TRUSTAR SOLUTIONS REBRANDS TO FIRST ADVANTAGE

INDIANAPOLIS, Ind., June 1, 2006 — TruStar Solutions, acquired by First Advantage Corporation (NASDAQ: FADV) in December 2005, announced today that it is rebranding and will go to market as the Recruiting Solutions division of First Advantage as it aligns with the company's Hiring Solutions Group. Under the First Advantage brand, the Recruiting Solutions division will continue to be a key strategic and tactical resource for talent-focused organizations while it leverages the growing brand of its global parent company.

First Advantage's Recruiting Solutions division offers a well-rounded set of innovative, market-proven talent acquisition solutions to businesses as part of the comprehensive portfolio of services offered by the company's Employer Services segment. The segment also provides hiring management systems, skills and behavioral assessments, background verifications, occupational health services, tax credits and incentives programs and other services to businesses around the world.

"We are extremely proud to be entrusted with the First Advantage name," said LeRoy Robbins, executive vice president of the Recruiting Solutions division of First Advantage. "The core capabilities that made TruStar Solutions the partner of choice in the talent acquisition space remain intact, and now, as First Advantage, we have renewed our focus on passionate client service."

"First Advantage has combined and integrated best-in-breed applicant tracking software, recruiting solutions and skills and behavioral assessment services to provide a single- source hiring solution for our customers' salaried and hourly talent acquisition challenges," said Rick Mansfield, executive vice president of First Advantage's Hiring Solutions Group.

An updated web presence accompanies the brand change. First Advantage's Recruiting Solutions new site features an upgraded design, additional content and quick links to the company's main corporate site. The new website address is www.FADVRecruiting.com.



About First Advantage Corporation
First Advantage Corporation (NASDAQ: FADV) combines industry expertise with information to create products and services that organizations worldwide use to make smarter business decisions. First Advantage is a leading provider of consumer credit information in the mortgage, automotive and subprime markets; business credit information in the transportation industry; lead generation services; motor vehicle record reports; supply chain security consulting; employment background verifications; occupational health services; applicant tracking systems; recruiting solutions; skills and behavioral assessments; business tax consulting services; insurance fraud, corporate and litigation investigations; surveillance; computer forensics; electronic discovery; data recovery; due diligence reporting; resident screening; property management software; renters insurance and consumer location services. First Advantage ranks among the
top companies in all of its major business lines. First Advantage is headquartered in St. Petersburg, Fla., and has more than 4,100 employees in offices throughout the United States and abroad. More information about First Advantage can be found at www.FADV.com.


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Leade Health Announces Development of Health Coaching Best Practices

Ann Arbor, MI – June 1, 2006 – Leade Health, a pioneer in the field of health coaching, announced today that it will establish best practices outcomes for its key behavioral change programs of weight management, stress reduction, tobacco cessation, and cardiovascular health.

Drawing upon years of client data from Leade’s dedicated coaching programs and research from various fields, Leade Health is now taking a leadership role to develop best-in-class health coaching practices. In November 2005 the coaching firm established a scientific advisory board led by Michael D. Mulvihill, President & CEO. Michael noted, “We are currently working to announce the best practices by year-end.”

“With 30,000 individual coaching interventions to draw from, Leade Health is on par with any legitimate research organization in assessing behavioral change,” explains Steven Bolling, MD, Professor of Surgery, Gayle Halperin Kahn Professor of Integrative Medicine, and Medical Director of the Board. “With our advisory board’s guidance, Leade Health is conducting research in three phases -- defining attributes, identifying the metrics and tools for measuring, and validating coaches’ attributes as a predictor of outcomes.”

Defining the attributes that characterize a good health coach is critical, since Leade employs a unique approach where dedicated coaches work with individuals for 12 months at a time.

“Leade Health is trying to discover what qualities of health coaches help them be effective in eliciting behavior change, and what elements of the health coaching practice are most effective,” Dr. Bolling notes. “For instance, empathy is one of the attributes that characterize a good health coach. But there should also be a strong sense of emotional self-awareness, so a coach knows when he or she is being empathic or not.”

As the company that was “first to market” in 1997 with its unique brand of health coaching, Leade Health has been a leader and innovator in its development and delivery. For instance, nearly 10,000 people have participated in Leade Health’s iCanChange™ Weight Management program. Of those, 89 percent have achieved weight loss or weight stabilization after one year of dedicated coaching. Other key Leade Coaching programs include iCanQuit™ Tobacco Cessation and iCanRelax™ Stress Reduction.

Leade has also conducted extensive research in fields that affect health coaching, including behavior change, psychology, call centers, and best practices. The move responds to the rapid rise of health coaching thanks to increased medical costs, rising obesity rates, aging of the population, and a growing interest in disease prevention.

“Leade Health is committed to not only the identification of health coaching best practices, but to also becoming a best practices organization at all levels under the leadership of the Scientific Advisory Board,” said Michael D. Mulvihill, Board Chairman.

About Leade Health
Founded in 1990, based in Ann Arbor Michigan, Leade Health specializes in Health Coaching in the areas of Weight Management, Stress Management, Tobacco Cessation, and Cardiovascular Health. Leade Health has earned a reputation for partnership integrity, product innovation and program impact. Leade Health‘s success rates from its signature Health Coaching model achieve outcome results that exceed national norms.

For more information on Leade Health visit www.leadehealth.com.

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Working Advantage Celebrates Fifth Birthday with Week-Long Celebration

Working Advantage Celebrates Fifth Birthday with Week-Long Celebration

Provider of employee discount programs plans raffles, special offers, extra discounts and more for registered members

MAYNARD, MA, June 1, 2006 -- Working Advantage, a leading provider of employee entertainment discount and reward programs to over 5,500 corporations nationwide, is celebrating their fifth birthday in style. A week long celebration, beginning on June 5, 2006 will include raffles, special offers, extra discounts and a chance for one lucky member to win a grand prize trip for two to San Francisco, California.

The event commemorates five years of growth and success in the competitive employee services industry. June also marks the second birthday of the Working Advantage Gift Certificate, an electronic gift and reward product used by corporations nationwide for employee anniversary awards, birthday gifts, customer incentives and more.

From June 5 to June 9, 2006, each registered Working Advantage member will be entered into raffles and giveaways all week long. Each day, a new raffle and/or discount offer will be announced and winners will be drawn at random for prizes such as gift cards, movie tickets, electronics, theme park tickets, Godiva® chocolates and other items. Plus, two winners each day will be awarded a $100 Working Advantage Gift Certificate, which can be redeemed for any tickets or gift cards on www.workingadvantage.com.

The celebration’s grand prize, a 3 day/2 night trip for two to San Francisco, features products from top Working Advantage vendors including Fairmont Hotels & Resorts®, Alamo®, Smart Destinations Inc. – Go San Francisco™ Card, SignatureDays.com and AKA Gourmet. The winner will receive airfare for two to San Francisco, CA and a package of hotel certificates, gift certificates and other goodies to make their trip unforgettable. Details will be available on www.workingadvantage.com beginning on June 5, 2006. New corporate memberships may be activated quickly and easily at no charge.

Working Advantage pioneered discount ticket outsourcing in 1995 as the Corporate Movie Club, providing discount movie tickets to corporate employees and offering one of the first entertainment and recreation programs specifically designed for large companies. Now, as a leader in outsourced work/life benefit programs, Working Advantage offers exclusive national and regional discounts on movie tickets, theme park tickets, hotel certificates, Broadway theatre, sporting events, seasonal ski tickets, gift cards, online shopping and more.

First launched in 2004, the Working Advantage Gift Certificate is available in many denominations, never expires and is emailed directly to recipients from Working Advantage. This product is a fresh and unique solution for companies with specific budgets, outdated catalog reward programs, or that simply need a new idea to spark attention. Recipients can choose their reward from any of the ticket or gift card products on www.workingadvantage.com.

About Working Advantage
Working Advantage is the premier employee savings portal for over 5,500 companies and organizations and their two million employees and members nationwide. Privately funded and located in Maynard, MA, Working Advantage can be found on the web at www.workingadvantage.com. For corporate membership inquiries, please contact Corporate Member Services at (800) 565-3712, or corporatemembership at workingadvantage.com.

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SCI COMPANIES ENABLES BUSINESSES TO OFFER CUSTOMIZED DISABILITY BENEFITS TO EMPLOYEES

TAMPA, Fla., June 1, 2006 - SCI, a national leading Professional Employer Organization (PEO), announced today that effective immediately, it is adding employer-paid short-term disability (STD) and long-term disability (LTD) insurance plans to its existing voluntary benefits offerings through Jefferson Pilot Financial.

The new STD and LTD plans will be offered at a discounted rate based on the client’s employee census and nature of business. The discounted rate requires a 100% employer contribution towards the coverage for all active full-time employees working 30 or more hours per week and does not require evidence of insurability.

Disability insurance is a meaningful benefit with serious implications when overlooked. According to the National Safety Council, a disabling injury occurs in America every 1.5 seconds. The financial cost of injuries is estimated at more than $224 billion each year. These costs include medical care, rehabilitation, lost wages, and lost productivity.

“Providing disability insurance can be a win-win situation for both employers and employees,” commented Henry Hardin, president & CEO, SCI. “Short and long-term disability insurance plans provide employees with needed income replacement if they are unable to work for extended periods due to an injury or sickness. And by offering a comprehensive employee benefits package, employers can improve employee satisfaction and attract top-notch employees.”

In other news, Jefferson Pilot has recently merged with Lincoln Financial Group. The new Lincoln Financial Group has a 100-year old heritage of helping people find solutions to financial challenges. As one of the largest and most powerful financial services companies in the nation, they are a proven leader in identifying and delivering product solutions. Lincoln Financial is a premier provider of life insurance, annuity, group benefits, retirement income and investment products and services, supported by top-tier retail and wholesale distribution platforms. The merger does not affect SCI clients and their employees who are currently covered under Jefferson Pilot’s plans.

SCI clients who are interested in obtaining a quote for the new STD and/or LTD plans can obtain an employee census from their Client Service Professional. The completed form has to be emailed to e-mail protected from spam bots.

What is a PEO?
Professional employer organizations (PEOs) enable clients to cost-effectively outsource the management of human resources, employee benefits, payroll and workers' compensation. PEO clients focus on their core competencies to maintain and grow their bottom line. For free quotes on HR outsourcing, email SCI at e-mail protected from spam bots.

About SCI Companies
SCI Companies is a “Best in Class” provider of HR outsourcing, specializing in payroll, human resources, benefits and workers compensation administration. Founded in 1985, SCI is one of the largest privately held Professional Employment Organizations (PEOs) serving more than 1000 clients nationwide. For more information, visit www.scicompanies.com.



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eContinuum Appoints Kevin Oakes As Executive Chair

Minneapolis, MN – June 1, 2006 – eContinuum, providers of customized hiring solutions for highly targeted employee selection, announced that human capital industry veteran Kevin Oakes will join the company in the role of Executive Chair. In this executive advisory role, which is a part-time position, Oakes will help the company build on it’s impressive growth over the last year and guide the company as it enters the next stage of expansion.

eContinuum, a Minneapolis-based company, offers a unique hiring solution enabling companies to assess and predict job performance of applicants, with a focus on hiring for sales and other revenue-generating functions. The company was founded on the principle that identifying the key criteria for success within an existing position is the best way to assess a candidate’s potential and future achievement within that position.

At the center of eContinuum’s success is the company’s signature product Overture™, the first hiring tool to integrate a company’s intrinsic knowledge into the applicant screening process - far superior to the traditional key-word search used by most applicant sorting systems. The company’s 'intelligent' internet/network-based screening tools are designed to allow organizations to better identify high-quality applicants, p! redict job performance, and reduce interview time and employee turnover.

Established in 2004 by Orrin Broberg, a seasoned CEO and entrepreneur with more than 20 years of experience in technology-enabled training and education, eContinuum has adopted a holistic view of the employee lifecycle.

“We see the employment cycle not as a series of separate events, such as hiring, training, retaining, etc., but as a seamless, continuous whole – the employee continuum,” said Broberg, CEO of eContinuum. “Our products are designed to create alignment and consistency, steadily increasing value in the people you hire and the results they deliver over time.”

“I’m extremely pleased that Kevin will be joining me in leading the company as we capitalize on the significant interest in, and need for, our products and strategies for hiring better performers,” added Broberg. “Kevin’s fantastic track record at growing companies in the talent management industry, and his vast experience and knowledge will be a great asset to eContinuum as we execute on our business plan.”

“eContinuum is a company that understands that solid employee performance starts with hiring potential stars from the start, and most importantly stars that will fit within an organization’s culture,” said Oakes. “While applicant tracking systems are plentiful in the marketplace, most do little to nothing to identify the optimal candidates for a position and predict job performance. eContinuum’s provides a comprehensive approach by finding the right person for a specific positio! n, resulting in a strong employer-employee relationship for both short-term effectiveness, and sustained long-term value and
profitability. While eContinuum’s solutions can be used for a broad range of positions, the company’s products and solutions are ideal for sales and other revenue-critical positions, which is one of the primary areas that concerns senior executives and where our primary focus remains.”

“I’m excited to work with Orrin and the dynamite team of passionate and exceptionally bright people he has put together. It’s an energizing environment; one that we expect will re-energize the hiring processes of progressive companies that utilize eContinuum’s products and services.”

Oakes, a 15 year veteran of the human capital industry, is the 2006 Chair of the American Society of Training & Development (ASTD) board of directors, the largest association in North America dedicated to workplace learning and performance. Oakes was most recently president of SumTotal Systems, (NASDAQ: SUMT), the business performance and learning technology industry’s largest single provider of technologies, processes and services. Oakes remains on SumTotal’s board of directors, and as a retained advisor to the company. Prior to the formation of SumTotal, Oakes was the Chairman & CEO of Click2learn (formerly Asymetrix), which was founded in 1985 by Paul G. Allen! , co-founder of Microsoft. Oakes was also CEO and founder of Oakes Interactive,
an award winning technology-based training company in Needham, Massachusetts, which he merged with Asymetrix in 1997 prior to being part of the team that successfully took Asymetrix public in 1998. Oakes is also an advisory board member of Longworth Ventures, a Boston area venture capital firm. A regular columnist and editorial board member of T+D Magazine – the learning industry’s most widely circulated publication – Oakes also is a frequent author and international keynote speaker on the strategic use of talent management within organizations. Oakes, along with his wife and 3 children, will continue to reside in Bellevue, Washington.

About eContinuum

A pioneer in helping companies hire and develop better performers, eContinuum provides competency-based solutions that enable companies to assess and predict job performance of applicants. Through its use of expert systems, eContinuum allows organizations to rank, measure, and evaluate job candidates against the skills and abilities of their best performers. The result is optimal hiring decisions for better performance! over the entire employee lifecycle - developing a strong employer/employee relationship for both short-term effectiveness, and sustained long-term value and
profitability. With more than 20 years of experience in the learning environment, eContinuum is the industry expert in providing a comprehensive approach to hiring and developing the right people for the right job. The company’s signature product, Overture™, is the first tool to integrate expert systems technology, job simulations, and a company’s intrinsic knowledge into the screening process - removing the subjectivity in candidate selection and increasing accuracy in predicting job performance. By translating complex selection data into relevant and actionable
information, eContinuum goes beyond traditional selection tools and methods and is ideal for sales and other revenue-critical positions.

The company is headquartered in Minneapolis, Minnesota. For more information, contact John Doyle at 612.343.2284.



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Valtera Announces Addition to its Thought Leadership Team

Rolling Meadows, IL – June 1, 2006 – Valtera, the leading provider of science-based human capital solutions, is pleased to announce the addition of Allen Slade, Ph.D. as Research Fellow.

Dr. Slade is an industry practitioner and thought leader, bringing more than 13 years of experience in organizational assessment and analysis to Valtera’s research team. His recent focus is adapting proven marketing and business decision-making methods to the solution of human capital issues. His research shows the significant benefits that can be achieved from applying marketing models to employee assessment, retention and employment brand initiatives.

Before joining Valtera, Dr. Slade worked for Microsoft and the Ford Motor Company where he held leadership positions in employee and organizational assessment and employee development.

“Valtera’s leadership in strategic solution offerings is strengthened with the addition of Dr. Slade,” said William H. Macey, CEO of Valtera. “His work and perspective show how organizations benefit from integrating across HR disciplines and other work functions to more closely align human capital strategies with corporate strategy. We are very proud that Dr. Slade has joined our team.”

