Affinity Circles to Expand Qualified Audience by Millions »

SAN DIEGO, CA, Dec 07, 2011 (MARKETWIRE via COMTEX) — Mingle LLC, a career-focused software and services company and parent company of Climber.com, today announces the acquisition of Affinity Circles, an affinity group-focused recruiting network based in Sunnyvale, Calif. Climber.com provides professionals hands-on, proactive career management and access to hundreds of thousands of recruiters. The acquisition represents a key step in growth strategy for the coming year, as Mingle LLC will focus on adding additional colleges and organizations to its platform. The transaction was completed on November 18, and is a merger deal with Climber.com buying shares of existing shareholders. Affinity Circles will be a wholly owned subsidiary of Mingle LLC.

The acquisition gives the Climber.com network of recruiters and companies access to millions of job seekers, and for alumni and social organizations more robust software to engage their members, and access to tens of thousands of job opportunities from top-tier companies. The acquisition of Affinity Circles further extends Climber.com’s reach to six million highly qualified professionals that it matches with its network of more than 400,000 recruiters looking to fill elite job opportunities across the country.

“Adding Affinity Circles to the Climber.com network allows us to reach millions of talented professionals looking for career opportunities in the high-paying category,” said Michael C. O’Brien, CEO of Mingle LLC. “Our recruiters and clients will now be able to target potential hires by campus, location, specialty and other affinity groups to reach a highly desirable group of job seekers.”

Affinity Circles began in 2002 as a way for Stanford University students to stay in touch with their friends and colleagues. What quickly developed was the Web’s first private and completely secure online social network. Today, Affinity Circles remains committed to creating trusted social networks, and to attracting top visionary talent. Such talent has helped it achieve the continued rapid growth of its customer base and the introduction of numerous groundbreaking features and services.

The acquisition also gives Affinity Circles an expanded targeted marketplace for its successful technology. Climber.com will continue to market the Affinity Circles brand while pushing forward with Climber.com, providing recruiters access to a highly targeted set of passive and active candidates, and giving job seekers the tools needed to land the perfect job.

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