Employee Retention? Not a Problem When Training Your Leaders

SEATTLE, August 30, 2007 – Attracting and retaining employees is a topic of endless articles, conference sessions, books and Webcasts, as well as the basis – the "raison d'être" – for numerous product launches. Yet retaining talented employees, while requiring effort and focus, may not be such a dilemma, according to Impact Achievement Group.

Superior management practices and effective leadership are key missing ingredients in many organizations, evident in the many organizations that Rick Tate and Julie White, PhD., senior managing partners for the leadership development firm, have consulted with through the years.

Companies giving low priority to developing leaders may eventually realize a domino effect through the organization in terms of retention. Recent research by Gallup™ has shown that competitive pay, benefits, and amenities are the market ante for any employee – superior, mediocre and poor performers. But according to Tate and White, how long people stay and how well they perform is determined in large part by their personal and professional relationships with their immediate supervisors.

"The exodus of talented individuals to other companies for positions with only a modest increase in pay or benefits is a compelling question," said Tate. "Why leave when there's not that much gain? Ultimately, it's because people don't leave companies – they leave managers." So when companies invest in developing competent leaders, they are aiming a direct salvo in the war for talented and committed employees.

Tate should know. He and White have been consulting and speaking for over two decades on the topic of leadership development, service quality, performance management, customer loyalty and communication aimed at solving problems.

Impact Achievement group offers some real world advice for companies: The quality of your managers defines your company. Do they conduct purposeful workplace discussions, effectively problem solve, create an environment which engages discretionary effort, and is their behavior aligned with the organizational values?, Do your managers ensure people have the opportunity to do their best, listen to the opinions of direct reports and do they hold people accountable to performance standards? And importantly, do they have a passion for leading others?


Leaders must understand what high performing direct reports demand from their work environment to engage their best efforts and loyalty:

* Clearly communicated job requirements, focused on contributions instead of job tasks
* Resources to do their best work
* Ability to meaningfully participate it what affects them on the job
* Genuine acknowledgement of their contributions
* Genuine concern for their career
* A performance review process that differentiates excellence

Impact Achievement Group, www.impactachievement.com, is a training and performance management consulting company that provides assessments, coaching, story-based interactive workshops, and simulations for managers at all levels of the organization. Impact Achievement Group helps companies dramatically improve leadership and management competency for bottom-line results. Company experts and co-authors of "People Leave Managers…Not Organizations", Rick Tate and Julie White, Ph.D. are internationally recognized authorities in leadership development, human performance, service quality and communications.

Contact:
Lee Klepinger
888/248-5553
leek(at)impactachievement.com


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The Infohrm Third Annual Human Capital Analytics Conference Features Keynote Presentations on Measuring Intangible Human Capital Assets

Dr. Lindsay Moore the CEO of KLM Inc. and Professor of Law at George Washington University Law School will join Norm Smallwood a co-founder and partner of RBL Inc. and faculty member of the University of Michigan and Corbette Doyle the Chief Diversity Officer at Aon Corporation in presentations highlighting the importance of effectively measuring the impact of intangible assets on business success.

For organizations competing through intangible rather than tangible assets, human capital measurement, analysis, and management play a critical role in business strategy. During the keynote speeches conference attendees have the opportunity to hear innovative insights from leading practitioners in such topics as knowledge management, employment branding, and diversity. Furthermore, attendees participating in the Masterclass thought leadership series will deepen their understanding of how best to deploy human capital assets for maximum stakeholder value.

The full list of dynamic keynote speakers and topics at the event includes:

• Corbette Doyle, Chief Diversity Officer, Aon Corporation – "The Business Case for Diversity"

• Jeanie Duck, SVP, Senior Partner, Managing Director, Boston Consulting Group – "The Human Forces that Fuel or Foil Corporate Transformation and Change"

• Jeff Higgins, EVP Workforce Planning, The Countrywide Financial Group – "Workforce Planning and Predictive Modeling, Unleashing the New Human Capital Management Tools"

• Lindsay Moore, CEO, KLM, Inc., Professor of Law, George Washington University Law School –"Thinking Strategically About Human Capital"

• Kristy Russell, Head of HR, North America, Nokia – "Connecting People, Connecting Talent – How Nokia Does It"

• Norm Smallwood, Co-founder and Partner, RBL Inc. Faculty Member, University of Michigan –
"How to Build Value through People and Organization"

In addition to the keynote sessions, some of the world's leading companies will deliver a series of case study presentations highlighting how successful workforce analytics programs have impacted business results at their organizations. Confirmed speakers for the event include Alticor, Bell Canada, Brown-Forman, EMC, Health Net, Intermountain Healthcare, Nokia Corporation, Pearson, and UnitedHealth Group.

The program promises to be the most exciting ever, offering participants a choice of four conference streams including: Perpetuating Change, Your Business: Your Data, Applied Analytics, and the Masterclasses as well as six interactive HR Metrics Labs focused on identifying the most important aspirational HR metrics.

"With the growing commoditization of many tangible assets, the extent to which organizations successfully analyze the contribution made by their human capital asset base can make the difference between industry leaders and laggards," says Brian Kelly, Vice President at Infohrm. "With a combination of academic and consulting thought leadership, company case studies, and interactive Labs and Masterclasses, this event will far exceed the immediate take-home value of any other HR conference. http://www.infohrm.com/conference {To Register}

In addition to the conference itself, two post-conference workshops, Workforce Analytics and Workforce Planning, provide hands-on, step-by-step tutorials on building data analysis skills and formulating future workforce plans, respectively. Participants will leave with a wealth of time-tested methodologies, frameworks, and practical examples for immediate deployment in their own organization.