Dr. Slade has also worked as an independent consultant and served on the faculty at the University of Delaware. He is currently a member of the management faculty at Covenant College, and holds a Ph.D. in Industrial and Organizational Psychology from the University of Tennessee. He is a member of the American Psychological Association, the Academy of Management, and the Society of Industrial Organizational Psychology.

His contact information is:

Allen Slade, Ph.D., Research Fellow
Valtera Corporation
157 Blue Heron Drive
Ringgold, GA 30736
Ph: 423-667-8949
Fx: 847.640-8830
Em: e-mail protected from spam bots

About Valtera
Valtera, a professional services firm, provides science-based solutions that align people with strategy. Valtera solution areas include assessment for selection, placement, and succession planning; organizational research including culture and climate surveys; employee engagement surveys; and 360 degree feedback surveys.

Valtera combines state-of-the-art technology with innovative consulting to build solutions focused on achieving competitive advantage for global organizations in the private sector and to drive mission-critical initiatives in state and Federal governmental organizations. For more information, please visit: www.valtera.com. The company was founded in 1977.

Contact: Michael Butler, 847-640-8820, e-mail protected from spam bots

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PREVISOR ACQUIRES BRAINBENCH Acquisition Expands Job-Specific Assessment Solutions; Strengthens Position in the Government and Consumer Markets

Atlanta, GA (May 31, 2006) – PreVisor, a leader in workforce selection and performance, today announced that it has acquired Brainbench, Inc., an innovator in employment testing and skills certification. The acquisition strengthens PreVisor’s position as the leading online provider of job-specific, pre-employment assessments by adding Brainbench's world-renowned IT skills testing content to its library, expanding its market penetration, and increasing its strong foothold in the government sector with accounts such as the Department of Homeland Security and U.S. Department of State. The acquisition also gives PreVisor entry into the consumer skills testing market where Brainbench has provided over 5.5 million members with access to its testing and certification programs to measure and improve their skills.

The acquisition of Brainbench is the second transaction within the past year for PreVisor, the first being its formation in August 2005 through the combination of Qwiz, ePredix, and PDRI. With this latest acquisition, PreVisor will stay true to its mission, joining with Brainbench in a combined commitment to maximize the predictive ability of its employee assessments by adhering to the rigorous scientific standards of industrial-organizational psychology. PreVisor is a leading employer of industrial-organizational psychology specialists, with more than 60 holding a master or doctorate degree in the discipline.

"We are very pleased to become part of the PreVisor family of companies,” says Mike Russiello, president, CEO and co-founder of Brainbench, based in Chantilly, Virginia. "PreVisor and Brainbench share a common vision, having seen first hand the improvements in business results employers gain by using objective and predictive employee assessments in the early stages of the hiring process. We now join forces to help employers maximize this benefit with a broader solution.”

Noel Sitzmann, CEO of PreVisor stated, "In line with our very focused acquisition strategy, the addition of Brainbench's IT testing content will supplement PreVisor's job-specific predictive hiring solutions and broaden an already large library of job titles." As a result, both organizations will now be able to offer clients the most comprehensive solutions for predicting employee performance. Sitzmann adds, “We are proud to bring Brainbench into the PreVisor family of companies and anticipate great things from the addition of Mike Russiello, Bill Lake and Mike Littman, Brainbench’s founders, to PreVisor’s management team."

PreVisor is a portfolio company of Veronis Suhler Stevenson, a private equity and mezzanine capital fund management company dedicated to investing in the media, communications, information and education industries in North America and Europe. "We are very pleased to complete this acquisition, which clearly extends PreVisor’s leadership position in online testing and assessment,” said Michael B. Kessler, a Managing Director of Veronis Suhler Stevenson.

About PreVisor
PreVisor, a leading supplier of pre-employment assessments helps employers identify top performers. The company leverages decades of applied organizational psychology research to develop content that accurately predicts on-the-job performance. Furthermore, its solutions help streamline and standardize hiring processes and reduce recruiting and training costs to better meet strategic HR objectives. PreVisor's award-winning assessments, solutions and consulting support hiring decisions and maximize performance for over 40,000 clients worldwide.

About Brainbench
Brainbench helps clients test, track, and improve their employees' vital job characteristics, using the industry's largest ISO 9001-2000 library of tests. Brainbench’s online assessment solutions improve hiring, retention, training, customer satisfaction, and profitability for organizations such as Advance Auto Parts, British Telecommunication, Citigroup, IBM, Manpower, OPM, TEKsystems, the U.S. Army and Wells Fargo. Brainbench has served over 5.5 million consumer members with more than 500 skills test and certifications that help individuals measure and obtain certification for skills that are in high demand. For more information, visit www.brainbench.com.
About Veronis Suhler Stevenson
Veronis Suhler Stevenson (www.vss.com) is a private equity and mezzanine capital fund management company dedicated to investing in the media, communications, information and education industries in North America and Europe. VSS provides capital for buyouts, recapitalizations, growth financings and strategic acquisitions to companies and management teams with a goal to build companies both organically and through a focused add-on acquisition program. To date, VSS equity and mezzanine funds have invested in 42 platform companies, which have in turn completed over 200 add-on acquisitions resulting in a portfolio with realized and unrealized enterprise values totaling approximately $9.1 billion.




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TEDS Recognized as Complete Solution Provider in Bersin & Associates Performance Management 2006 Study

Atkins, VA May 25, 2006 TEDS®, Inc., originator of the only fully integrated Workforce Effectiveness suite addressing enterprise-wide talent management, today announced that Bersin & Associates’ newest study, “Performance Management 2006: Market Analysis, Trends, Best Practices, and Vendor Profiles,” identifies TEDS as having “one of the most complete ‘workforce effectiveness’ solutions in the market.”

“We believe TEDS is an excellent solution for enterprises looking for an integrated workforce management solution. Some of TEDS strengths include the ability to create and identify talent pools which can greatly assist the process of recruiting, hiring, and development,” said Josh Bersin, president of Bersin & Associates. “In addition to offering an integrated, end-to-end software solution, TEDS has deep experience in consulting and implementation, which makes it a complete solution provider rather than a platform provider.”

TEDS Workforce Effectiveness Suite v 7.5 is a complete end-to-end workforce management system which includes learning and performance management as well as workforce planning, recruiting, and knowledge management. The suite is a seamlessly integrated solution with a centralized data repository which fosters comprehensive planning, execution, and reporting across an enterprise. TEDS’ human capital innovations have been globally deployed since 1992.

Bersin & Associates’ comprehensive study, which took over a year to complete, addresses key strategic and implementation issues related to performance management, related areas such as talent management, learning management and overriding business drivers. The report is based on a quantitative survey of 553 HR and training managers and executives, in-depth interviews with more than 50 representatives from organizations currently using performance management systems, briefings with 21 software and services vendors, and a quantitative survey of 125 HR managers with experience implementing a performance management system.

Emphasis on integration
Joseph F. Ellis, Jr., president and CEO of TEDS, Inc., commended the report’s presentation of major market issues. “Bersin & Associates’ analysis of performance and learning management systems in the broader context of talent management supports our fully integrated approach to workforce effectiveness,” said Ellis. “Since its original rollout 15 years ago, TEDS’ product architecture has been designed to integrate data across systems in order to close gaps in knowledge and performance, and to give customers the flexibility they need by deploying integrated talent management functionalities on their unique timetables. We are glad that the issue of integration is finally being recognized as a major factor.”

The Bersin & Associates’ study highlights TEDS’ offering of roles and competencies, learning and e-learning management, goal management, performance plans and appraisals, development plans, 360 appraisals, an internal job posting system, a resource locator, succession planning, a tuition assistance module, and a system for workforce planning and critical skills gap analysis.

The study covers a wide range of topics, including: the internal drivers of performance management initiatives; the size, maturity, and nature of the performance management systems market; how organizations integrate performance management, succession planning, and learning; implementation realities – including the costs, required staff resources, implementation time, and adoption rates; and subjective and quantifiable returns on investments. For more information about this study and others by Bersin & Associates, visit www.bersin.com.

About TEDS, Inc.
TEDS®, Inc. offers the only comprehensive, fully integrated Workforce Effectiveness suite addressing enterprise-wide talent management. Employing one platform, TEDS strategically aligns business objectives with all facets of the talent lifecycle including management of learning, performance, compliance, competencies, recruiting, and succession. Our products and services are deployed at some of the world’s largest organizations and are available individually, in any combination, or as a comprehensive solution. For more information, visit www.teds.com or call TEDS Sales at 276.782.7206.

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Contact information:
Katherine O. Foreman, Ph.D.
Director of Learning Research and Analysis
276.783.6991




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Single Provider HR Outsourcing Solution Solving Executives' Pain

Single Provider HR Outsourcing Solution Solving Executives' Pain

HR partnership enables focus on strategic HR, hiring top talent

SAN LEANDRO, Calif.—May 25, 2006—Although more than half of small businesses outsource to multiple providers, the majority (70 percent) would actually prefer to outsource to a single provider, according to a recent research report by TriNet titled “An Executive Guide to 2006 HR Trends.”

The latest research report by TriNet offers business owners, executives and HR professionals information on current industry trends, best practices and techniques for attracting top talent, reducing costs and effectively competing in their industry.

When all HR services are outsourced to the same provider, executives must ensure that provider’s competence before integrating them into their HR processes. Before choosing an HR provider, consider the following:

• Are they of sufficient size and experience to accommodate growth plans?
• Do they provide a complete range of HR services?
• Do they provide the latest software and services?
• Do others in the industry use this firm?
• Will they provide the information and expertise needed to facilitate overall growth and success in HR?

Research reveals that a quality HR partner provides the following outsourced services for small businesses:

• Fortune 500-caliber benefits
• Employee self-service technology and tools
• HR management services

The bottom line: these services help executives effectively manage many of the compliance, administrative and employee realities associated with HR, which minimizes risk and allows executives to focus on building a better business.

If you’re interested in hiring and retaining top talent to improve your productivity, profit margin and overall competitive advantage, read the “An Executive Guide to 2006 HR Trends” report today.

The trends and initiatives discussed are supported by the “HR Trends 2006” survey, which was distributed to more than 5,000 executives via email in the second quarter of 2006 to technology, professional services and financial services companies with 5 to 400 employees. The industry best practices described herein are supported by the best practices of those surveyed, the suggestions and research of industry thought leaders, and the extensive experience of TriNet.

This research is part of an ongoing 2006 series into the trends, pains, and solutions of small businesses as they face all the challenges associated with human resources. Upcoming research reports will include:

• Q3 HR Trends Executive Snapshot: Compensation and Talent Retention
• Q4 HR Trends Executive Snapshot: Technology Evaluation and Best Practices

Download “An Executive Guide to 2006 HR Trends.”

About TriNet
TriNet's HR outsourcing for technology, financial services, and professional services firms provides access to Fortune 500-caliber benefits, online self-service, and strategic HR management. Since 1988, TriNet has helped thousands of customers cut costs and boost productivity by deploying premium payroll, benefits, and HR services.

Media contact
Greg Howard
Director of Corporate Communications
510-875-7236






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Danger Signs of Baseline Employment Screening

Danger Signs of Baseline Employment Screening

ISP outlines the top 5 advantages of a true HR partner in a recent article

AUSTIN, Texas—May 25, 2006—HR professionals value service above all other metrics when choosing an outsourced solutions provider, however, a recent study by Integrated Screening Providers (ISP) reveals that many cannot accurately assess their providers because they do not have a benchmark for comparison. The article “Danger Signs of a Baseline Provider: Top 5 Advantages of a True HR Partner” clarifies the divide between what most providers deliver and what savvy HR professionals should expect.

After surveying more than 5,000 HR professionals, ISP discovered that the majority of HR professionals only expect accurate criminal background checks, DMV record checks and drug tests. A few request employment checks, but this is of tertiary importance. Instead of expecting baseline service and pre-packaged solutions, ISP recommends collaborating with a true HR partner that provides:

 Customized approach, which ensures companies pay for what they need, not for pre-packaged screens
 Integrated approach, which saves both the HR professional and the hiring manager time
 Proactive service, which prevents legal liability and ensures accuracy in reporting

Read more about employment screening best practices and the top 5 advantages of a true HR partner at http://www.integratedscreening.com/isp_signup.asp?refer=isp_mpr_advantages.

“A true HR partner can make the difference between screening applicants to keep criminals out versus screening applicants so that the hiring manager can focus on finding the top talent for the position,” said Jeff Collins, CEO and Founder of ISP.

A true HR partner provides hiring managers with customized information to help them hire the best candidate in the shortest amount of time possible. This article also includes other tips for HR professionals who interact with a background screening provider, such as tips for creating the optimal business solution with the outsourced screening provider.

Professionals interested in receiving the most from every background screen and from their screening provider should read “Danger Signs of a Baseline Provider: Top 5 Advantages of a True HR Partner” from ISP. Talent provides a competitive advantage. With ISP, a customized screen will enrich your quality of hire and increase your competitive advantage.

About Integrated Screening Partners
Integrated Screening Partners understands the importance of investing in human capital, and our goal is to provide the essential information required to make the right hiring decisions in the shortest amount of time possible. Our global client list includes Fortune 100, small and midsize companies as well as education institutions and trade associations.

ISP provides a service level that clients were not aware that they were missing. To learn more, contact us for your customized report to help you recruit, hire and retain quality employees.

Media contact
Charles Bedard
Director of Marketing
817-204-0389
To receive a free copy of the article “Danger Signs of a Baseline Provider: Top 5 Advantages of a True HR Partner” go to http://www.integratedscreening.com/isp_signup.asp?refer=isp_mpr_advantages

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4myBenefits Signs Agreement with First Horizon Msaver to Facilitate Online HSA Enrollment

Cincinnati, OH, May 30, 2006 : 4myBenefits, Inc. a leading vendor of online benefits communications services, today announced it has signed an agreement to rollout a program with First Horizon Msaver, Inc., one of the nation’s top administrators of Health Savings Accounts (HSA) offering health care financial services and solutions to health plans, employers, self-funded employers, banks, and insurance brokers and consultants throughout the U.S.
Under the terms of the agreement, employees who use the 4myBenefits online enrollment service and select an HSA-qualified high deductible health plan option will be seamlessly transferred to First Horizon Msaver where they can open and initially fund an HSA account.
The Medicare Act of 2003 expanded the health benefits opportunities available to consumers by authorizing the use of HSAs. Contributions made to the HSA are either tax-deductible or pre-tax, if contributed through cafeteria plan. Funds can be used to pay for routine health care such as office visits, prescription drugs, and lab tests. Unused funds can roll over each year providing a savings vehicle for future healthcare costs.
Justin Peter, Vice President of Marketing at 4mybenefits commented, “By partnering with First Horizon Msaver, we have the ability to offer our clients a quality HSA and a fully integrated high deductible enrollment experience. Not only can they enroll electronically in a high deductible health plan, but they can also open their HSA account in the same online session. This eliminates many of the problems and follow-up issues created with the standard two-step enrollment process. In a second phase of the program, employers will gain access to a funding portal which simplifies and accelerates the process of depositing employee and/or employer contributions into individual employee First Horizon HSA accounts.

About 4myBenefits
4myBenefits, headquartered in Cincinnati, Ohio, is a leading vendor of benefits communication services for brokers and their clients. Founded in 1999, 4myBenefits has been the forerunner in developing a service-oriented business model that delivers affordable, high-tech HR communication systems for small and large employers. 4myBenefits is distributed by a national broker network of over 200 agencies, helping them enhance their agency websites and deliver innovative solutions to their clients.


About First Horizon Msaver, Inc.
First Horizon Msaver, Inc., is a leader in the servicing of Health Savings Accounts, and is a member of the First Horizon National Corp. (FHN) family of companies that provides financial services to individuals and business customers nationwide. With first-to-market technology like electronic enrollment, Banking Online, Online Bill Pay, investment options, and a dedicated HSA Customer Care Center, First Horizon Msaver is helping thousands of Americans get the most out of their tax-favored HSAs.

FHN companies have been recognized as some of the nation’s best employers by AARP, Working Mother and Fortune magazines. FHN also was named one of the nation’s 100 best corporate citizens by Business Ethics magazine. More information can be found at www.fhnc.com.

Contact:
4myBenefits
Janet Green
513-891-6726

First Horizon National Corp.
Martin Trussell
913-317-2085



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The Newman Group Builds Momentum in First Part of 2006 - New Customers and Employees Fuel Growth

(PHOENIXVILLE, PA) May 23, 2006 – The Newman Group, a leading talent management consulting group, announced today that it has expanded its business during the first four months of 2006 by adding 18 new clients and three new consultants. The Newman Group (TNG) has been retained by companies like Hilton Hotels, General Motors and Kaiser Permanente for engagements that range from process consulting to vendor evaluations to recruiting technology support services.

“TNG’s commitment to customer satisfaction and our willingness to share knowledge has given us a solid track record in the industry,” says Ed Newman, president and founder of The Newman Group. “We are privileged to work with the caliber of clients we have and consider TNG’s growth to be a testament to our team delivering on this commitment every day.”

To support this expanding client roster, TNG has hired three additional consulting directors in key regions around the country. Robert Carr is based in Atlanta and has over 15 years experience in staffing management, recruiting operations, organizational effectiveness and training at Accenture and EarthLink. He brings a unique perspective to his clients in both talent acquisition and development.

Carole Seymour is in Sunnyvale, California, bringing a specialty in complex global engagements for Fortune 500 customers. Carole has both a technical and a business consulting background, with over 10 years in staffing management specifically.

Sally Millick, based in upstate New York, brings over 20 years in the staffing industry, with a concentration in developing recruitment strategies and in implementing and optimizing recruitment operations processes and technologies. She’s held positions at Bausch & Lomb and Keane, Inc.

About The Newman Group
The Newman Group has worked with one in four Fortune 100 companies in their vital recruiting and talent management initiatives. The services they provide cover the entire talent acquisition and management lifecycle, including: strategic analysis and planning; process review and optimization; technology and services evaluation, selection, and implementation; and workforce planning. In addition they provide key support services for recruiting technology systems including customer support, systems administration and reporting.


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New C-TPAT Training Helps Employers Fight Terrorism

Des Moines, Iowa (May 23, 2006) - HR Classroom, a provider of online training services, has released a new compliance training for Customs – Trade Partnership Against Terrorism (C-TPAT). C-TPAT is a unique effort that has been jointly developed by U.S. Customs and the trade community to increase security in the global supply chain specifically on commerce coming into the U.S.

"Our new C-TPAT training covers the specific security criteria elements for suppliers, transportation providers, and U.S. importers that are designed to eliminate potential security risks in the global supply chain," notes Paul Curtis, president of Curtis Communications (parent company of HR Classroom). "The training helps employers acquaint their staff on how C-TPAT works, and what their responsibilities are. As with other HR Classroom trainings, employers can fully document trainee activity.”

The HR Classroom compliance training system delivers content via a Web browser to almost any Internet-connected computer. HR Classroom allows companies with multiple locations to provide compliance training easily and regularly, in a cost-effective manner. Trainings can also be tailored to include the organization's policy. Over 75,000 employees throughout North America are trained annually using HR Classroom.

In addition to the training mentioned above, HR Classroom provides a full line of employee legal compliance training, including Sexual Harassment Prevention, Diversity, and many others.

HR Classroom is a service of Curtis Communications. To view HR Classroom, go to: http://www.hrclassroom.com/.

About Curtis Communications, Inc.

Curtis Communications, Inc. has provided essential human resource information and training services to over 20,000 employers worldwide since 1994. Its services include HR Care Online Resource Center, HR Classroom, and a variety of custom publishing products.

Contact:
Jeff Dickey-Chasins, Director of Sales & Marketing
Curtis Communications, Inc.
641-236-0298
e-mail protected from spam bots

HR Classroom is a trademark of Curtis Communications, Inc.



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Best Practices for Healthcare Recruiting in 2006 report now available

Best Practices for Healthcare Recruiting in 2006 report now available

Jobscience reveals how to win the war of recruiting, hiring, and retaining top talent without losing millions

SAN FRANCISCO, Calif.—May 23, 2006—According to a research report by Jobscience, top talent in the healthcare industry is hard to come by and even harder to retain in this competitive hiring market. Hospitals cannot afford to continue operating without giving more serious consideration to recruiting, hiring, and retaining top talent, and then addressing it as a primary improvement initiative for the hospital as a whole.

These and other key findings can be found in the research report, “Healthcare Recruiting Best Practices 2006”, now available through Jobscience. The other key findings include:

• The top concern reported by hospital HR professionals is recruiting quality employees (80%)
• More than 50 percent of HR professionals are dissatisfied with current recruiting processes
• Best practices in recruiting and staffing are not consistently implemented (less than 50%)

For trends, solutions, and recommendations to these key issues download the white paper “Healthcare Recruiting Best Practices 2006.”

“In order to deal with the concerns of hiring and retaining top employees, you must first start by addressing the HR staff needs such as strategic investments in the technologies and best practices available,” Ted Elliott, CEO of Jobscience, said.

HR professionals must take a practical role in the strategic management of their institutions, proving the value of HR to high-level administrators. Talent is the differentiator between industry-leading organizations and the rest, and the best practices for recruiting, hiring, and retaining that talent is constantly changing. Once HR professionals proactively manage that talent and increase staffing effectiveness, they will become valued members of their hospital’s strategic management. The “Healthcare Recruiting Best Practices 2006” report from Jobscience offers industry leader’s insight and practical advice for HR professionals interested in accomplishing these objectives.

The hiring market is changing, not only on the availability of qualified staff, but also in how those staff members apply for positions. Successful HR professionals must be continually aware of their location and the methods of their search to find the top talent. These methods are constantly changing and it is up to the HR professionals to educate themselves with the new processes available. Those who effectively leverage their HR procedures incorporate the following into their course of action: partnering with an HR provider focused on service, implementing the latest technology to facilitate hiring and hospital recruiting processes, and proactively recruiting and talent pool building.

For more on recruiting and retaining top talent read the full report from Jobscience at “Healthcare Recruiting Best Practices 2006.”

Upcoming reports from Jobscience will include:

• Leveraging technology and metrics to support the strategic value of HR
• Positively affecting the economics of the institution by managing HR
• Utilizing search agents and job boards to capture top talent
• Creating an employment brand that attracts top talent

Each report will include variable results from surveys distributed to HR and administrative professionals, practical advice and research statistics from industry professionals, case studies and analysis from Jobscience’s leading experts on healthcare HR.

For more on recruiting and retaining top talent read the full report “Healthcare Recruiting Best Practices 2006” at: www.jobscience.com/jpg_form_MPR

About Jobscience
Jobscience is a leader in providing services to improve staffing effectiveness and utilization in healthcare. Jobscience helps healthcare clients implement process improvement solutions to recruit and identify talent faster, automate hiring processes and increase HR's contribution to improving the performance of their healthcare organization.
www.jobscience.net

Media Contact
Mark Desrosiers
415.777.1017 x301
www.jobscience.net
For more on recruiting and retaining top talent read the full report “Healthcare Recruiting Best Practices 2006” at: www.jobscience.com/jpg_form_MPR





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SUCCESSFACTORS RAISES $45 MILLION TO CONTINUE FUELING CUSTOMER-FOCUSED, TRIPLE-DIGIT GROWTH

SuccessFactors, Inc., the global leader in on-demand software for human capital management, today announced that it has raised $45 million in additional capital to fund continued business expansion and maintain its 100-plus-percent growth rate in sales, customers and users through 2006 and beyond.

"Five years ago, we launched SuccessFactors with the belief that secure hosted applications would become the dominant delivery model for human capital management -- making it extremely easy to use on a global basis for organizations of every size," said Lars Dalgaard, SuccessFactors founder, president and CEO. "We pioneered this space and evangelized this model, and continue to dominate the market through an intense commitment to customer success. We believe in Performance not Politics, and we won't rest until every employee in the world knows his or her job expectations, and every manager knows how to get the best out of his or her team."

Successfactors has added 127 customers in the first five months of 2006 alone, after adding nearly 200 in 2005, bringing the total customer count to over 500. The SuccessFactors suite is in active use by over 1.5 million on-demand subscribers, making it one of the most widely-deployed hosted applications in the world today. The SuccessFactors on-demand suite has proven that enterprise-class software can be quickly deployed to employee bases of all sizes and adopted broadly across the entire organization:

• Global Scalability: Active implementations range from 5 users to more than 350,000 users in 102 countries. More than 43 companies are deploying or have deployed SuccessFactors to more than 20,000 employees.
• Real Usage and Results: In the first five months of 2006, SuccessFactors users logged in more than 4,700,000 times and over 510,000 total reviews and talent assessments were completed. More than 500,000 employee objectives were created or modified in April alone.
• Renewals and Customer Satisfaction: Total customer renewal rates topped more than 95% in 2005, an exceptional level for enterprise-class software.

"A corollary of our growth, and guiding principal in our company, has been an intense and absolute commitment to customer success. We pride ourselves on being able to get any customer fully operational on our system in a matter of days or weeks, and then to a level of customer support and success that is unmatched in our industry. With our growth rate, this mandates that we continue to add employees of the highest caliber, dedicated to enabling our customers’ success,” said Dalgaard. “This additional financing will ensure that we maintain the customer success and satisfaction around which we have built our reputation."

“We are extremely enthused to be a major investor and to lead this financing for SuccessFactors,” said Glenn Solomon, managing director of Granite Global Ventures. “Rarely have we seen a company with such tremendous growth, market potential, intensity and sense of mission that is apparent among the entire team at SuccessFactors. Our discussions with customers provided compelling validation of the company’s commitment to customer success – and the meaningful return customers derive from use of the company’s applications.”

SuccessFactors will use the funding to invest in additional staff and systems to continue its global growth, market share expansion and continued customer success. The financing includes $25 million in equity provided by Granite Global Ventures, and current SuccessFactors investors including Greylock Partners, Canaan Capital, TPG Ventures, Cardinal Venture Capital, and Emergence Capital Partners. In addition, the company has secured a commitment of $20 million from Lighthouse Capital Partners.

About SuccessFactors Technology
SuccessFactors' Performance and Talent Management Suite delivers easy-to-use software that aligns employee performance with bottom-line business results. The suite includes fully integrated modules for goal management, performance reviews, 360-degree reviews, succession planning, compensation planning, development planning, competency management, employee surveys, best practices, vertical process templates and workforce analytics. The modular suite is highly scalable and delivered 100% on-demand to minimize infrastructure investment, accelerate updates and drive true global deployment.

About Granite Global Ventures
Granite Global Ventures is an expansion-stage venture capital firm focused on information technology and healthcare companies. The firm was founded in 2000 by four managing directors: Scott Bonham, Joel Kellman, Hany Nada, and Thomas Ng. Granite Global Ventures brings a depth of experience in investments, cross-border business development activities, mergers and acquisitions, and IPO transactions. With $400 million under management, its investments include AAC Acoustic Technologies (HKSE:2018), Alibaba.com (combined with Yahoo!), Hurray Solutions (NASDAQ:HRAY), Sirna Therapeutics (NASDAQ:RNAI), and Qpass (acquisition by Amdocs pending). Past investments include Kintana (acquired by Mercury Interactive), NetScaler (acquired by Citrix), Oculex (acquired by Allergan), and P-Cube (acquired by Cisco Systems). Granite Global Ventures (www.ggvc.com) has offices in Menlo Park, CA, Shanghai, and Singapore.

About SuccessFactors
SuccessFactors delivers performance and talent excellence, on demand. The company’s software promotes visibility, accountability, and results, enabling organizations to eliminate the politics that destroy motivation and impede performance. Fueled by the industry's highest renewal rate, SuccessFactors has grown to support more than 1.5 million users in 102 countries around the world. Customers include MasterCard International, British Telecom, Textron, Salesforce.com, Cooper Tire & Rubber Company, Volkswagen of North America, Reebok, Pep Boys, Lancaster General Hospital and Grant Thornton. The company has achieved a global industry leading, scalable and secure hosting operation. Founded in 2001, SuccessFactors has multiple worldwide offices collaborating for strong local support of customers. For more information, visit www.successfactors.com or call +1 800 809-9920.




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Workplace Options Wins Prestigious Caregiver Friendly Award

Raleigh, NC -- May 23, 2006 -- Workplace Options, the largest provider of work-life employee benefits in America, announced today that its Care Coach service won a 2006 Caregiver Friendly award from Today’s Caregiver magazine.

Caregiver Friendly Awards are presented by Today's Caregiver magazine to celebrate outstanding books, media, products and services designed with the best interest of the family caregiver in mind.

Care Coach, launched by Workplace Options in 2005, pairs families who are caring for an aging family member with a professional geriatric care manager during a telephonic "family meeting" facilitated by Workplace Options. The Geriatric Care Manager explains available options and builds consensus among the family members. Once consensus is reached, Workplace Options’ Geriatric Care Manager will coordinate a care plan, work to resolve any outstanding issues, and is available for ongoing contact from the family.

Care Coach addresses a critical need among caregivers that is not currently being met through traditional employee benefit programs that simply refer caregivers to geriatric care management services. While these benefits can help employee caregivers find resources and information and assess caregiving needs, they do not help facilitate communication among family members. Bringing family members together in a facilitated "family meeting" can result in a more unified approach to care planning. This leads to a reduction of caregiver stress and better care for the aging family member.

"The average caregiver is responsible for over $40,000 in health-related expenditures each year, in either personal or directed funds," says Gary Barg, Today's Caregiver magazine’s Editor-in-Chief. "This award is designed to help family caregivers recognize and reward those organizations who will care for them in as committed a manner as they care for their loved ones."

"Our organization clearly understands the value of supporting family caregivers, as evidenced by this award," says Alan King, president of Workplace Options. "Care Coach not only helps caregivers care for their loved ones but also improves the caregiver's quality of life in the process. We are delighted that Today’s Caregiver has recognized this innovative and important service."

About Workplace Options
Workplace Options (WPO) is America's largest provider of work-life services and software that help EAPs and other third-parties run their business more profitably and efficiently. Founded in 1982 and servicing nearly 15 million employees and their families, WPO is recognized for its innovative web delivery capabilities, flexibility and affordable pricing models.

About Today's Caregiver
Today's Caregiver magazine, launched in 1995, is published by Caregiver Media Group, which also produces the Fearless Caregiver Conferences, www.caregiver.com and The Fearless Caregiver book, which teaches caregivers how to become their loved one's fearless advocates within the healthcare system.


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Cook Ross, Inc. Offers Web Seminars on Why Cultural Competency is Good for Business

SILVER SPRING, MD (May 18, 2006) - Does your organization have a culture of diversity and inclusion? If not, you may be missing out on attracting and retaining high-potential diverse employees, as well as attracting new customers, said Howard Ross, president of Cook Ross, Inc., one of the country's leading diversity training and consulting companies. Ross will discuss why diversity training and education benefits the bottom line and how an organization can practice daily cultural competence in its monthly web seminars in June. "Translating Cultural Competency Into Organizational Effectiveness," will be held Wed., June 7 from Noon to 1:30 p.m. and includes 0.15 CEU. Another seminar, "Making the Case for Cultural Competency," which is geared to health organizations, also will be held Wed., June 7. Both are free.

A third seminar, "The Clinical Case for Cultural Competency," will be held Wed., June 28. It is part of its Web Seminar Series, "Cultural Competency in Healthcare," and provides 0.1 CEU credits. It will be held from 2-3 p.m. and costs $35.

In "Translating Cultural Competency Into Organizational Effectiveness," participants will learn how they can transform their organization by practicing daily cultural competence while improving customer satisfaction and bottom-line results. The audience is intended for HR professionals, diversity executives, CEOs and managers.

In "Making the Case for Cultural Competency," participants will learn how healthcare practitioners can deliver culturally sensitive care to patients of different cultures. Topics include the introduction to cultural, historical, and demographic factors that impact health status and response to illness and treatment. The audience is intended for healthcare professionals, including physicians, advanced practice nurses, nurses, administrators and staff who provide care to culturally diverse patients.

Faculty members include Howard Ross, president, and Tara Nelson, RN, vice president, Research & Development, both of Cook Ross, Inc.

For more information or to register, please visit http://www.cookross.com/events.asp.