About Infohrm Group
The Infohrm Group is the global leader in on-demand workforce reporting, workforce planning, and human capital analytics solutions. With over 25 years of experience, and a customer base consisting of Fortune 500 and public sector clients, Infohrm has paved the way for organizations to measure the impact of human capital initiatives and drive business results. The Infohrm solutions combine a leading edge on-demand technology platform with strategic consulting services to focus on the analysis of data that helps organizations make informed decisions around human capital practices. http://www.infohrm.com {Learn more}



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eJobFairs.net LLC Announces the Release of Version 3.0 of their Live, Fully Interactive and Online Job Fair Service

Roseville, CA - August 2007 - eJobFairs.net, a California LLC based in Roseville, CA with offices in Portage, Michigan, has launched the newest version of its unique, dynamic, internet job fair service. Version 3.0 allows for real time text chats, faster account creation times for job seekers and employers, as well as our exclusive freedom from the booth service. "We believe that we are driving the future of recruiting by offering our innovative live electronic career fair. No more wasting resources by having people out of the office, no more phone tag with potential employees, our service makes the process of hiring a breeze." – Jason Vrane, Chief Sales & Marketing Officer
WHO WE ARE:
eJobFairs.net allows job seekers from across the country the ability to attend live and interactive job fairs from home. Job seekers going to www.eJobFairs.net are able to interview for jobs while still in their pajamas. Employers can save time and money by attending a local, live, industry specific job fair from their offices. eJobFairs.net does all the advertising and promotion for you. We advertise on the national job boards, local media outlets, state/local employment agencies and at the colleges and universities.

HOW IT WORKS:
Job seekers register at www.eJobFairs.net create a user name and password and paste their cover letter and resume. On the day of the fair, the job seeker will log back on to www.eJobFairs.net to view the company profiles and job descriptions of the attending employers and initiate a live chat with any of them.
Employers go to www.eJobFairs.net to create an account then they paste their company profile and job descriptions on the site. Once this is done they log back on to www.ejobfairs.net during the date and time of the job fair in their city. Unlike a traditional job fair, employers no longer have to wait behind their booth for job seekers to come to them. Employers are able to view cover letters and resumes of job seekers and initiate real time conversations with any job seeker they wish.



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ThinkWise and AthenaOnline Help Deliver Advice to Small and Midsize Companies

Emeryville, CA – August 29, 2007

AthenaOnline has announced that it is working with ThinkWise, Inc. to integrate over 100 of its award-winning video-based SmartBytes™ into ThinkWise's workforce performance management solution. The ThinkWise solution is a software subscription that provides organizations with an end-to-end solution for managing their talent. Organizations can tailor the solution based on their strategy and the competencies critical to their business. The solution includes tools to hire, align, measure, and develop employees. Athena's SmartByte video coaching sessions will be a key new tool available to ThinkWise subscribers for developing critical leadership and management competencies.

"We liked Athena's approach to learning and felt that the short, concise delivery is something that our customers could definitely benefit from," says Roger Jansen PhD, PHD CEO of ThinkWise. "Athena has managed to create compelling and expert coaching sessions that are delivered with great style and a to-the-point matter – something our subscribers will appreciate with their limited time."

The ThinkWise solution has been designed from the ground up with small and mid-size companies in mind. The tools have been designed to be simple to deploy and use, eliminating the need for lengthy training or implementation. In addition to the hundreds of learning resources available with the solution, other modules include; Competency Models and Management, Goal Tracking, Performance Reviews, 360 Feedback surveys, Development Surveys, Hiring Surveys, Interview Guides, and Personal Development Plans.

"The ThinkWise solution is a very forward-thinking system that is well suited to help small and mid-size companies achieve greater performance by streamlining their hiring and development," says Jon Peters, CEO of AthenaOnline. "It really helps to automate an area that usually gets overlooked or becomes a burden on the limited resources that smaller companies have."

The partnership between AthenaOnline and ThinkWise will integrate 130 of the Athena SmartBytes into the ThinkBox Resource Library. The ThinkWise solution is currently being used by several beta customers and is slated for an official launch in the fourth quarter of 2007.


To visit the AthenaOnline site go to http://www.athenaonline.com

To learn more about ThinkWise go to: http://www.thinkwiseinc.com

- end -

About AthenaOnline.com
AthenaOnline.com (www.athenaonline.com) is a premier publisher of multimedia training, education and career development products. Athena was founded as a sister company to the Institute for Management Studies (IMS), with a mission to leverage technology to deliver business knowledge when and where individuals need it. Athena has consistently delivered award-winning programs over the Internet, internal networks and on CD-Rom. Athena is headquartered in Reno, NV. For more information contact Jon Peters at 800-500-4294

About ThinkWise, Inc.
ThinkWise, Inc. (www.thinkwiseinc.com) is a leading provider of on-demand workforce performance management solutions to small and mid-size organizations everywhere. ThinkWise's fully integrated solution enables organizations to smarter decisions regarding their people; who to hire, how to gain alignment, provide feedback, and develop their talent. The solution is available 24x7 via the web and eliminates the need for customers to install and manage any software. The integrated system has been designed from the ground-up with the small and mid-size organization in mind, providing an end-to-end performance management solution that is simple to buy, simple to deploy, and simple to use. ThinkWise has included tools that include; Competency Models and Management, Goal Tracking, Performance Reviews, 360 Feedback surveys, Development Surveys, Hiring Surveys and Interview Guides, Development Plans, and several hundred
interactive learning modules. ThinkWise is headquartered in Grand Rapids, MI. For more information contact Dan Smith at 616-717-5380.