About Cook Ross

Cook Ross is one of the country's leading organizational change and diversity consultancies, based in Silver Spring, Md. For nearly 20 years, the company has provided cultural competency solutions through its training, consulting products and services. Cook Ross believes that cultural competency can be learned and developed and can lead to unprecedented growth and vastly improved productivity, morale, internal communication, leadership, and customer satisfaction. Cook Ross has developed CultureVision, an online diversity tool for healthcare providers and The Diversity ToolKit for learning diversity and cultural competency in all settings. In helping organizations develop cultural competence, the company empowers employees with a set of new skills, enabling them to more effectively relate to customers and each other.

Contact:
Wendy Alpine
Alpine Communications
(770) 321-6386
wendy(at)alpinepr.com


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Sendouts Pro leads the way in Applicant Tracking Software OFCCP Compliance

What does it mean to be OFCCP compliant?

The Office of Federal Contract Compliance Programs (OFCCP) is a federal agency charged with regulating government contractors. Among other things, the OFCCP issues regulations regarding the affirmative action obligations of contractors, establishes record keeping rules, and audits contractors to make sure they are in compliance. The OFCCP wants to know whether the screening devices contractors use are eliminating members of protected classes disproportionately.

On February 6, the OFCCP criterion for Internet Applicants went into effect. They define four key points to help federal contractors determine who are "applicants," as well as the record-keeping requirements for those candidates. The OFCCP is requiring that contractors solicit race and gender data, and the records must be maintained accordingly. The following outlines for which candidates it is required to gather this abovementioned information:
1. The individual must submit an expression of interest in employment through the Internet or related technologies (for example: the applicant is found on a job board, applies at your web site, or sends an email); Applicants applying through means other than electronic must be considered as well.
2. You consider the individual for employment in a particular position;
3. The individual’s expression of interest indicates he/she possesses the basic qualifications for the position; and
4. The individual at no point in the selection process removes him or herself from consideration, or otherwise indicates that he/she is no longer interested in the position.

There may be times when candidates do not want, or will not, provide this information. There is no problem with declining to self-identify or specifying unknown in the values. The OFCCP is trying to ensure all those who are willing to self-identify have the ability to do so, in an attempt to remove screening devices that are hindering protected classes from obtaining work.

How does Sendouts Pro achieve OFCCP compliance?

Sendouts has modified its system so that when candidates apply via Webconnect or Sendouts Pro, there is an option to either self-identify by providing gender and race or not to self-identify at all. The information is stored in a separate location than the candidate record to further protect the candidate’s privacy. This information can only be accessed by administrators. Sendouts Pro has developed an internal report that mirrors the EEO-1 form that companies use to report gender and race to the government.


Where can you find more information about OFCCP?

If you are interested in knowing more about the OFCCP and its guidelines, please go to the OFCCP website (http://www.ofccp.com/) to view additional information.

The OFCCP final rule is available at:
http://www.dol.gov/esa/regs/fedreg/final/2005020176.htm


About Sendouts
Sendouts is an application service provider (ASP) offering Sendouts Pro, a web-based applicant tracking system that manages the entire talent acquisition process from initial prospective client and opportunity to final placement. Sendouts Pro is easily configurable to your unique workflow process. Clients use Sendouts Pro to automate and speed sales; quickly match qualified candidates to job orders; enable recruiters to work from a centralized database; organize recruiters’ and managers’ schedules; and obtain real-time performance metrics for better management decisions. Key features include: sophisticated power searching, accurate resume parsing, customized workflows, website integration, Microsoft Outlook synchronization, built-in email merge and automated job board posting.

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Axiome Sourcing Offers Solution to HR Pros Seeking Escape from Administrative Limbo

SAN FRANCISCO, Calif. May 19, 2006 — Playing it safe is perilous to an HR professional’s career today, and Axiome Sourcing has released an antidote to transactional paralysis with its business intelligence solution (ARMS[sm]}.

“With labor shortage in the US of 10 million jobs looming by 2012, human resource professionals must reposition themselves from transactional overseers to transformational forward thinkers in order to solve the new challenges facing their companies today and gain a seat across the table from executives,” said Nancy Morales, President and Founder of Axiome Sourcing. “ARMS(sm) frees HR specialists from transactional tasks, like requisition management, to focus on critical employment strategy while keeping a pulse on all outsourcing or contingent labor activity.”

ARMS(sm) delivers business intelligence for future buying decisions by giving a business the agility it requires to harness the value of services outsourcing. Real-time reports provide a transparent view into outsource spend by supplier, worker, project, MWBE supplier activity, headcount, timesheet details, expense details and more. This financial and analytic data is available anytime from anywhere. Axiome Sourcing is not owned by nor affiliated with any staffing company, avoiding alliances that would impede fair competition.

The solution enables HR professionals, who are charged with acquiring top talent and effectively managing their business process, to evolve into more strategic roles such as:
• HR strategist: Focused on building talent as a competitive advantage.
• Performance manager: By managing the workforce including temporary labor, staffing agencies and outsourced consultants, bottom-line contributions increase the value of HR.
• Compliance and governance officer: Risk management, regulatory compliance – a wide array of issues that must be proactively planned for and dealt with.

If talent is one of today’s most important competitive advantages, then HR professionals who take the necessary risks in order to focus on value creation as opposed to administration will be the winners. At the Silicon Valley HR Symposium on May 10, this trend was heavily supported by HR executives from Network Appliance, Adobe, Agilent, The Gap, Knight Ridder and Jackson Hole Group. These executives chronicled their personal journeys from childhood to obtaining the top human resources’ position in their companies. Their stories included “you only have 6 months to live” to being willing to throw their badge across the table and walking away from unethical management directives.

Debra Barber from Jackson Hole said that being a “truth teller” is the number one unwritten job requirement of human resources. While their journeys were all different, they carried common themes of risk taking, forward thinking and focus on value creation. Axiome Sourcing’s solutions help human resources establish bottom line value contribution to their business.

Top Five (5) Ways to Drive Bottom Line Contributions
1. Leverage existing buying power: Utilizing business process management best practices companies can gain significant buying leverage.
2. Deepen relationships with top suppliers: By establishing standard buying practices and reducing the amount of suppliers substantial cost savings can occur.
3. Optimize business processes including HR services procurement.
4. Improve compliance and governance: Regulations such as Sarbanes-Oxley, HIPAA and co-employment laws, require companies to build adequate internal controls. With this increased focus on corporate governance, certifiably ensuring compliance to business processes is a top priority.
5. Transact through management business process management tools to capture savings. Today’s sourcing and procurement solutions can help companies begin saving in a matter of months providing significant returns.

To learn more on this topic, Axiome Sourcing shares techniques for managing outsourced providers successfully at their upcoming webinar “Leveraging the Global Talent Boom for Competitive Advantage.” By leveraging business process management best practices, HR professionals will have time to focus on non-administrative functions and can position their companies to benefit from increased maneuverability, greater productivity and cost control.

To register for the webinar “Leveraging the Global Talent Boom for Competitive Advantage” go to: http://www.axiomesourcing.com/webinar.asp

About Axiome Sourcing
Founded in 2004, Axiome Sourcing assists companies in reducing costs, enforcing policies and minimizing risks associated with sourcing and managing global contingent labor and third-party services. Axiome’s Resource Management System -- A R M S(sm) -- a best-in-class business process management (BPM) suite, enables governance through technology to improve business agility and operational performance. For more information on Axiome Sourcing visit www.axiomesourcing.com

Media Contact
Nancy Morales
408-365-8800
Axiome Sourcing
http://www.axiomesourcing.com

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WetFeet Releases New White Paper, a Primer for Recruiters on How to Utilize Recruitment Marketing Research

WetFeet, an expert on recruitment and staffing, announced a new white paper at the WetFeet Inside Recruiting Spring Forum yesterday. Authored by noted recruiting authority and WetFeet President Steve Pollock, “Market Research as a Secret Weapon – A Recruiter’s Guide” is a primer on how company recruiting organizations can apply market research to achieve better hiring results.

“The more successful companies are utilizing market research to better understand their target candidates – what drives their career decisions, which employment branding and marketing initiatives really resonate, and which recruiting strategies will yield the best results,” said Pollock.

Mr. Pollock presented the white paper to attendees at the WetFeet Inside Recruiting Spring Forum held yesterday at the Quadrus Conference Center in Menlo Park, CA. The topic for the forum was Marketing Your Company to Top Talent: How to Win in a Competitive Job Market. Mr. Pollock moderated a panel that included Jeff J. Hunter, Director of Global Talent Technologies at Electronic Arts, Inc.; Marie Mookini, Associate Director, MBA Career Management Center, Stanford University; and Paula Judge, Director of Talent & Employment Services at the Robert Toigo Foundation.

“A common theme among our panelists was the need to develop a deep understanding of candidates and cultivate personal relationships with them,” said Pollock. “Armed with solid data and honest feedback from the market in the form of research, an employer can develop a robust strategy and have strong confidence in its recruiting and talent management plan.”

The nine-page white paper helps recruiters, who may not be familiar with market research techniques, understand the different methods of recruitment marketing research, how to select the right methodology and vendor, and how to apply the results.

Market Research as a Secret Weapon – A Recruiter’s Guide, is available from WetFeet at no charge. To obtain a .pdf copy send a request to e-mail protected from spam bots.

About WetFeet
WetFeet Research & Consulting, a division of WetFeet Inc., is the authoritative source for factual data, emerging trends and informed strategy on effective talent recruiting including sourcing, screening, evaluation, campus recruiting, online recruiting, diversity recruiting and retention. WetFeet has conducted extensive consulting engagements and customized research for many of the world’s top employers including Merrill Lynch, Procter & Gamble, Federated Department Stores and Deutsche Bank.



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Axsium Group to Host Free Webinar on Enterprise Attendance Management Featuring a Case Study on June 8, 2006 at 2:00pm eastern time

(Toronto, Ontario - May 17, 2006) In many industries, turnover and absenteeism are significant sources of unproductive labor cost. Most companies have a desire to reduce turnover and absenteeism but are not equipped to identify the causes or offer tangible solutions. This webinar, hosted by Axsium Group, will present an approach to dramatically reducing turnover and absenteeism through Enterprise Attendance Management.

"Most companies today have very little idea of the cost of employee turnover and unplanned absenteeism", according to Tim Lett, Axsium Group's Managing Partner. "At many of our clients, senior management is shocked to learn that turnover and absenteeism costs them millions of dollars per year. An Enterprise Attendance Management program is a highly effective tool available to combat the avoidable costs associated with employee turnover and absenteeism. By monitoring employee attendance and providing mechanisms to both incent and reward exceptional attendance and discourage and discipline poor attendance, Attendance Management has the potential to deliver significant hard dollar benefits and improve overall employee morale"

This Webinar, to be presented by Ben Zifkin, a Partner and co-founder of Axsium Group, will present a unique approach to designing and deploying an Enterprise Attendance Management solution. In doing so, participants will learn:
• The hard and soft dollar benefits associated with Attendance Management;
• How to estimate the cost of voluntary turnover and unplanned absenteeism;
• How to measure the potential ROI associated with an Attendance Management solution;
• The advantages of implementing an automated Attendance Management solution;
• The critical success factors to consider during design;
• How to communicate the benefits and advantages of Attendance Management to the company as a whole;
• Implementation do’s and don’ts.

For registration information, see www.axsiumgroup.com/events/webinars.html


This press release was distributed through eMediawire by Human Resources Marketer (HR Marketer: www.HRmarketer.com) on behalf of the company listed above.

AeA and Crawford International Team to Offer Change Leadership Workshops for California Companies

Palo Alto, Calif. – May 5, 2006 – Company leaders can learn best practices for applying change leadership to improve corporate adaptability and long-term performance at Think Like a Change Leader, a new workshop announced today by the Bay Area Council of AeA, the nation’s largest trade association representing all segments of the high-tech industry, and Crawford International. The workshop is aimed at executives, directors and entrepreneurs desiring to enhance their leadership team’s ability to get buy-in, create broad alignment and execute business change effectively.

This three-hour workshop is available to AeA members and non-members. It draws on Crawford’s 24 years of successful consulting partnerships with some of America’s best companies including HP, Genentech, Cisco, AMD, GAP, IBM, Google and many others. The first workshop will be held June 6 in Santa Clara, California.
Workshop topics include the hidden ROI of business change and a four-step model for increasing a company’s ability to implement business change. Participants receive practical checklists, copies of benchmark research and tools for improving their firm’s capacity to navigate the constant change of today’s business environment. Executives that report strong and consistent application of change leadership practices in their companies experience 10-year net income growth of 900-to-1 compared to companies with weak change leadership practices (www.crawfordinternational.com/research).

Workshop leader, Richard Roi, Vice President of Change Solutions with Crawford International, brings over 16 years of international consulting experience with Fortune 500 company leaders. His specialties are strategic business change, leadership development and building organizational capabilities. He has provided change leadership consulting services to a diverse group of companies including HP, Cisco, Well Fargo, Biogen, McKesson, Boeing, Intel, Sharp and AT&T. In 2005 he completed a breakthrough national study of Fortune 400 companies linking leadership and adaptive corporate culture to long-term company ROI (www.crawfordinternational.com/research).


The first workshop will be held from 8:30 a.m.-11:30 a.m. on Tuesday, June 6, at 5201 Great America Parkway #520 in Santa Clara, Calif. Registration is $149 for AeA members and $175 for non-members. Seats are limited. To register, please visit www.aeanet.org/changemanagement6.6.06.


About AeA
AeA (formerly the American Electronics Association), founded in 1943, is a nationwide non-profit trade association that represents all segments of the technology industry and is dedicated solely to helping our members’ top line and bottom line. We do this in partnership with our small, medium and large member companies by lobbying governments at the state, federal and international levels; providing access to capital and business opportunities; and offering select business services and networking programs.

About Crawford International
For more than two decades, Crawford International (www.crawfordinternational.com) has partnered with Fortune 500 companies to drive sustainable business results from strategic initiatives involving new systems, business processes and organizational design. Marque clients such as HP, Cisco, Network Appliance, Genentech, and many others rely on Crawford for their ability to accelerate business change implementation.

For more information, please contact:

Anne Caliguiri
AeA
202-682-4443
Anne_caliguiri AT aeanet.org

Meg Bertapelle
Crawford International
650-838-7320
mbertapelle AT crawfordinternational.com



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New Workplace Options Service Helps Employees Find Backup Childcare

Raleigh, NC -- May 17, 2006 -- Each year, 80% of all employees need to work shortened workdays because their child care or elder care arrangements fall through -- hurting productivity and costing employers billions of dollars per year. Workplace Options, the largest provider of work-life employee benefits in America, is tackling this issue by adding a new back-up care solution to their comprehensive work-life benefits portfolio.

The new Back-Up Care Locator will allow Workplace Options’ customers to access the nation's largest online database for child care centers, adult day care centers, family day care homes and agencies that provide backup care. The database contains information from over 20,000 providers in the United States who provide care on a contingency or emergency basis. Eligible customers will be able to immediately locate qualified backup providers by searching the locator on Workplace Options’ user website. Employees can enter their address or zip code to find potential back-up care providers close to their home or office. The new backup childcare locator will be available June 1, 2006.

"The premise is quite simple," explains Alan King, president of WPO. "For example, if a regular caregiver must go out of town for a few days, accessing the database will provide information on alternative centers and homes, as well as in-home agencies that can come to the home for short periods of time."

Workplace Options offers a series of programs designed to work alone or integrate seamlessly with an employer’s existing benefits program. These referral and assistance programs enable employees to deal with life's most challenging and life changing issues -- from pregnancy to geriatric care -- as well as day-to-day demands, such as where to go for pet services, travel, legal services, dining and nightlife. LiveConnect features and 24/7 phone coverage make the services friendly and convenient. Backup care providers are continuously updated by the WPO call center staff.

About Workplace Options
Workplace Options (WPO) is America's largest provider of work-life services and software that help EAPs and other third-parties run their business more profitably and efficiently. Founded in 1982 and servicing nearly 15 million employees and their families, WPO is recognized for its innovative web delivery capabilities, flexibility and affordable pricing models.


This press release was distributed through eMediawire by Human Resources Marketer (HR Marketer: www.HRmarketer.com) on behalf of the company listed above.

HRmarketer.com Challenges Top Five Marketing Misperceptions

CAPITOLA, Calif.— May 16, 2006 - To dispel myths, cure misperceptions and test marketers’ knowledge, HRmarketer, the number one on-demand marketing and media visibility service for companies selling to human resource departments and/or targeting employee benefit brokers and consultants, has identified the Top Five Marketing Misperceptions in the HR and benefits marketplace.