# # #

SmartByte is a registered trademark of AthenaOnline.com.

"Safe Harbor" Statement Under the Private Securities Litigation Reform Act. The statements in this press release that relate to future plans, events or performance are forward-looking statements that involve risks and uncertainties, including risks associated with uncertainties related to contract cancellations, competitive factors, uncertainties pertaining to customer orders, demand for products and services, development of markets for the Company's products and services and other risks identified in the Company's filings. Actual results, events and performance may differ materially. Readers are cautioned not to place undue reliance on these forward-looking statements, which speak only as of the date hereof. The Company undertakes no obligation to release publicly the result of any revisions to these forward-looking statements that may be made to reflect events or circumstances after the date hereof or to reflect
the occurrence of unanticipated events.



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Organizations with Low Employee Retention Need to Unpack Underlying Issues, Says Corporate Counseling Associates

New York, N.Y. / August 30, 2007 – Organizations that cite workforce retention struggles typically have a host of interconnected problems beneath the surface, says human capital consulting firm Corporate Counseling Associates (CCA). As a result, CCA is helping companies "unpack" their issues to discover underlying problems.

Creative approaches are needed before top-performing employees are lost in the dwindling talent pool, says the firm, which has developed new principles and roadmaps to help companies achieve talent management success.

"Businesses are turning to us for help with retention issues, but we're increasingly finding those issues are symptoms of a much larger problem," explains Steve Salee, vice president of consultative services for CCA. "The core problem usually stems from a lack of talent management and onboarding programs, which triggers a 'ripple effect' across recruiting, hiring and retaining, as well as professional development and succession planning."

With the workforce talent pool shrinking and employees seeking greater flexibility, organizations need to redouble their talent management efforts or risk losing top performers to competitors with progressive approaches. Illustrating the need for flexible thinking is a July 2007 survey from the Pew Research Center, which found that 60 percent of working mothers prefer part-time work rather than full-time – compared to 48 percent a decade earlier.

Corporate consolidations are also straining employee cultures. Companies once merged businesses, but now mega-organizations merge internal business units without always considering the need to integrate cultures.

"Companies can no longer afford to be fuzzy, inefficient and disconnected when it comes to managing their employees," adds Salee. "The changes in the marketplace demand that a corporate culture be connected and precise."

Different challenges require different approaches. CCA's multilayered approach "unpacks" a company's overall retention struggle into various component pieces, addressing each aspect with steps that work within an existing corporation's culture – rather than stamp a pre-existing philosophy into place.

CCA experts stress that businesses need to "connect the dots" when modifying their traditional strategies. A talent management initiative should satisfy four guiding principles:

• Persistence – A leadership team must be named and held responsible for overseeing and communicating ongoing success.
• Flexibility – Onboarding, coaching, team-building and other elements must be flexible in design and execution to fit with different cultures, operations and priorities within the organization.
• Accountability – Leaders and managers at all levels must be held accountable – financially and non-financially – for the initiative's success. Without accountability, this work is likely to be postponed or unfinished due to competing priorities.
• Measurability – Success metrics must be established up front, implemented and reviewed to ensure effectiveness.

"The key is not to be overly cerebral, but rather to understand people and the workplace on a personal level," Salee adds. "Once in place, this approach can be scaled to any level, focusing on individuals, departments and the organization."

About Corporate Counseling Associates
Corporate Counseling Associates (CCA) started in 1984 with a passion for helping people, and remains committed to helping companies get the most from their workforce. CCA helps companies identify and address workplace issues before they become costly problems. CCA understands business on a strategic level, and its programs help organizations support and improve employee performance with key service offerings such as EAP, work/life, talent management, executive coaching, content-rich training and consultative wellness.

With more than 20 years of experience and a global network of hand-picked consultants and in-house professionals, CCA employs flexibility, agility and creative thinking to deliver high-impact performance results. For more information, call (212) 686-6827 or visit www.corporatecounseling.com.

Media Contact:
Georgia Critsimilios, Corporate Counseling Associates
(212) 686-6827
ghc(at)corporatecounseling.com

###


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American Community Named One of Metropolitan Detroits 101 Best and Brightest Companies to Work For

Livonia, Mich., August 29, 2007 – For the fourth consecutive year, American Community Mutual Insurance Company, a leading provider of Individual and Group health insurance, has been named one of "Metropolitan Detroit's 101 Best and Brightest Companies to Work For" by the Michigan Business & Professional Association (MBPA).

The "101 Best and Brightest Companies to Work For" awards program was established to honor companies that recognize employees as their greatest asset. Winners of the annual award are companies that create organizational value and business results through their policies and best practices in human resource management.

"American Community is honored to be named one of the 'Best and Brightest' companies in southeast Michigan," said Michael E. Tobin, President and CEO. "We strive to ensure that our human resource practices meet and exceed the expectations of our employees, which creates a positive work environment where individuals can excel in their respected fields."

To be eligible, the MBPA contacts the nominated company's human resource department to complete an extensive survey. American Community's employees are randomly selected and complete an anonymous confidential survey about their work environment. The collected data is submitted to a volunteer panel of judges and is scored on a point system. Companies receiving the highest points are selected as one of "Metropolitan Detroit's 101 Best & Brightest Companies to Work For."

"As testament to our human resource practices for employees, along with commitment and service to our customers, 45-50% of our annual external hires result from employee and business partner referrals, as well as previous employees seeking to re-join us," added Tobin. "Our average length of service for active employees is just under nine years, which is a clear indication that longevity has been an important aspect to American Community's success for nearly seven decades."

The MBPA will be honoring all award recipients during an October 4 ceremony.

About American Community
With beginnings dating back to 1938, American Community Mutual Insurance Company is one of the oldest health insurance companies in the nation. Based in Livonia, Michigan, American Community is currently licensed in 40 states. The company markets individual and group health insurance products in eight states through an agency force of more than 6,000. For more information, visit www.american-community.com.

# # #



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Verifications, Inc. Included in Inc. 5,000 List of Fastest-Growing Businesses

MINNEAPOLIS, August 29, 2007 – Verifications, Inc., a leading provider of global employment screening and applicant management services, appears on the recently released Inc. 5,000 list of the fastest-growing private companies in the country. The Inc. 5,000, an extension of Inc. magazine's annual Inc. 500 list, features fast-growing businesses like Verifications, Inc., that represent the backbone of the U.S. economy.

Verifications ranked third among Minnesota business services companies with three-year growth approaching 250%. Verifications finished in the top third overall in the Inc. 5000, a direct result of the company's continued growth.

"Businesses select Verifications because of our reputation for providing accurate, compliant and technologically advanced hiring process solutions, " explains Curt Marks, Verifications' Chief Executive Officer and President. "We continue to grow because our solutions enable employers to better target and acquire top talent and move them through the hiring process more efficiently."

The 2007 Inc. 5000 list measures revenue growth from 2003 through 2006. To qualify, companies must be U.S.-based and privately held, independent – not subsidiaries or divisions of other companies – as of December 31, 2006, and have had at least $200,000 in revenue in 2003, and $2 million in 2006. More information about the 2007 Inc. 5000 can be found at www.inc.com/inc5000.

"The Inc. 5,000 provides the most comprehensive look ever at the most important part of the economy – the entrepreneurial part," said Inc. 5,000 Project Manager Jim Melloan.

In addition to inclusion in the 2007 Inc. 5,000 list, Verifications has appeared on the Business Journal's Growth 50 list recognizing the top 50 fastest-growing private companies headquartered in the Minneapolis-St. Paul metro area four times.

About Verifications, Inc.
Verifications, Inc. is a leading provider of global employment screening and applicant processing services. Since 1987, over 5,000 companies have chosen Verifications because they consistently provide the highest quality services and the most accurate information, helping their clients to make timely and informed hiring decisions. The company is certified to the ISO 9001:2000 standard and utilizes state-of-the-art technology to provide services including background investigations, drug testing, and a full suite of applicant processing services. Visit them at www.verificationsinc.com.


About Inc.com
Inc.com, the Daily Resource for Entrepreneurs, delivers advice, tools, breaking news, and rich multi-media to help business owners and CEOs start, run, and grow their businesses more successfully. Information and advice covering virtually every business and management task, including marketing, sales, finding capital, managing people can be found at http://www.inc.com.



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Employers Can Now Showcase Company Videos on CareerTours.com

Phoenix, AZ – August 28, 2007 – CareerTours, the fast-growing internet recruiting resource, is offering employers a forum to share their videos with career seekers. By adding video to a traditional job description, employers create "Video CareerTours," which provide potential candidates with a three-dimensional experience of both the organization and position.

With video career tours, organizations can enhance existing recruiting efforts by communicating a company's culture. Videos provide an honest "day in the life" view of a career, which can grab the attention of candidates and complement a well-written job description. They also help career seekers make better-informed decisions, increasing the quality of applicants for employers. Employers can send their career videos to a large pool of candidates through the Word of Mouth invitation tool and maximize their video exposure through CareerTours' recent marketing partnerships. All careers will be cross posted to partner websites such as Google, MySpace and WorkBlast among others.

"CareerTours believes in the value of video and allows employers to include video with their career profiles and postings with no additional cost," said Aaron Bare, CEO. "Word of mouth and our partnerships not only boost exposure but also land exciting career messages in front of an audience of nearly 20 million career seekers monthly."

Learn more about the career videos posted on CareerTours at www.CareerTours.com

About CareerTours
CareerTours (www.careertours.com) is an internet based recruiting resource that allows career seekers to experience companies through profiles and Video or Audio CareerTours. The CareerTours solution was developed with the single purpose of eliminating friction in the hiring process and revolutionizing the way companies recruit top talent.

MEDIA CONTACT:
Jenn Brooks - 480.258.6622



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TalentDrive Brings Together the Art and Science of Online Resume Sourcing

CHICAGO - August 27, 2007 - With more than 35 million resumes dispersed over 40,000 online locations, recruiters and hiring managers are spending more than 65 percent of their time searching the Web for qualified resumes. TalentDrive, an innovative resume sourcing and screening company, is the first company to fill an important gap by bringing together the art and science of online recruiting to help increase a recruiter's productivity by 90 percent.