1) PR is dead

Overall PR spending increased in 2006. In fact, spending increased in 74 percent of all firms (based on 2006 surveys sent to thousands of HR marketing professionals). 68 percent of the survey respondents reported being satisfied or extremely satisfied with their PR firm with 38 percent of the firms having a full-time PR firm on retainer. The resurgence of PR is further evidenced by the growth of marketing PR. For more information on marketing PR best practices download our white papers and research.

2) Marketing’s primary objective is generating buzz and media visibility

Most HR marketing executives rate lead generation as their primary marketing objective over generating buzz and media placements. However, research by HRmarketer revealed that 44 percent of HR marketing executives still consider media placements as a key measure of marketing effectiveness.

3) Direct marketing is the most cost-effective way to drive leads

The truth is an integrated, custom approach works best. In fact, telemarketing leads all other lead generation tactics with the highest response rate at 5.53 percent. Marketing PR leads all marketing activities with the highest qualified response rate. To test your marketing acumen on response rates for all types of marketing mediums including dimensional mail, direct mail, catalogs, etc. take the HR marketing IQ Quiz and test your marketing knowledge.

4) Human Resources is a niche industry

The HR software market alone is estimated to be more than $3 billion. There are over 600 media outlets and more than 300 HR print publications that have formal policies on accepting outside/byline articles.

5) Pay per click (PPC) placements are more effective than search engine optimization (SEO)

According to leading web analytics firms, pay-per-click advertisers can expect to receive between 3 percent and 7 percent conversion rates. A conversion rate is defined as “the relationship between visitors to a web site and actions considered to be a ‘conversion’, such as a sale or request to receive more information”. A recent study by WebSideStory showed the following conversion stats for these major search engines:

- AOL traffic 6.17%
- MSN traffic 6.03%
- Yahoo traffic 4.07%
- Google traffic 3.83%

Search optimization (SEO) is far less expensive than an aggressive paid search campaign and can generate comparable traffic. Plus, the effects are longer lasting and conversions are frequently in the same range (or even higher) than paid ads on search engines.
Want to test your HR marketing knowledge? HRmarketer released an “HR Marketing IQ Quiz.” The quiz tests industry-specific knowledge and expertise in marketing to the HR Marketplace.

The 20-question quiz covers topics specific to the HR marketplace, including recent trends, HR marketing PR best practices, historical information and techniques for increasing marketing effectiveness.

To take the HR Marketing IQ Quiz, go to http://www.hrmarketer.com/home/survey.htm

For more information on the concepts of Marketing PR, please see HRmarketer’s white papers and research reports.

For more about HRmarketer, visit our website at www.hrmarketer.com.

About HR Marketer
HRmarketer is a service of Fisher Vista LLC, a marketing and information services firm focusing exclusively on the human capital industry. The company services over 300 HR service providers, employee benefit brokers and consultants, helping them increase their visibility and generate sales leads.

Contact
Charles Bedard
Director of Marketing
817.204.0389
e-mail protected from spam bots
To take the marketing IQ quiz go to URL: http://www.hrmarketer.com/home/survey.htm
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Fieldglass Publishes Essential Report for Evaluating Contingent Workforce Management Technology

CHICAGO—May 16, 2006—Fieldglass, a leading provider of contingent workforce management solutions, today published the white paper “Evaluating Software as a Service for Contingent Workforce Management”. This white paper emphasizes the role of technical due diligence during the evaluation process and provides guidance on what questions to ask software solution providers in order to assess the quality of the underlying technical infrastructure.

During the evaluation process, many Software as a Service (SaaS) vendors emphasize the non-technical benefits of their solutions. Because the buyer of contingent workforce management solutions is most often a Procurement or Human Resource professional, many vendors avoid deep technical explorations by highlighting the SaaS delivery model which does not require customers to install or host software internally. This fact combined with attractive service level agreements is enough to turn most buyers from the technology clue trail. But knowing what makes the solution tick, technologically speaking, provides the best insight into whether or not a software vendor will actually be able to deliver on their SLA. In the new white paper “Evaluating Software as a Service for Contingent Workforce Management,” Fieldglass explores some of the
issues that should be considered in a technical evaluation of SaaS solutions.

“When vendors aren’t able to meet service level agreements the cause is most often inadequate technology infrastructures,” said Sean Chou, Chief Technology Officer, Fieldglass, Inc. “Even though it requires more work on the part of the buyers, the buyers should invest the time to compare vendor-to-vendor infrastructure and hosting services before they make an investment decision.”

In the white paper, Fieldglass encourages buyers to keep their business objectives foremost during the evaluation process. Rather than simply listening to the services promised, buyers should ask vendors directly how the underlying technology will support the achievement of business objectives and the SLA. The white paper also offers these tips for accurately evaluating a software solution:
• Apply reasonable technical due diligence when choosing a solution
• Evaluate the infrastructure based on business objectives
• Look for “elegant” software solutions
• Look for multitenant architectures
• Keep auditing and compliance requirements in mind

To learn more about evaluating SaaS vendors for contingent workforce management, read “Evaluating Software as a Service for Contingent Workforce Management.” For more information about Fieldglass, visit their website at www.fieldglass.com.

About Fieldglass
Fieldglass, a leading provider of contingent workforce management solutions, combines technology innovation with industry expertise to provide business solutions for such industries as financial services, healthcare, manufacturing, pharmaceutical and telecommunications. Fieldglass' solutions are based on its award-winning InSite application, designed to optimize an organization's contingent labor procurement and management process. For more information about Fieldglass, and its solutions and services, visit www.fieldglass.com.


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Record Attendance for Outsourcing Trends & Technology Webinar Overwhelming response precipitates follow-up event

SAN FRANCISCO, Calif.—May 12, 2006—Axiome Sourcing’s recent webinar “Global Services Outsourcing Trends and Technology” was a record-breaking event highlighting Fortune 500 executives’ interest in topics on global outsourcing and services procurement.

“Based on the overwhelming response rate, we had to host an encore presentation. It is clear this subject is on the top of the minds of forward-thinking executives in search of viable ways to solidify their competitive positions,” said Nancy Morales, President and Founder of Axiome Sourcing.

The second webinar in this series, “Leveraging the Global Talent Boom for Competitive Advantage” is on June 15th, 2006, at 11:00 AM. The keynote speaker for this event is Allan Schweyer, Executive Director of HCI (Human Capital Institute) and will explore the benefits and challenges of leading virtual outsourced teams of global contingent labor.

"Until recently, outsourcing was primarily a means of finding low-cost labor; it has evolved into a means of survival in an ever-tightening resource and competitive labor market," Morales said. "Those companies who integrate Axiome’s on-demand Business Process Management Suite can capture all the benefits from their outsourcing suppliers they initially hoped for, securing shareholder value and their position in the global marketplace.”

To register for Axiome Sourcing's new webinar go to http://www.axiomesourcing.com/webinar.asp

The companion white paper available to webinar registrants, "Leveraging the Global Talent Boom for Competitive Advantage," illuminates the shortcomings of ERP and the rise of on-demand software applications emerging to fill the gap. It also includes valuable industry analysis, commentary on macroeconomic trends and their impact on the business community from industry experts and executable solutions for corporations who outsource multiple business functions or use contingent labor.

About Axiome Sourcing
Founded in 2004, Axiome Sourcing assists companies in reducing costs, enforcing policies and minimizing risks associated with sourcing and managing global contingent labor and third-party services. Axiome’s Resource Management System -- A R M S(sm) -- a best-in-class Business Process Management (BPM) Suite, enables governance through technology to improve business agility and operational performance. For more information on Axiome Sourcing visit www.axiomesourcing.com

Contact Information
Nancy Morales
408-365-8800
Axiome Sourcing
http://www.axiomesourcing.com

To register for the next webinar titled “Leveraging the Global Talent Boom for Competitive Advantage” visit http://www.axiomesourcing.com/webinar.asp

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This press release was distributed through eMediawire by Human Resources Marketer (HR Marketer: www.HRmarketer.com) on behalf of the company listed above.

Kelly McClain joins EBMC, will focus on new business development

DUBLIN, Ohio – May 12, 2006 -- Employee Benefit Management Corp (EBMC), one of the Midwest’s largest companies specializing in the administration and management of self-funded benefit programs, has announced the arrival of Kelly McClain as Sales Executive. In his new position, McClain will be responsible for new business development and expanding EBMC’s market presence.
“We’re excited to have Kelly join our team,” says Greg Hubbell, Vice President of Sales and Account Management at EBMC. “His PPO network knowledge, his consultative approach to new business opportunities and his well-respected reputation in the benefit community make him a great addition to EBMC.”
Mr. McClain has over nine years of experience in the managed health care industry. Prior to joining EBMC, he was a regional sales manager for Interplan Health Group, a multi-regional health management company providing PPO network, pharmacy benefit management, and care management services. McClain’s network experience -- in addition to his work with third party administrators (TPAs), brokers, consultants, and insurance and managed care companies -- gives him the needed perspective to position EBMC services with prospective clients.
Beyond his primary focus of selling new business, Mr. McClain will help EBMC in another important area of benefit cost management. “Because of his extensive PPO network background, Kelly will assist EBMC Account Managers with network analysis and PPO effectiveness reporting for existing clients,” stated Hubbell, “which further enhances services to our existing clients.”
About Employee Benefit Management Corp
Based in Dublin, Ohio, Employee Benefit Management Corp (EBMC) is one of the Midwest’s largest companies specializing in the administration and management of self-funded benefit programs. EBMC serves as a company’s off-site benefits department with expertise in virtually every component of the benefits arena, and provides its clients with special consultation regarding related complex issues and regulations. For more information about EBMC, please call 614-766-5800 ext. 570 or visit their Web site at www.ebmconline.com.
Contact: Jane Lewis, Employee Benefit Management Corp, 614-766-5800 x 565 or e-mail protected from spam bots



This press release was distributed through eMediawire by Human Resources Marketer (HR Marketer: www.HRmarketer.com) on behalf of the company listed above.

Q2 Hiring and Retention Best Practices: Top HR Legal Concerns Now Available Critical legal liability information for HR professionals included

Q2 Hiring and Retention Best Practices: Top HR Legal Concerns Now Available
Critical legal liability information for HR professionals included

AUSTIN, Texas—May 11, 2006— In response to the growing anxiety around legal liability and compliance in the HR marketplace, especially as it relates to background screening, recruitment and retention, Integrated Screening Partners (ISP) offers the latest information on critical HR issues. This report is based on responses from hundreds of HR professionals and ISP’s industry experience. Download a complimentary copy of the report titled “Q2 Hiring and Retention Best Practices: Top HR Legal Concerns.”

The research report, the second in the 2006 series, examines the trends in legal defensibility, compliance and data integrity. ISP also offers suggestions on how to overcome these difficulties while maintaining a profitable and strategic HR department based on the best practices of industry leaders.

The key findings outlined in the report are:
• The top hr legal concern for HR professionals is discrimination(49%), regardless of company size or industry
• While most HR professionals believe they are compliant, a quiz revealed more than half may be lacking sufficient information to make that decision
• HR professionals confidence in the integrity of the data provided by screening providers is lacking (27% unsure)

In this research report, ISP also offers information on key findings, how HR professionals have adapted to the increasing legal pressures and best practices for 2006 and beyond. Go to http://www.integratedscreening.com/isp_signup.asp?refer=MPR_Q2_Legal to receive the report.

Upcoming ISP research reports are as follows:
• Q2: Quality Hiring
• Q3: Retention and Performance
• Q4: Technology Best Practices

Download a complimentary copy of “Q2 Hiring and Retention Best Practices: Top HR Legal Concerns” at: http://www.integratedscreening.com/isp_signup.asp?refer=MPR_Q2_Legal.

About ISP
Integrated Screening Partners (ISP) understands the importance of investing in human capital, and our goal is to provide the essential information required to make the right hiring decisions in the shortest amount of time possible. Our global client list includes Fortune 100, small and midsize companies as well as education institutions and trade associations.

ISP provides a service level that clients were not aware that they were missing. To learn more, contact us for your customized report to help you recruit, hire and retain quality employees.

Media contact
Charles Bedard
Director of Marketing
e-mail protected from spam bots
817-204-0389
To receive a free copy of the research report “Q2 Hiring and Retention Best Practices: Top HR Legal Concerns” go to http://www.integratedscreening.com/isp_signup.asp?refer=MPR_Q2_Legal






This press release was distributed through eMediawire by Human Resources Marketer (HR Marketer: www.HRmarketer.com) on behalf of the company listed above.

IQ Quiz Tests Your Human Resource Marketing Acumen

CAPITOLA, Calif.— May 11, 2006 -- HRmarketer.com, the number one on-demand marketing and media visibility service for companies selling to human resource departments and/or targeting employee benefit brokers and consultants, today announced the release of the“HR Marketing IQ Quiz.” The quiz tests industry-specific knowledge and expertise in marketing to the HR Marketplace.

The 20-question quiz covers topics specific to the HR marketplace, including recent trends, HR marketing PR best practices, historical information and techniques for increasing marketing effectiveness. Here is a sample historical question:

Q: All of the following were actual names of HR suppliers in the 1990's. All either changed their name or were absorbed by another HR supplier. Which was never the name of a HR supplier?

A) Perks at Work
B) CFN
C) Rewards Plus
D) IIRC
E) Unlimited Benefits
F) Employee Communications Services
G) Whereiwork
H) Perks4U

Information in the quiz is based on several surveys of HR professionals in 2005 and 2006 and knowledge gleaned from the hundreds of HR and employee benefit suppliers who subscribe to HRmarketer.com. After the quiz answers are submitted, the participant receives the correct answer to each question with a brief explanation.

To take the quiz and test your marketing IQ, visit the HRmarketer.com survey at http://www.hrmarketer.com/home/survey.htm

As an adjunct to the quiz, HRmarketer has developed the following list of Top Five HR Marketer Misperceptions about the HR and benefits marketplace.

1) PR is dead

Overall PR spending increased in 2006. In fact, spending increased in 74 percent of all firms (based on 2006 surveys sent to thousands of HR marketing professionals). 68 percent of the survey respondents reported being satisfied or extremely satisfied with their PR firm with 38 percent of the firms having a full-time PR firm on retainer. The resurgence of PR is further evidenced by the growth of marketing PR. For more information on marketing PR best practices visit our HR white papers and research.


2) Marketing’s primary objective is creating buzz and media visibility

Most HR marketing executives rate lead generation as their primary marketing objective over creating buzz and media placements. However, while this seems obvious, research by HRmarketer revealed that 44 percent of HR marketing executives still consider media placements as a key metric on how effective their marketing is.

3) Direct marketing is the most cost-effective way to drive leads

The truth is an integrated, custom approach works best. In fact, telemarketing leads all other lead generation tactics with the highest response rate at 5.53 percent. Marketing PR leads all marketing activities with the highest qualified response rate. For the response rates for all types of marketing mediums including dimensional mail, direct mail, catalogs, etc. take the HR marketing IQ Quiz and test your marketing knowledge.

4) HR is a niche industry

The HR software market alone is sized to be over $3 billion. There are over 600 media outlets and more than 300 HR print publications that have formal policies on accepting outside/byline articles.

5) Pay per click (PPC) placements are more effective than search engine optimization (SEO)

According to leading web analytics firms, pay-per-click advertisers can expect to receive between 3 percent and 7 percent conversions. Conversion rate is not necessarily a qualified lead. A conversion rate is defined as “the relationship between visitors to a web site and actions considered to be a ‘conversion’, such as a sale or request to receive more information”. A recent study by WebSideStory showed the following conversion stats for these major search engines:

- AOL traffic 6.17%
- MSN traffic 6.03%
- Yahoo traffic 4.07%
- Google traffic 3.83%

Search optimization (SEO) is far less expensive than an aggressive paid search campaign and gets you the same amount of traffic. Plus, the effects are longer lasting, and conversions are frequently in the same range (or even higher) than paid ads on engines.
To take the HR Marketing IQ Quiz go to http://www.hrmarketer.com/home/survey.htm

For more information on the concepts of Marketing PR, please see our HR white papers and HR research reports.

For more about HRmarketer, visit their website at www.hrmarketer.com.

About HR Marketer
HRmarketer is a service of Fisher Vista LLC, a marketing and information services firm focusing exclusively on the human capital industry. The company services over 300 HR service providers, employee benefit brokers and consultants, helping them increase their visibility and generate sales leads.

Contact
Charles Bedard
Director of Marketing
817.204.0389
e-mail protected from spam bots
To take the marketing IQ quiz go to URL: http://www.hrmarketer.com/home/survey.htm

######



This press release was distributed through eMediawire by Human Resources Marketer (HR Marketer: www.HRmarketer.com) on behalf of the company listed above.

Expanded Version of Sexual Harassment Prevention Training Reflects Client Input

Des Moines, Iowa (May 10, 2006) - HR Classroom, a provider of online training services, has released a new expanded and updated version of their popular "Sexual Harassment Prevention” training.

"Our new version combines the important legal content all employers need to deliver with new scenarios, questions, and graphics," notes Paul Curtis, president of Curtis Communications, parent company of HR Classroom. "We’ve also added two new features in response to our clients’ requests: a brief, printable summary of training points that trainees can keep and post in their workplace, and a glossary of commonly used terms. As with other HR Classroom trainings, employers can fully document trainee activity.”

The HR Classroom compliance training system delivers content via a Web browser to almost any Internet-connected computer. HR Classroom allows companies with multiple locations to provide compliance training easily, on a regular basis, in a cost-effective manner. Trainings can also be tailored to include the organization's policy. Over 75,000 employees throughout North America are trained annually using HR Classroom.

In addition to the training mentioned above, HR Classroom provides a full line of employee legal compliance training, including Diversity, Workplace Violence Prevention, FMLA, and many others.

HR Classroom is a service of Curtis Communications. To view HR Classroom, go to: http://www.hrclassroom.com/.

About Curtis Communications, Inc.

Curtis Communications, Inc. has provided essential human resource information and training services to over 20,000 employers worldwide since 1994. Its services include HR Care Online Resource Center, HR Classroom, and a variety of custom publishing products.



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Patricia Zingheim, Jay Schuster Receive Top WorldatWork Award Keystone Award Presented at Total Rewards Conference& Exhibition in Anaheim, Calif.

Patricia Zingheim, Jay Schuster Receive Top WorldatWork Award
Keystone Award Presented at Total Rewards Conference& Exhibition in Anaheim, Calif.

SCOTTSDALE, ARIZ. – WorldatWork, the premier organization for compensation, benefits and total rewards, has recognized two individuals for their outstanding leadership roles in the profession at the WorldatWork Total Rewards Conference and Exhibition at the Anaheim Convention Center in California.

Patricia “Pat” K. Zingheim, Ph.D. and Jay R. Schuster, Ph.D. are the 2006 recipients of the prestigious WorldatWork Keystone Award, the association’s highest honor. Zingheim and Schuster have helped modernize the way companies developed compensation plans by popularizing variable pay and total compensation strategies to mainstream audiences in the early 1990s.

Together they are credited for the widespread understanding of the practical use of variable pay to accelerate business performance beginning with their 1992 book, The New Pay: Linking Employee and Organizational Performance. This work contributed significantly to modernization of compensation programs, demonstrating to leaders in both for-profit and not-for-profit organizations and to the general public how the elements of compensation including variable pay, base pay, performance management, measures and goals, and benefits can be used to support business goals.

In a follow-up book, Pay People Right! Breakthrough Reward Strategies to Create Great Companies, published in 2000, Zingheim and Schuster pose a total rewards model linked to business success and show how total pay, individual growth, a compelling future, and a positive workplace can collectively create an employee value proposition to attract, motivate, retain, and develop high-performing talent. The book explains total rewards in practical and straightforward terms and provides usable solutions and tools.

Zingheim and Schuster have also co-authored many articles, having published in a host of journals and publications, including leading juried journals, on the role of rewards in helping organizations become more successful. Their writing, speeches, and consulting work have influenced major corporations around the world to design pay programs aligned with a total rewards strategy, resulting in the advancement of the human resources field and significantly contributing to the body of knowledge.

Zingheim earned her master’s and doctorate degrees in psychology from The Ohio State University and her bachelor’s degree in psychology from the University of Michigan. She worked at The George Washington University as a licensed clinical psychologist before becoming a compensation consultant in 1980. She worked for two firms before partnering with Schuster in 1985 to form Schuster-Zingheim and Associates, Inc.

Schuster holds a doctorate in psychology from the University of Southern California and master’s and bachelor’s degrees in business from the University of Minnesota. He worked at Rand Corporation, System Development Corporation, and two compensation consulting firms before partnering with Zingheim.

# # #
About WorldatWork®
WorldatWork is the world's leading not-for-profit professional association dedicated to knowledge leadership in total rewards, compensation, benefits, and work-life. Founded in 1955, WorldatWork focuses on human resources disciplines associated with attracting, retaining and motivating employees. Besides serving as the membership association of the professions, the WorldatWork family of organizations provides education, certification (Certified Compensation Professional – CCP®, Certified Benefits Professional® – CBP, Global Remuneration Professional – GRP® and Work-Life Certified Professional – WLCP™), publications, knowledge resources, surveys, conferences, research and networking. WorldatWork Society of Certified Professionals™; Alliance for Work-Life Progress (AWLP)™ and ITAC, The Telework Advisory Group are part of the WorldatWork family.





This press release was distributed through eMediawire by Human Resources Marketer (HR Marketer: www.HRmarketer.com) on behalf of the company listed above.

ERP Solutions Delivers Talent Warehouse for Corporate Recruiting with E-Recruiting from SAP

Dallas, TX -- May 10, 2006 – ERP Solutions announces its new SAP E-Recruiting solution that aids businesses by gathering talent profiles that would have previously slipped through the cracks. The mySAP ERP E-Recruiting solution, as implemented by ERP Solutions, provides a streamlined end-to-end recruiting solution that enables corporate recruiters to cost-effectively source the best possible talent for vacant positions.

Today’s search for employees has become the proverbial “needle in a haystack” problem where employers are losing top candidates to the flood of applicants and information overload. To make matters worse, corporate recruiters are stretched thin by overwhelming work loads including conforming to new OFCCP, AAP and EEO legal reporting requirements.

SAP E-Recruiting creates a talent warehouse where active job seekers (those currently unemployed), passive job seekers (those employed but considering a career change), and current employees of the organization are stored for instant access when positions become vacant.

ERP Solutions uses SAP E-Recruiting to create the most efficient and streamlined process to source the talent that organizations need to fuel their growth. This solution is created by incorporating several complementary technologies such as employee self-service and manager self-service (ESS/MSS), OFCCP workbench, portals, ABAP, job board integration, and resume parsing.

“Integrating these technologies makes the entire process more efficient for the recruiter, the candidate, the hiring manager, and the human resources department,” said Brandon Toombs, E-Recruiting Specialist for ERP Solutions. “Finding tomorrow’s superstars today is the single most important activity for any organization, and SAP E-Recruiting, as ERP Solutions implements it, enables companies to spend more time on the important activities and improves the experience for candidates.”

ERP Solutions has augmented the SAP E-Recruiting solution with several enhancements offered as packaged software solutions. These packages include resume parsing technology that allows candidates to complete tedious forms by simply uploading their existing resume, an employee referral portal that enables current employees to recommend friends for vacant positions, and conversion automation technology that brings valuable data from existing recruiting applications into SAP E-Recruiting.

“These packaged software solutions make SAP E-Recruiting work like clients want it to,” said Mr. Toombs. “In some cases they are offered to clients who are implementing SAP E-Recruiting on their own.”

About ERP Solutions
ERP Solutions provides highly specialized human capital management (HCM) expertise for SAP. With a passion for simplifying SAP HCM, ERP Solutions has revolutionized the HR industry with world-class packaged software solutions, PlatinumPLUS™ HCM consulting services, Dallas-based SAP development center, and complete HR outsourcing offerings. ERP Solutions is recognized by SAP as a Services Partner, an exclusive partner distinction reserved for elite-level providers. For more information please visit www.erp-solutions.com.

Media Contact:
Jason Anderson, Director of Marketing and Public Relations
ERP Solutions, Inc.
214-880-0099 ext. 118

# # #



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CAMILLE A. OLSON JOINS TALENT TECHNOLOGY CORPORATION ADVISORY BOARD

Vancouver, B.C., - May 10, 2006 – Talent Technology Corporation (TTC), providers of award-winning recruitment, quality of hire, and other human capital software solutions, today announced the addition of Camille A. Olson to its Advisory Board. Ms. Olson is a partner of Seyfarth Shaw LLP. With more than 650 attorneys, Seyfarth Shaw is one of North America’s largest labor and employment law firms. Ms. Olson is a member of the firm’s Labor and Employment Law Steering Committee, and is Chair of its Employment Law Committee.

"Like our customers, we know that every step an employer takes in sourcing, screening, hiring, and on-boarding employees carries legal obligations and risk – our solutions need to respond," said Dr. David Jones, Chairman of TTC. "While our company works hard to stay abreast in the ever-changing world of legal compliance, someone like Camille adds tremendously to our comfort that we know, and are doing, the right thing," Jones continued.

"I look forward to working actively with TTC," said Ms. Olson. "Already, we are developing an audit tool that I believe will break new ground in the way employers use both technology and people to accomplish their recruitment and hiring objectives," she added. "We all know it boils down to finding the best total solution, while identifying and minimizing any potential legal risks along the way. That’s where I think I can contribute the most at TTC," Ms. Olson concluded.

Camille Olson’s 20 years of practice have spanned all areas of labor and employment law. Most recently, she was lead defense trial counsel in one of the largest sexual harassment cases ever brought by the United States government against a private employer. She has litigated discrimination cases through both successful summary judgment motions and favorable jury verdicts in the context of EEOC pattern and practice cases, as well as individual matters.

Throughout the last ten years Ms. Olson has also assisted state lobbying efforts and members of Congress and individuals testifying before Congressional Committees in connection with pending legislation. Recently, Ms. Olson provided testimony to both the House Banking Committee on the Fair Credit Reporting Act, and to the EEOC on issues relating to the restructuring of the Agency. She also worked closely with employer associations in connection with various issues relating to the OFCCP’s, EEOC’s, and U.S. Department of Labor’s enforcement policies and their effect on employers.

Ms. Olson has published numerous articles and book chapters on various labor issues. She publishes a column entitled "Ask Seyfarth" that answers a wide range of employment-related questions in The Inlander. Recently, she has also been quoted on labor and employment issues in publications such as: The Chicago Tribune, Crains Chicago Business, the Wall Street Journal, Presstime, Editor & Publisher, HR Magazine and HR Wire. She has recently been described as "a media law whiz" in the San Francisco Daily Journal.

Ms. Olson joins current and former TTC Advisory Board members who include Harold Poling, former Chairman and CEO of Ford Motor Company; Deborah Smith, former senior human resources executive with Merck & Company, Xerox, Bausch & Lomb, and Coty; Peter Ciceri, former President of Compaq Canada, and Dr. Leaetta Hough, co-founder of Personnel Decisions Research Institute (PDRI) and Past-President of the Society for Industrial and Organizational Psychology (SIOP).

About Talent Technology Corporation
Talent Technology Corporation owns and operates businesses that develop, market and provide services associated with recruiting, hiring, and related workforce management technology solutions. Through its divisions, HireDesk™ and Resume Mirror, Talent Technology Corporation provides a range of award-winning recruiting and hiring technology that automates and improves the quality of the employment process in a variety of industries, providing a clear return on investment for its clients. Learn more about us at www.talenttechnologycorp.com or call 604-244-1115 for additional details.

About Seyfarth Shaw LLP
Seyfarth Shaw has over 650 attorneys located in nine offices throughout the United States including Chicago, New York, Boston, Washington D.C., Atlanta, Houston, Los Angeles, San Francisco and Sacramento as well as Brussels, Belgium. Seyfarth Shaw provides a broad range of legal services in the areas of labor and employment, employee benefits, litigation and business services. The firm’s practice reflects virtually every industry and segment of the country’s business community. Clients include over 200 of the Fortune 500 companies, financial institutions, newspapers and other media, hotels, health care organizations, airlines and railroads. The firm also represents a number of federal, state, and local governmental and educational entities. For more information, please visit www.seyfarth.com.


About HireDesk
HireDesk provides on demand recruitment and hiring software solutions for corporations and recruitment firms. HireDesk is the first company to seamlessly integrate competency-based assessment and hiring tools, a full-feature applicant tracking system, and post-hire performance metrics into a highly configurable, single-platform solution for mid-market corporations. HireDesk also offers solutions targeted to each recruiting discipline -- Executive Search, Permanent Placement, Temporary Staffing, Contract Staffing, Recruitment Process Outsourcing (RPO) -- as well as hybrid solutions to support multi-discipline and multi-divisional recruitment environments. HireDesk was founded in 1999 and is a division of Talent Technology Corporation. Visit the Web at www.hiredesk.com or call 1-866-747-3375 to learn more about HireDesk and its offerings.

About Resume Mirror
Resume Mirror, a division of Talent Technology Corporation, provides innovative software components, online services and focused applications to the HR and Recruiting industry. Leading HR system vendors, job boards, resume processing companies and large corporate and staffing companies use Resume Mirror technologies and services to enhance their recruiting applications. We offer high quality resume extraction and intelligent search and match technologies that easily integrate with any recruiting application. These products enhance the functionality and deliver measurable improvements to current resume processing and search methods. Some of our customers and partners include companies such as Oracle, PeopleSoft, HRchitect, The AESC, Engenium, Aquent, Bernard Hodes Group, WCC, Authoria (formerly Hire.com), SonicRecruit, MSX International, SAIC, VirtualEdge, HireDesk, CGI, SAP and ERP Solutions. For more information
on Resume Mirror, please visit www.resumemirror.com.


Investor and Media Contacts:

Investor Contact:
Jade Bourelle
Talent Technology Corporation
President & Chief Executive Officer
Telephone: 604-244-1115
e-mail protected from spam bots

Media Contact:
Imre Togyi
Talent Technology Corporation
Director, Marketing
Telephone: 604-278-4414
e-mail protected from spam bots


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EBI To Provide Paperless Form I-9 Processing And Related Services.

Owings Mills, MD, May 17, 2006 - Employment Background Investigations, Inc. (EBI) and Form I-9 Compliance, LLC recently announced their strategic agreement to provide electronic Form I-9 processing, automated right to work verifications, secure online storage and consulting services.

This process, integrated with EBI’s secure web-based background screening module, results in a completely paperless, efficient method of responding to the federal Immigration Reform and Control Act (IRCA) and enables employers to easily conduct legal right to work Form I-9 employment verifications on new employees.

“Because the IRCA legally mandates that U.S. employers verify the employment eligibility status of newly-hired employees and makes it unlawful for employers to knowingly hire or continue to employ unauthorized workers, we thought that it was imperative that our clients could complete the employment process with ease, with one-process, and no duplicate data entry or excessive paperwork,” said Rick Kurland, President and CEO of EBI. "Since Form I-9 Compliance is the first federally-approved Designated Agent of the Department of Homeland Security and the Social Security Administration for Form I-9 employment verifications, our choice to partner with Form I-9 was crystal clear."

Kurland further explains, “Once our client completes the background check and hires the candidate, they simply select the employee from our secure website and instantly his/her information integrates with the Federal government’s Employment Verification Program (EVP) allowing employers to quickly and accurately verify new employees’ legal right to work. We are able to check Department of Homeland Security (DHS) and Social Security Administration (SSA) databases and provide a unique DHS-issued verification number. In addition to new employee verifications, we can now assist our clients identify current employees with mis-matched Social Security numbers through the SSA’s Social Security Number Verification Service (SSNVS)."

Ken Sekella, Vice President, Marketing for Form I-9 Compliance further states “With the passage of the IRCA, founders of Form I-9 Compliance worked closely with the Immigration and Naturalization Service (INS) to develop the original Form I-9 and they have been providing I-9 consulting services since. Our knowledge and expertise of Form I-9 employment verifications is unrivaled. Partnering with EBI, one of the true innovative leaders in this industry, was a priority of ours. EBI’s vast client base of more than 2,000 customers worldwide provides us the ability to partner with a best-in-class background screener all the while assisting their clients streamline their employment process while ensuring government compliance.