"There are a lot of resume sourcing companies out there, but TalentDrive is one of the first to bring together the technology of searching for quality resumes at every corner of the Internet and the art of experienced eyes-on review for a guaranteed resume match," said Sean Bisceglia, chief executive officer of TalentDrive. "We don't stop searching and reviewing until we provide a solid pipeline of candidates for our clients."

According to a recent WEDDLE'S research report, the Internet is among the most effective methods recruiters now have for acquiring top talent and, ultimately, for winning the war for the best talent. However, sourcing resumes from online locations and sifting through piles of unqualified resumes can be very time consuming and overwhelming. TalentDrive combines technology with industry analysts to provide companies with a strategic sourcing service that delivers quality talent more efficiently.

Where science meets art - combining technology with eyes-on review:

- TalentDrive's proprietary technology performs customized candidate searches, uncovering quality resumes from over 40,000 Web locations.
- Resumes are then pulled through a filter where they are scored through a set of highly defined algorithms.
- TalentDrive has 75, U.S.-based industry experts with more than 15 years of experience, who personally evaluate each resume, selecting the right individuals who match specific standards and qualifications. This provides TalentDrive clients a pipeline of the most qualified talent that translates to more quality hires.

"It's important to have the technology that can quickly and efficiently retrieve resumes from the Web. But it's just as important to have experienced industry analysts filter through the clutter. They bring to the table a hiring manager's point of view that can be invaluable for recruiters," said Bisceglia. "TalentDrive has mastered the science and the art of online resume sourcing, allowing recruiting organizations to focus on in-depth assessments, negotiating offers, and hiring the right candidates."

Bisceglia further explained the science behind TalentDrive's approach is well beyond spidering technology. TalentDrive's technology is an application that runs on TalentDrive's computers as opposed to product that runs on an application service provider's system. When a search is initiated against Web locations, TalentDrive's technology interacts with the Internet browser to run the search and retrieve answers. Resumes flow directly from the website's server to TalentDrive.

In accessing online locations, TalentDrive maintains thousands of valid subscriptions and abides by all login procedures. Searches scour entire sites for the best resume matches, unhindered by website firewall protection against spiders.

TalentDrive's industry analysts are seasoned hiring managers within various industries with the experience and intuition needed to effectively review and select a resume match. They go beyond the review process and contact prospective talent with a customized email and conduct phone interviews to further refine the prospect list.

About TalentDrive
TalentDrive provides growing and established companies with a new way to source and screen quality talent through innovative technology combined with eyes-on review by experienced industry experts. With millions of resumes dispersed over tens of thousands of web-based locations, TalentDrive provides a resume sourcing solution that enables companies to better leverage the Internet to find talent within Sales, Manufacturing and Distribution, Information Technology, Finance/Accounting, and R&D/Engineering. TalentDrive enables companies to spend less time sifting through unqualified resumes, helping to increase a hiring managers' productivity by 90%.

Additional information on TalentDrive services is available at www.talentdrive.com, or by calling 866.916.2249.

Contact:
Kelly Shumaker
720.938.5646
kshumaker(at)talentdrive(dot)com



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Capital H Group Named to Inc. 500 List of Fastest Growing Companies

Chicago, Illinois – August 28, 2007 – Capital H Group has been ranked 134th on Inc. magazine's 26th annual listing of the 500 fastest-growing private companies in the United States. Founded almost four years ago, the human capital consulting firm has rapidly expanded to seven offices and nearly 200 employees, growing nearly 1400 percent in just the last three years.

"We attribute our rapid growth to the quality of our people," said Dan Weinfurter, Chief Executive Officer, who previously led Parson Group to the No. 1 spot on Inc.'s 2000 list. "We've been able to attract exceptional talent and that talent has become our competitive advantage."

Capital H Group is building a national consulting firm to help companies create more value, through their workforce, for better business results. Its clients are mid-sized to large companies in all industries, including the not-for-profit sector. Clients include Bank of America, Merrill Lynch Global Commodities, LaSalle Bank Corporation (member of ABN AMRO Group) and International Truck and Engine.

"While strategy and market positioning matter, I believe the most valuable asset of any company is its people," Weinfurter added, "and our focus is to recruit and retain the right people in the right positions."

In 2006, Capital H Group received a $25 million funding commitment from FTVentures, a private equity firm focused on business services and software companies. "FTVentures has helped us aggressively expand our geographic reach to service clients coast-to-coast," said Greg Silich, Capital H Group's Chief Operating Officer. "Their capital commitment has accelerated our organic growth to date, with more acquisitions slated for the future."

Capital H Group ranks 14th among the 48 companies listed in the "human resources" category on the 2007 list. "We feel we are in good company," said Keith Swenson, Managing Partner. "The rapid rise of our industry reflects the growing realization by CEOs that they cannot achieve their business strategy without attracting, hiring, rewarding, training and retaining the best talent they can possibly find."

About Capital H Group Capital H Group is a rapidly growing human capital consulting group, with offices in Chicago, Boston, New York, Detroit, Milwaukee, Houston and Los Angeles and nearly 200 professionals recruited from major firms in the field. Capital H Group focuses on helping companies create value – through people – for better business results.


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InterviewStream.com Announces Umm Like All-Stars

PHILADELPHIA, PA – August 28, 2007 – InterviewStream.com, the exclusive online destination for interview technology, today announced the "Umm Like All-Stars" – a collection of some of America's worst public offenders when it comes to butchering the English language. The entire roster of "Umm Like All-Stars" can be found at www.UmmLike.com/topten, and includes athletes to presidential nominees. There, visitors are invited to vote for the worst Umm Like offender of 2007.