About Employment Background Investigations, Inc.
Employment Background Investigations (www.ebiinc.com) is a full service, single-source, premier provider of employee background screening services. Nearly 2,000 companies worldwide utilize EBI’s background screening, drug testing and occupational healthcare solutions every day to make better and safer hiring decisions. Given its state-of-the-art technology platforms, it’s safe to say that no one delivers background screening results faster or with a higher degree of accuracy. Personalized customer care has been the key reason for EBI’s remarkable growth over the last 11 years; this ascent has won them a recent acknowledgement as being on! e of the best and largest screening companies in the
country (HRO Today Magazine).

About Form I-9 Compliance
Form I-9 Compliance was the first federally-approved Designated Agent of the Department of Homeland Security and the Social Security Administration for electronic Form I-9 employment verifications. With the passage of IRCA in 1986, two of the company’s founders worked closely with the INS to develop the original Form I-9. Subsequently, they have continued to provide clients with cutting edge, proactive and preventative I-9 consulting services. Our professional executive team is uniquely positioned to materially assist clients maximize the benefits and cost savings inherent within electronic Form I-9 processing, automated right to work verifications, secure online storage, consulting services and ultimately, a completely paperless process.



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C&B Consulting Group Simplifies HIPAA with New Compliance Guide

Syosset, NY – May 9, 2006 – C&B Consulting Group, a strategically-focused benefits advisory firm, today announced the release of Simplifying HIPAA, their newly updated HIPAA Privacy and Security Rule compliance guide.

Simplifying HIPAA is specifically designed to be a convenient reference source for employers and other health plan sponsors who may not have a staff of experts to guide them through the complexities of compliance with the Privacy and Security Rules. When questions arise regarding any Privacy or Security Rule issue, benefit managers can access a copy of the guide, find the brief discussion on the issue involved, and easily determine how to deal with it. The guide also contains four valuable appendices that contain samples of useful forms, such as a Model Authorization Form, which can prove to be very practical while striving to remain in compliance with the new rules.

James Buonfiglio, President of C&B Consulting Group, believes that the new HIPAA compliance guide is a great asset for any health or benefit plan sponsor. “In many cases, companies can not afford to check with legal counsel every time a privacy or security issue arises,” said Buonfiglio. “Simplifying HIPAA will provide value by not only helping resolve these issues as they occur, but also by teaching plan administrators how to properly secure, use, and disclose all individually identifiable health information in a HIPAA compliant manner.”

Essentially, the HIPAA Privacy Rule imposes limitations on how Protected Health Information (PHI) may be used and disclosed by one’s health plan. The security provision of the HIPAA Privacy Rule establishes a methodology by which health plans must identify security problems and then implement security measures for PHI that is transmitted and retained in electronic form. C&B’s new HIPAA guide serves as a step by step checklist to help ensure health plan sponsors conform to these rules. Health care providers and large group health plans had until April 21, 2005 to comply with the HIPAA Security Rule, while small group health plans had until April 21, 2006.

C&B Consulting Group, established in 1992, is a leading benefits advisory firm that helps organizations design, secure and manage cost-effective benefits programs. The firm’s benefits expertise is supported by services and resources that help control costs, reduce administrative burdens, and improve employee relations. For further information, please contact Russell Hoernig at (516) 247-1979.



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Open4 Conference Highlights Success of HRIS/Payroll Self-Service

Open4 Conference Highlights Success of HRIS/Payroll Self-Service

DALLAS, TX – May 5, 2006 – BMH, Inc, developers of the Open4® HRIS and Payroll system completed the 2006 Illuminations Open4 Users Conference at the Dallas Doubletree North. Presented as an educational conference for their clients in the US and Canada, this first-ever event offered human resources technical and professional education, along with business coaching from several nationally recognized guest speakers.

A few of the most significant of the many human resources and payroll topics covered at the conference were:

- Employee Self Service (eSS), which gives the employee instant access to their data, and how this tool can be used to improve departmental efficiencies and employee satisfaction. Ms. Susan Dillard of Neptune Technology Group relayed her experiences before Neptune implemented eSS, “Our team spent the December holidays in the office, working feverishly to complete benefits enrollment for our employees. Now, with eSS and online enrollment, everyone gets the holidays off with their families.”
-The importance of detailed tracking and reporting on employee training and certification for ISO compliance and how to manage that in Open4®.
-Rules associated with 401(k) and Roth 401(k) deductions and how the system can help a company manage retirement plans.
-Best practices in Human Resources to help manage responsibilities, problem-solving, turnover and retention, and more.

Receive a free copy of a white paper on turnover made available at the conference at: Open4 Request Page.

The overall response from the attendees of the conference was extremely positive:

- “I have been to a lot of conferences and this one rates at the top. Great job!”
- “Fantastic information for HR and Payroll professionals.”
- “Mark Lewandowski as your keynote speaker was a stroke of genius.”
- “The non-technical business sessions by outside experts added even more reason to participate in this conference.”
- “The Monday night customer appreciation party sponsored by Progress Software was a blast.”

“The conference was a complete success,” said Steve Severance, Vice President of Open4. “It was over sixty hours of sessions and workshops on the latest HR and Payroll topics. Plus, there was a lot of networking and a healthy dose of fun.”

For more information, please contact us at open4.com.


About BMH, Inc.: Based in Addison, Texas, BMH For more information, please contact us at open4.com.

Open4.com is a leading supplier of quality HR and Payroll software. Since 1980, BMH has been selling and supporting its software applications and their flagship product, the Open4® HRIS/Payroll Suite, across the USA, Canada, and Puerto Rico.

Media Contact
Steve Severance
972-702-0892 x109
www.open4.com
Mission Accomplished


For more information, please contact us at open4.com.




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Employee Job Satisfaction Questionnaires and Norms Ready to Use in Book and CD.

Old Saybrook, CT, May 4, 2006: Employers can now obtain rapid access to 20 diagnostic employee questionnaires from the unique reference guide:EMPLOYEE OPINION QUESTIONNAIRES: 20 Ready-to-Use Surveys That Work (Pfeiffer/A Wiley Imprint, $95). They need not wait for the long process of survey creation and approval before getting the answers they need to assure employee morale, engagement, and commitment.

The book also contains norms for 30 of the most important employee survey questions, based on the authors' 20-year experience in the field of workplace assessment. The norms are selected from authors’ proprietary Employee Feedback Database, a collection of survey responses norms that currently holds 80,000 responses from 170 organizations. The book was written by Paul M. Connolly, Ph.D., a test and survey designer who founded Performance Programs, Inc., and Kathleen Groll Connolly, a business writer.

Says Mike R. Plummer, organizational and human resource consultant, Jacksonville, FL: "The Connolly's latest book on employee surveys is an outstanding reference for survey practitioners (like me) as well as for those who may be doing their first survey. The book is packed with practical ideas on the entire survey process. The 20 ready-to-use surveys are excellent and support the trend towards quick, issue-focused surveys vs. comprehensive employee surveys. The authors have freely shared their extensive knowledge and experience about employee surveys. It's almost like they poured their life's work into the book. I'm really impressed with this book and pleased to add it to my reference library on surveys".

This unique collection covers the following survey topics: Employee Morale; Employee Engagement; Job Satisfaction; Organizational Change; Communications; Fairness and Diversity; Compensation; Coworker Relations; The Individual Employee’s Manager; Senior Management; Workplace Resources And Safety; Organizational Mission and Values; Innovation and Creativity; Quality Practices; Customer Care; Ethics; Benefits; Training Effectiveness; New Employee Survey; Exit Survey.

In addition to 20 surveys and norms for 30 questionnaire items, the book provides an extensive guide to selecting the appropriate survey for your situation. It also explains the employee survey process.

Visit this link for information or to purchase this book: EMPLOYEE OPINION QUESTIONNAIRES: 20 Ready-to-Use Surveys That Work By Paul M. Connolly, Ph.D. and Kathleen Groll Connolly Pfeiffer/A Wiley Imprint January 2005, Paper with CD, $95.00, 176 pages ISBN: 0-7879-7349-1

ABOUT THE AUTHORS: Paul M. Connolly, Ph.D. is an industrial psychologist who founded Performance Programs in 1987. The firm specializes in human resource measurement, including employee surveys, Hogan Personality Inventory, and Clark Wilson Group 360 feedback. Coauthor Kathleen Groll Connolly is a writer, web content developer, and marketing professional who has been with Performance Programs since 1991.

ATTENTION REVIEWERS: For the convenience of your readers, please include the following in your review: Pfeiffer/A Wiley Imprint books are available at all major online booksellers and www.pfeiffer.com or by calling 800-956-7739. In Canada, call 800-567-4797.



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LIVE cultural health study demonstration view the next generation of the employee opinion assessment.

LIVE cultural health study demonstration – view the next generation of the employee opinion assessment.

New product launched through LIVE demonstration. See the latest in employee opinion survey technology organizational assessments by watching a LIVE cultural health study in progress May 12th at 2:00 pm EST!

WALTHAM, MA & CAVE CREEK, AZ – May 9, 2006 – Invoke Solutions, a leading innovator of real-time, interactive research technologies, and EMERGE International, a consultancy firm specializing in organizational assessments and cultural transformation, unveil new organizational assessment technology platform via a LIVE online demonstration being held May 12th, 2 pm EST.
During this demonstration you will have the opportunity to watch as an employer uses the CHI LIVE platform to measure the cultural health of their company LIVE with their employees.

LIVE Online Demonstration: May 12th, 2pm EST
Watch a LIVE cultural health study in progress!
Register Online:
https://invoke.webex.com/invoke/onstage/g.php?p=3&t=m

Registration limited. Please reserve your space quickly.

CHI LIVE combines EMERGE International's Cultural Health Indicator™ (CHI), a validated cultural assessment methodology, with the next generation of online researching technology from Invoke Solutions. Measuring seven dimensions of organizational culture, CHI LIVE evaluates key issues related to employee engagement, satisfaction and motivation levels. Unlike traditional employee surveys, where answers often lack depth and little flexibility once the questions are deployed, the Invoke platform delivers rich qualitative data and provides users with the freedom to add additional questions on the fly.

The results of a CHI LIVE study are available immediately in a comprehensive report that is both descriptive and prescriptive. The final report provides detailed interpretation and suggestions for “raising the bar”. This is the only comprehensive report with recommendations available in the industry.

For more information about CHI LIVE, please visit www.invoke.com/CHILIVE.

About Invoke Solutions
Invoke Solutions is the leading innovator of real-time researching technologies that help businesses gain instant insight into the opinions, views, and dynamics of their customers, employees, and other constituents. Invoke is rapidly becoming the standard platform for organizations that need to make confident, continuous, and fact-based decisions fast.
For more information about Invoke Solutions, visit www.invoke.com.

About EMERGE International
EMERGE International is a management consulting firm dedicated to assisting leaders in assessing, diagnosing and transforming their organization’s culture. Utilizing a validated and reliable Internet based cultural assessment tool called the Cultural Health Indicator (TM) EMERGE helps clients define, support and transform their cultures to support business success.
For more information about EMERGE International, visit www.emergeinternational.com.

For more information, please contact:
Debbie Maynard-Imboden
EMERGE International
480-595-9874
e-mail protected from spam bots



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New Functionality Announced for Advanced Recruitment Media Technology

Fishers, Indiana (May 2, 2006) – TruStar Solutions, a First Advantage company, today announced the release of the newest improvements to its popular job posting technology, PostMaster LX®. The additional functionality increases the system’s reach, efficiency, and metrics development capabilities and enables the technology to address a wider range of job posting needs.

The new SinglePost module for PostMaster LX allows users to post their jobs to non-contracted niche job boards, thereby greatly increasing the number of recruitment advertising options at their disposal. Along with greatly increased reach, SinglePost allows PostMaster LX users to execute all of their postings from one interface and benefit from centralized monthly billing for all posting activity.

“The new single post module was developed to meet the changing needs of our clients as they look to post their jobs on niche or specialty job boards,” said Paul Reese, product manager for TruStar Solutions. “As clients broaden their recruitment advertising campaigns to include more targeted job boards, the SinglePost module has become a crucial tool enabling their efficiency and success.”

In addition to the SinglePost module, another new feature allows clients to track the effectiveness of their postings and create reports about how well their recruitment advertising campaigns are performing. This feature is designed to help a company refine its posting expenditures over time, thereby further lowering cost-per-hire, and increasing overall recruiting efficiency.

"The ability to extend recruiting reach while having access to timely recruiting
metrics has never been more important due to pressure on HR departments to produce results while keeping up with demand for their services,” said Mike Bryan, vice president of operations for TruStar Solutions. “These enhancements allow our clients to test multiple media avenues and track results so they can make more strategic buying decisions. It's a great combination of flexibility meshed with control."

“Our custom recruiting strategies attract targeted active and passive job applicants and provide the front end to our comprehensive hiring and on-boarding solution,” said Rick Mansfield, executive vice president of First Advantage’s Hiring Solutions Group. “We intend to invest in our recruiting technology to meet the evolving needs of our clients and optimize the integration with our other services which include applicant tracking systems, skills and behavioral assessments, tax credits screening, background screening and occupational health services.”


About PostMaster LX
PostMaster LX is an online program that makes the process of managing your entire organization's job posting activities more effective and efficient. In its simplest form, PostMaster LX allows you to post, edit, and delete all of your job postings across all of your contracted job boards from a single interface - saving you time and ensuring the quality of your postings. PostMaster LX has represented the benchmark in job posting efficiency technologies for years due to its functionality, ease of use, and seamless integrations with the top recruitment technologies.

About TruStar Solutions
TruStar Solutions (www.trustarsolutions.com) is the leader in “Creating Exceptional Hiring Strategies”. As a part of the Employer Services segment of First Advantage, TruStar Solutions partners with organizations to provide unbiased, customized human capital solutions which help clients realize their vision of a proactive, high-impact recruiting process. Many of the top companies in the world consider TruStar Solutions both an information partner and a solutions provider.

About First Advantage Corporation
First Advantage Corporation (NASDAQ: FADV) combines industry expertise with information to create products and services that organizations worldwide use to make smarter business decisions. First Advantage is a leading provider of consumer credit information in the mortgage, automotive and subprime markets; business credit information in the transportation industry; lead generation services; motor vehicle record reports; supply chain security consulting; employment background verifications; occupational health services; applicant tracking systems; recruiting solutions; skills assessments; business tax consulting services; insurance fraud, corporate and litigation investigations; surveillance; computer forensics; electronic discovery; data recovery; due diligence reporting; resident screening; property management software; renters insurance and consumer location services. First Advantage ranks among the top companies
in all of its major business lines. First Advantage is headquartered in St. Petersburg, Fla., and has more than 3,800 employees in offices throughout the United States and abroad. More information about First Advantage can be found at www.FADV.com.


Media Contact:
Chris Cella
317-813-0346





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Pharmaopportunities Employment Traffic Jumps to 20,000 Monthly Visitors Since January Launch

New York, N.Y. [May 3, 2006] - Overall growth in the pharmaceutical industry is predicted to grow 23 percent by 2012, while employers and recruiters seek targeted online resources to find quality candidates in a fierce market for biotech and pharmaceutical talent. Riding the combined wave of both trends, Pharmaopportunities.com -- a leading minority-owned internet job and networking portal for the life science and healthcare industry -- announced today that candidate traffic has increased to nearly 20,000 targeted visitors per month since its launch in January.

“The online tools and resources on Pharmaopportunities.com are designed to help companies find qualified life sciences candidates with the right skills,” explained Winston Burton, president and founder, “and keep more professionals in the hiring pipeline while reducing total cost per hire and cycle time. Our rapid growth enables us to provide thousands of top pharmaceutical candidates to employers.”

The site is currently visited by thousands of entry, middle and senior level professionals from various Pharmaceutical, Biotech, and Medical Device companies nationwide, looking for clinical, quality assurance, validation, manufacturing, sales, quality control, biotech, pharmacy and other life science and healthcare jobs. Pharmaopportunities.com also provides companies the metrics employers need to see where their hires come from. About 25 percent of jobseekers who visit Pharmaopportunities.com choose to keep their resume confidential, enabling individuals to list their experience and qualifications in a protected environment from their current employers.

To learn more about Pharmaopportunities, please visit
http://www.pharmaopportunities.com

About Pharmaopportunities
Pharmaopportunities is a privately-held corporation started by Life Science and Healthcare professionals, Computer Programmers and Human Resource professionals who have all worked in various life science and healthcare companies in the United States. Each member of the company is passionately committed to fulfilling the hiring needs of life science and healthcare companies and supporting active jobseekers in furthering their careers.