InterviewStream.com developed UmmLike.com to highlight the rampant – and often annoying – use of 'filler' language that has infiltrated our speech habits in recent years.

"'Umm', 'like', 'ya know' and 'uh' are just a few of many filler words used by otherwise intelligent English speaking Americans," said Randy Bitting, InterviewStream.com co-founder. "We've found some stunning examples of well-regarded people who can't get out of their own way when speaking."

The "Umm Like All-Stars" include:
-Barack Obama – the presidential aspirant stumbled his way through one "Larry King" appearance, mumbling "uh" 73 times in less than five minutes.

-Britney Spears – the pop diva and former mousketeer uh, totally, overuses fillers and once used a combination of Umm, Like and Ya Know 73 times in five minutes.

-Michelle Wie – the teenage golf sensation once used an astonishing 16 "ya knows" and "I means" during a one-minute interview.

-Andy Reid – the Philadelphia Eagle's head coach, who loves his filler language as much as his Philly steaks, once used "uh" 30 times during a 2.2 minute interview.

-Allen Iverson – the award-winning NBA all-star continually repeats the filler phrase 'I mean' nearly a dozen times during a two-minute interview. Unfortunately, we still don't get what he means.

Stunningly, celebutant gal-pals Paris Hilton and Nicole Richie did not make the All-Star list. Their recent post-jail and pre-baby interviews were impressively palatable.

"We know their reputations, but they're actually much better-spoken than people think," said InterviewStream.com co-founder, Miles Munz. "We were, like, amazed."

While celebrities, athletes, debutants and even presidential contenders are seemingly becoming less eloquent, the National Association of Colleges and Employers maintains that for the last eight years communication skills have topped the list of the "skills and qualities that employers rate as most important."

In order to circumvent America's poor language-etiquette epidemic, Ummlike.com
also offers exercises and tools for filler-word prevention during job interviews, client presentations and public speaking, including the Umm-o-Meter. The InterviewStream site allows site users to count the number of fillers they use in their speech—thus reducing interview-wrecking habits and saving the English language one part-of-speech at a time.

Media interviews are available with co-founders, student users, executive search firm user, corporate recruiters, speech pathologist, and more. For more info contact Kristi Hughes at e-mail protected from spam bots.

About InterviewStream
InterviewStream.com is the premier provider of video interviewing solutions. Their six product suite of proprietary online technology provides video interview solutions to universities, career candidates & recruiters around the globe including 9 of the top 10 global MBA Programs and the #1 entry level job board.

Founded in 2003 by Miles Munz and Randy Bitting, both named "Top 30 Under 30: American's Coolest Young Entrepreneurs" by Inc. magazine in August 2007, InterviewStream has quickly become the 'industry standard' practice and screening interview tool for thousands of job seekers, career counselors & employers – across 4 continents and in 44 of the U.S. states.

InterviewStream, LLC is a privately held company headquartered just ten miles outside Philadelphia in Conshohocken, PA.

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XMei International to Sponsor Executive Talent Conference in Hong Kong

Walnut Creek, CA, August 28, 2007 -- XMei International, a China – U.S. business development and consulting firm, announces their sponsorship of the upcoming conference "Executive Talent in Asia – A Global Perspective on the New Battleground", organized by Search-Consult on November 6-7, 2007 in Hong Kong.

Asia represents a major battleground in the global war for talent. China alone is expected to see more than a 20-fold increase in the demand for globally experienced leaders over the next decade, and similar talent shortages may be seen in many other parts of the region. Against this backdrop, globally-minded leaders interested in the latest executive talent trends will convene at this conference to discuss these critical issues. Speakers from across Asia, the United States and Europe-- including leaders from Western and Asian organizations, experts from the corporate recruiting/HR community and prominent search consultants-- will ensure that this event provides a unique opportunity for delegates to understand how this battle may be won.
"Identifying and recruiting top talent is the major concern of our clients," says Xiaoli Mei, president and founder of XMei International. "We are pleased to sponsor an event that promotes understanding and solutions for this challenge."
For more information about this conference, please visit www.search-consult.com.

About Search-Consult

Search-Consult provides news, information, events and training for executive search professionals and corporate recruiters. It is part of Dillistone Group Plc, a public organization listed on the London Stock Exchange that provides a range of products and services to recruiters of top level talent. Dillistone has offices in Australia, the U.S., Germany and the United Kingdom.

About XMei International

XMei International promotes business development between the U.S. and China. It organizes events, both in the U.S. and China, which enable companies to develop new business opportunities, increase knowledge of the other country's business practices, and make valuable international business connections. XMei International also offers other services, including business matches, consulting and market research for both U.S. and Chinese clients.

Media Contact:
Liz Menkes
XMei International
Lmenkes(at)xmei-int.com
925-708-6304










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QHR Software Releases QHRnet Recruiting with Web-based Applicant Tracking Features. New recruiting module is the latest addition to Quadrant HRs emplo

Kelowna, BC – August 27, 2007 - QHR Software Inc. has launched its newest recruiting feature, QHRnet Recruiting, which provides Applicant Tracking System (ATS) technology accessible via the Internet in an easy to use, secure format. Designed for corporate recruiters and managers, QHRnet Recruiting is a module offered as part of the company's integrated human resources, staff scheduling and payroll software called Quadrant HR.

QHRnet Recruiting is the latest addition to Quadrant HR's employee and manager self-service module called QHRnet and replaces an earlier web applicant tracking module. QHRnet Recruiting helps people simplify the recruiting process while becoming more proficient in their jobs.

Some new benefits for users of QHRnet Recruiting include:
- Web-based, self-service access gives managers and recruiters the freedom to create and add job postings to their corporate website, reducing requests to recruiting/HR departments.
- Automated resume ranking instantly identifies the most qualified applicants and eliminates the time consuming process of manually reviewing and sorting resumes -- leaving more time to focus on other priorities.
- Provides a central place to track applicant details, interview notes, reference checks and miscellaneous documents -- providing easy access to information while ensuring consistency and confidentiality.

To view a 25-minute QHRnet Recruiting webinar, please visit http://www.qhrsoftware.com/webinars.html.

About QHR Software Inc.

QHR Software Inc. is an innovative leader in the creation, delivery and support of powerful integrated HR solutions. Its software, Quadrant HR™, is a user-defined, configurable solution integrating best practices for Human Resources, Staff Scheduling and Payroll into a single system. Quadrant HR™ is designed to improve employee processes from 'hire to retire' for simple to complex workplaces. Proven in the healthcare sector, the clear advantages of Quadrant HR™ are being discovered by other industries such as government, forestry and public security, where complex labor rules require robust HRMS automation tools.

For more information, contact:

Cindy Danielson, Marketing Manager
Direct Tel: (250) 979-1716
Toll-Free Tel: 1-866-863-4431
Fax: (250) 717-5266

QHR Software Inc.
210 - 1632 Dickson Avenue
Kelowna, BC V1Y 7T2
www.QHRsoftware.com


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AthenaOnline Adds Four New Thought Leaders.

Emeryville, CA – August 27, 2007

AthenaOnline has announced that four new thought leaders have contributed videos and learning material to Athena's industry leading just-in-time knowledge platform MyQuickCoach. Subject areas for the new content cover learning, leadership, career management, and workforce trends. The materials are part of Athena's SmartByte™ library of leadership and management advice.

Beverly Kaye is the author of the best-selling career development book Up is Not the Only Way, and the co-author of three books on employee development and retention. A top consultant, lecturer and CEO of Career Systems International, Ms. Kaye has produced several short videos on employee development and retention for Athena's library.

Ann Herrmann-Nehdi is the CEO of Herrmann International and publisher of the Herrmann Brain Dominance Instrument. "Athena Online is a unique system that harvests knowledge from the best and the brightest and makes it accessible to anybody on demand," says Ann, "in a manner that is concise and easy to understand." She has worked with Athena to develop 13 new videos on learning and creativity.

Strategic business futurist Joyce Gioia-Herman has created 26 new SmartByte briefings for Athena. President of The Herman Group, Joyce has co-authored five books on what employers must do to attract, optimize, and retain their star employees. She is a Founding Member of the Association of Professional Futurists as well as being an active Professional Member of The World Future Society.

Robin Gerber is the author of Leadership the Eleanor Roosevelt Way: Timeless Strategies from the First Lady of Courage and Katharine Graham: The Leadership Journey of an American Icon. Ms. Gerber is a national commentator and speaker on leadership. "AthenaOnline offers the tools for learning that reflect today's need for speed and efficiency," says Gerber, "you get targeted knowledge from leading experts that is always accessible." Robin Gerber's videos for Athena's MyQuickCoach focus on leadership in organizations, specifically how it relates to women.

All of the videos from these respected thought leaders are available immediately to individuals and organizations that currently subscribe to MyQuickCoach. The addition of these new offerings brings the total number of videos available within Athena's MyQuickCoach leadership and management series to over 900.

To visit MyQuickCoach, please go to http://www.myquickcoach.com.

- end -

# # #

About AthenaOnline.com
AthenaOnline.com (www.athenaonline.com) is a premier publisher of multimedia training, education and career development products. Athena was founded as a sister company to the Institute for Management Studies (IMS), with a mission to leverage technology to deliver business knowledge when and where individuals need it. Athena has consistently delivered award-winning programs over the Internet, internal networks and on CD-Rom. Athena is headquartered in Reno, NV. For more information call Jon Peters at 800-500-4294.

SmartByte is a registered trademark of AthenaOnline.com.

"Safe Harbor" Statement Under the Private Securities Litigation Reform Act. The statements in this press release that relate to future plans, events or performance are forward-looking statements that involve risks and uncertainties, including risks associated with uncertainties related to contract cancellations, competitive factors, uncertainties pertaining to customer orders, demand for products and services, development of markets for the Company's products and services and other risks identified in the Company's filings. Actual results, events and performance may differ materially. Readers are cautioned not to place undue reliance on these forward-looking statements, which speak only as of the date hereof. The Company undertakes no obligation to release publicly the result of any revisions to these forward-looking statements that may be made to reflect events or circumstances after the date hereof or to reflect
the occurrence of unanticipated events.


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Mattson Technology Chooses Jobvite to Streamline Hiring and Build Candidate Pipeline. Adopts web 2.0 recruiting application to power growth.

San Francisco, CA – August 27, 2007 – Jobvite, the on-demand hiring engine for growing companies, has been chosen by Mattson Technology Inc. (NASDAQ: MTSN), a leading supplier of advanced process equipment used to manufacture semiconductors, to empower talent management strategy on a global basis.