For further information, please contact:
Michele Gordon
Director of Sales and Marketing
Pharmaopportunities Inc
(718) 514-6143 Ext 10



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Multi-Billion Dollar Convenience Store Chain, The Pantry, Selects Deploy Solutions to Stock its Stores with Top Notch Employees

NEWTON, MASS. / May 3, 2006 – The Pantry, Inc. a leading convenience store operator with 1,458 locations in 11 states across the southeastern U.S., has selected Deploy Solutions, the premier provider of talent management solutions for market-leading corporations, to improve workforce quality with Deploy’s hourly recruiting and talent management solutions. The Pantry’s primary operating banner is Kangaroo Express (SM).

Based in Sanford, N.C., with 2005 sales reaching approximately $4.4B and a workforce of 11,000, The Pantry, like other C-store chains nationwide, is locked in a race for hourly talent in a growing service sector, facing constant threat of employee turnover. The Pantry selected Deploy’s convenience store solution to help the company realize its growth goal of doubling the number of locations by 2010, reduce turnover, enhance career opportunities for employees, and drive a paperless employment process.

Using Deploy’s industry expertise and product flexibility offered in the Deploy C-Store Advantage™, The Pantry can better position itself in front of active and passive job seekers, and streamline the process of identifying and hiring high-quality candidates. Applicants can use a kiosk and/or Web solution to apply for an available position, which helps achieve consistency and compliance in the application process. Then, using assessments for traits such as dependability and customer service, the system can automatically provide C-store managers with the candidates most likely to perform at a high level of customer satisfaction.

“We are excited to be embarking on a partnership with Deploy utilizing technology to leverage our position in the employment market,” says Bob Reale, VP of Human Resources for The Pantry. “The benefits of this electronic application process will positively impact our operators, applicants, customers, and support staff as well as our bottom line.”

“We’re delighted to be working with The Pantry and to extend Deploy’s leadership and expertise throughout the convenience store industry,” explains Deirdre Aubuchon, Chief Operating Officer for Deploy Solutions. “High employee turnover is a constant challenge and the efficiencies created by our C-Store Advantage can significantly reduce hiring time.”

For more information on the Deploy C-Store Advantage, visit www.deploy.com/solutions/industry.aspx.

About The Pantry
Headquartered in Sanford, North Carolina, The Pantry, Inc. is the leading independently operated convenience store chain in the southeastern United States and one of the largest independently operated convenience store chains in the country. The Pantry's stores offer a broad selection of merchandise, as well as gasoline and other ancillary services designed to appeal to the convenience needs of its customers. Visit www.thepantry.com for more information about The Pantry, Inc.

About Deploy Solutions
Deploy Solutions, Inc. provides companies with a competitive advantage in the marketplace by optimizing performance in recruiting, hiring, and retaining top employees. The Deploy Enterprise Talent Suite™ is a proven solution that improves the quality and performance of the workforce, reduces the cost of talent acquisition, and supports regulatory compliance. The company draws upon flexible technology, deep domain experience, and a comprehensive approach to HR metrics and analytics to drive measurable results for its customers. Deploy provides talent management solutions to a diverse and prestigious list of customers, including: Hess, Sheetz, Flying J, Wakefern (ShopRite Stores), Tire Kingdom, Century Theaters, FedEx, Bristol-Myers Squibb, American Electric Power, and many more. For additional information, call 877-GO-DEPLOY (877-463-3756) or visit www.deploy.com.

Visit our Knowledge Center to download white papers and other research on Talent Management and Talent Optimization from leading authors such as Dr. John Sullivan, Nick Burkholder, Mel Kleiman, John Sumser, and others.

# # #



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SCI COMPANIES SELECTS BNA TO FURTHER EXPAND ITS HR KNOWLEDGE BASE

TAMPA, Fla., May 3, 2006 - SCI, a leading Professional Employer Organization (PEO), announced today that it has licensed BNA’s HR Corporate Suite to meet its clients’ HR and payroll information needs. The HR Corporate Suite delivers expert guidance and strategic insight, on topics such as HR cost control, organizational planning, setting and managing compensation, state information, and more.

For over 20 years, SCI’s dedicated team of HR professionals has provided HR administrative expertise and resources to thousands of small and medium businesses. SCI’s Professionals will now utilize the BNA online resource to enhance their HR knowledge, keep abreast of dynamic state specific guidelines and to continue assisting clients regarding HR best practices and current trends.

“BNA offers world-class content that complements our own knowledge base,” said Henry Hardin, president and founder of SCI. “We chose BNA because of their ability to provide a single expert system that is easy to access and navigate. With BNA, our professionals have instant access to a huge range of HR, Benefits and Compliance FAQs and other content. This allows us to provide professional service to our client base, while maintaining the highest standards of quality and consistency.”

“SCI recognizes the importance of providing excellent customer service efficiently,” said Chuck Defilippo, marketing manager, BNA. “BNA’s market-leading regulatory, analytical and best practice information. This facilitates faster learning and easier and quicker client communications.”

What is a PEO?
Professional employer organizations (PEOs) enable clients to cost-effectively outsource the management of human resources, employee benefits, payroll and workers' compensation. PEO clients focus on their core competencies to maintain and grow their bottom line. For free quotes on HR outsourcing, email SCI at e-mail protected from spam bots.

About SCI Companies
SCI Companies (SCI) is a “Best in Class” provider of HR outsourcing, specializing in payroll, human resources, benefits and workers compensation administration. Founded in 1985, SCI is one of the largest privately held Professional Employment Organizations (PEOs) serving more than 1,000 clients nationwide. For more information, visit http://www.scicompanies.com.

About BNA
Founded in 1929, BNA is the largest independent publisher of objective news and analysis in Washington, DC, producing hundreds of print and electronic products on a full range of environment, health, safety, legal, legislative, government, economic, international, and other public policy and regulatory issues. Drawing on the expertise of over 600 editors, reporters, and domestic and international correspondents, BNA publications are recognized for their in-depth, unbiased reporting. For more information, visit http://hrcenter.bna.com.



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HRAmerica releases Top HR Trends in 2006 Report

CHARLOTTE, N.C., May 2, 2006—HRAmerica, an HR outsourcing firm offering comprehensive employee administration solutions, has announced plans to release the “Top HR Trends in 2006” to provide HR professionals with essential information on outsourced services providers management and trends.

"Trend reports are vital ammunition for HR professionals,” said Stephen Boyd, a member of HRAmerica’s executive board. “Arming the HR community with timely, high quality data is powerful and often differentiates top HR managers from their competition. We see providing these reports as an important link to our clients and a way for HRAmerica to continue adding value.”

In the “Top HR Trends in 2006”, HRAmerica offers information for HR professionals interested in capturing the value of outsourced services provider. The report also offers competitive information on the following HR industry trends:

• The primary services outsourced are background screening and payroll, although many outsource more
• Cost is not the primary criteria when HR professionals choose a service provider
• The most common goal for 2006 is improving the overall quality of HR functions

Nearly 75 percent of all HR professionals outsource one or more HR and administrative services; however, few are completely satisfied with their chosen solution. To take advantage of the outsourced process, HR professionals must know what they are looking for and be cognizant of their needs and expectations before even entering the evaluation period in order to realize the potential benefits of outsourced service providers.

“Too often people select HR providers considering only product functionality,” Boyd said. “Other variables can help predict overall success with an HR partner. For example, what is the HR provider’s strategy for new services in the future? What is their culture? How do they provide internal HR services? What are their support escalation procedures?”

To read more about HR industry trends and recommendations for maximizing the gain from outsourced HR services, read “Top HR Trends in 2006.” To learn more about HRAmerica, go to www.hramerica.com.

About HR America
HRAmerica is an HR outsourcing firm offering comprehensive employee administration solutions such as payroll and benefits administration, employee benefit plans, training and recruiting. The company utilizes the Internet to deliver top tier management and reporting capabilities as well as employee self-service functionality.



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Transamerica Worksite Marketing Announces Three New RVPs For The West: Chris Story, Belinda Strombeck and Shawn Smith

May 2 2006, Little Rock, AR - As the Transamerica Western Territory continues to grow and flourish under the leadership Territory Vice President of Transamerica Worksite Marketing, Joe Beckham, the need to add strength and experience remains a must. The three latest additions to the Western Territory, Chris Story, Belinda Strombeck and Shawn Smith are proof positive that worksite is alive and well from the Pacific Coast to the Louisiana Gulf Coast. The latest additions to the Western Territory field force not only assure that Transamerica Worksite Marketing is well positioned to leverage the strength of the Transamerica brand in a large portion of the U.S., but now have seasoned worksite professionals in place to service the growing distribution of voluntary benefits in the years to come.

Chris Story: Regional Vice President, Western Territory/North Texas. Responsible for the northern half of Texas within the Western Territory, Chris Story is based in North Texas and brings 20 years of industry experience to assist the persistent growth of Transamerica Worksite Marketing within the voluntary benefits marketplace. Story began his career in the insurance business in July 1986 as Director of Training for Southland Life. In 1990 he was recruited to Great Southern Life, working for more than five years as Model Office Manager and managing GSL’s high-profile accounts, then took a Project Manager position with Universal Benefits Company where he was responsible for enrollments. Story joins Transamerica Worksite Marketing with over 19 years of experience in the insurance industry. Better still, Story comes aboard on the heels of a five-year tenor with Allstate Workplace Division where he served as the North
Texas Regional Director and was responsible for recruiting, training and development of the North Texas Region – a region that will undoubtedly be very familiar as he works to grow distribution. Chris Story currently lives in Dallas, Texas.

Belinda Strombeck: Regional Vice President, Western Territory/South Texas. Responsible for the southern half of Texas within the Western Territory, Belinda “Bel” Strombeck is based in South Texas and brings a wealth of proven sales leadership to assist Transamerica Worksite Marketing’s efforts in maintaining a confident worksite presence within this burgeoning area of the U.S. Strombeck, a graduate of the University of California-Davis has spent the last eight years with American Fidelity and ING North America, having racked up an impressive list of achievements. In fact, her successes in building strong broker/client relationships, as well as identifying new business opportunities reads like a “Who’s Who” of top performers. Beginning in 1998, Strombeck joined American Fidelity Assurance Company, providing companies with voluntary and employer paid benefits through distribution relationships, as well as section 125
administration programs and health reimbursement plans. In 2004, she joined forces with ING North America Insurance Company’s Employee Benefits Division in Minneapolis where her primary focus was on larger employee cases, including a list of Fortune 500 companies. From 2001-2004 Strombeck was the #1 annualized premium producer for American Fidelity, successfully managing a $2.3 million block of business for a Wells Fargo Company. At ING, she not only hit the ground running, but also managed to generate $1.2 million in new premium within her first nine months of being employed with the carrier. The addition of Strombeck provides the Western Territory with a wealth of experience in the southern piece of Texas represented and she will undoubtedly pay dividends for the producers and employer groups within her reach.

Shawn Smith: Regional Vice President, Western Territory/California. Responsible for the state of California within the Western Territory, Shawn Smith brings 12 years of industry experience to assist the efforts of Transamerica Worksite Marketing in a continuing effort to successfully market a strong and balanced portfolio of voluntary benefits along the Pacific Coast. Immersed into the worksite marketplace in 1994, Smith worked as Sales Director for EOI Service Company in Orange County, where he successfully orchestrated more than 100 new client core and voluntary benefit enrollments. After nearly seven years of effectively interfacing with brokers and employer groups to insure productivity and quality, Smith joined UnumProvident as Senior Voluntary Benefit Consultant, working closely with the home office and brokers within the San Diego and Los Angeles sales offices of UnumProvident and coordinating efforts with a
number of western enrollment firms. Smith returned to EOI in 2002 as Senior Benefit Consultant where he generated voluntary benefit sales in excess of $1.6 million in 2004 and $1.9 million in 2005 within the territories of Southern California, Arizona, New Mexico and Nevada. Transamerica Worksite Marketing is fortunate to have Smith and his extensive track record of sales experience within this opportune territory of the U.S. Smith’s proven sales leadership will certainly be a great help as efforts are made to leverage the Transamerica brand and continue to grow distribution within this burgeoning marketplace. Shawn Smith is currently located in Trabuco Canyon, California.

Contact info:

Chris Story
(888) 896-2786
e-mail protected from spam bots

Belinda Strombeck
(916) 275-0835
e-mail protected from spam bots

Shawn Smith
(949) 888-7430
(949) 278-6097 Cell
e-mail protected from spam bots



This press release was distributed through eMediawire by Human Resources Marketer (HR Marketer: www.HRmarketer.com) on behalf of the company listed above.

HireDesk Appoints Human Resources Consulting Practice Leader

Vancouver, BC, May 2, 2006 – HireDesk™ a division of Talent Technology Corporation (TTC) and an award-winning provider of recruitment and hiring software solutions, today announced the appointment of Rand Gottschalk as Director of Human Resources Consulting Services. Gottschalk will take leadership of the company’s consulting services practice, with oversight of assignments ranging from competency analysis and modeling, to quality-of-hire implementation projects, return-on-investment research, recruiting best practices benchmarking, and related assignments in the talent acquisition and retention arena.

According to Dr. David Jones, head of HireDesk’s corporate product area, “We know that delivering recruitment and hiring software solutions requires not only the best technology, but the most creative advisory services. Rand shares our philosophy that software-as-a-service hinges on exceptional service.” Jones continued, “Rand’s experience providing consulting services is consistent with our philosophy that technology only works when creative people are part of the solution.”

Gottschalk’s more than twenty-five years industry experience includes delivering HR consulting assignments in the United States and internationally with clients such as Saturn Corporation, Philip Morris, Ford Motor Company, Capital One, Pepsico, and other international leaders. He has held both frontline project and senior staff management positions with HR consulting companies such as HRStrategies, Aon Consulting Worldwide, and Personnel Decisions International (PDI).

According to Gottschalk, “The world of technology has affected recruitment and hiring processes fundamentally. I see HireDesk as an emerging leader in that domain.” He continued, “What excites me most is the opportunity to make that technology work at its best – by making sure that the best practices, the best research, and the best change management solutions are integrated with the technology. That will be my mission at HireDesk.”

In addition to leading the HireDesk HR consulting services group, Gottschalk also will work closely with Dr. Leaetta Hough Director of TTC’s Knowledge Center, to frame client services assignments in ways that take most advantage of the Center’s leading-edge research, development, and best practices initiatives. He also will be responsible for working with HireDesk partners, ensuring that candidate assessment, legal compliance, and other HireDesk partner solutions are integrated seamlessly in client implementations.

For more information on HireDesk recruitment and hiring solutions, visit www.hiredesk.com

About Talent Technology Corporation
Talent Technology Corporation owns and operates businesses that develop, market, and provide services associated with recruiting, hiring, and related workforce management technology solutions. Through its divisions, HireDesk™ and Resume Mirror, Talent Technology Corporation provides a range of award-winning recruiting and hiring technology that automates and improves the quality of the employment process in a variety of industries, providing a clear return on investment for its clients. Learn more about us at www.talenttechnologycorp.com or call 604-244-1115 for additional details.

About HireDesk
HireDesk provides on demand recruitment and hiring software solutions for corporations and recruitment firms. HireDesk is the first company to seamlessly integrate competency-based assessment and hiring tools, a full-feature applicant tracking system, and post-hire performance metrics into a highly configurable, single-platform solution for mid-market corporations. HireDesk also offers solutions targeted to each recruiting discipline -- Executive Search, Permanent Placement, Temporary Staffing, Contract Staffing, Recruitment Process Outsourcing (RPO) -- as well as hybrid solutions to support multi-discipline and multi-divisional recruitment environments. HireDesk was founded in 1999 and is a division of Talent Technology Corporation. Visit the Web at www.hiredesk.com or call 1-866-747-3375 to learn more about HireDesk and its offerings.

Investor Contact:
Jade Bourelle
Talent Technology Corporation
President & Chief Executive Officer
Telephone: 604-244-1115
e-mail protected from spam bots

Media Contact:
Imre Togyi
HireDesk
Director, Marketing
Telephone: 604-278-4414
e-mail protected from spam bots



This press release was distributed through eMediawire by Human Resources Marketer (HR Marketer: www.HRmarketer.com) on behalf of the company listed above.