"To innovate higher value-added products and expand into adjacent markets, we need to hire the best talent to match our business needs and culture," said Gene E. Tange, senior vice president of Organizational Capability. "We looked for a system to not only streamline our hiring process but to help us build relationships with our targeted candidate pool. Jobvite provides the best recruiting technology to drive a consistent process of proactively filling open positions."

With over 600 employees in the U.S., Europe and Asia, Mattson will use Jobvite's on-demand application as a hiring workspace that seamlessly engages all employees productively in talent acquisition. Jobvite supports external recruitment, applicant tracking, employee referral and internal mobility in an integrated, easy to use system.

"Mattson has a compelling vision of how to recruit and retain top talent," said Jesper Schultz, CEO of Jobvite. "We are happy to support Mattson's continued growth and world-class organizational development with an eRecruitment infrastructure that encourages talent management innovation."

About Mattson Technology, Inc.
Mattson Technology, Inc. is the leading supplier of dry strip equipment and the second largest supplier of rapid thermal processing equipment in the global semiconductor industry. The company's strip and RTP equipment utilize innovative technology to deliver advanced processing performance and productivity gains to semiconductor manufacturers worldwide for the fabrication of current- and next-generation devices. For more information, visit mattson.com

About Jobvite, Inc.
Jobvite provides recruitment technology that transforms the way companies and candidates connect. Our mission is helping companies make great hires. Jobvite's on-demand recruiting application gives everyone in a company the easiest way to collaborate on hiring and to tap social networks for referral hires. Jobvite customers include leading companies such as SupportSoft, Tellme Networks and LiveOps. For more information, visit jobvite.com.



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TalentQuest Selected for Inc 5000 Fastest Growing Private Companies

ATLANTA, August 24, 2007- TalentQuest, an Atlanta-based human resources consulting and software solutions firm, was selected for Inc. Magazine's 2007 Inc. 5000 list. The annual list celebrates the most dynamic private companies across the United States. Companies are honored who have excelled in percentage growth of revenue, and are ranked accordingly.

TalentQuest ranked #1358 of all private companies in the USA, reflecting its rapid revenue growth over the course of the past several years, as a result of new service offerings and sophisticated software enhancements. In business for 35 years, TalentQuest has experienced its most accelerated growth in recent years, 265% over the past three, due to tightly integrating consulting and software to provide tailored solutions.

"The TalentQuest team is honored to be recognized for our accomplishments and very proud of this distinction," stated Frank Merritt, CEO of TalentQuest. "We have aggressively pursued new and innovative solutions for our clients, and our revenues reflect these efforts. We appreciate the opportunity to be noted with the top entrepreneurs across the nation."

About TalentQuest

TalentQuest combines consulting partnerships with comprehensive and customizable software applications to address talent and performance management. Since 1972, our solutions have been grounded in scientific principles and provide competitive advantage to clients by attracting, developing and retaining top talent. TalentQuest is headquartered in Atlanta, GA and has offices in New York and Seattle. To learn more, please visit: www.TalentQuest.com.



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STERLING TESTING SYSTEMS, INC. INCLUDED IN FIRST-EVER LIST OF THE 5,000 FASTEST-GROWING BUSINESSES

Inc. ranked Sterling Testing Systems, Inc. fifth amongst Business Service providers in the state of New York in its first-ever Inc. 5,000 list of the fastest-growing private companies in the country. Sterling, a leading provider of employment screening services, is in the top third of the overall list. The Inc. 5,000, an extension of Inc. magazine's annual Inc. 500 list, highlights many businesses that are too big to grow at the pace required to make the Inc. 500, as well as a host of smaller firms. Taken as a whole, these companies represent the backbone of the U.S. economy.

"We are proud to be acknowledged by Inc. for our tremendous growth and dedication to industry development," said William Greenblatt, Chief Executive Officer. "We will continue to look for innovative new ways to serve our client base, ensuring that they are receiving the most accurate information to make the best hiring decisions."

Sterling was acknowledged for its high level of revenue growth from 2003 through 2006 – the time period of measurement. Among other initiatives during this time, Sterling expanded its suite of service offerings and created innovative new methodologies to provide turnaround times 50% faster than the rest of the industry. There is a focus within the company to generate the highest levels of data quality, delivery, and service availability for Sterling's 6,000 customers.

"The Inc. 5,000 provides the most comprehensive look ever at the most important part of the economy – the entrepreneurial part," said Inc. 5,000 Project Manager, Jim Melloan. "The expansion of the list has allowed us to tell the stories of larger companies, older companies, and a wealth of companies in industries…that are underreported in the business media."

Methodology
The 2007 Inc. 5000 list measures revenue growth from 2003 through 2006. To qualify, companies had to be U.S.-based and privately held, independent – not subsidiaries or divisions of other companies – as of December 31, 2006, and have had at least $200,000 in revenue in 2003, and $2 million in 2006. Complete information on this year's Inc. 5,000 can be found at www.inc.com/inc5000.

About Sterling Testing Systems, Inc.
Sterling Testing Systems, Inc. is a leading provider of pre-employment screening, HR outsourcing services, information and solutions. The company's proprietary technologies -- Sterling DirectSM and Court DirectSM -- seamlessly link HR professionals to a host of pre-employment screening and background information and data. Sterling maintains a 99 percent client retention rate and boasts 6,000 clients from Fortune 500 companies to small- and mid-sized companies in a range of industries including healthcare, retail, financial services, insurance, manufacturing, transportation, professional services, and telecommunications, among others. For more information, please visit www.sterlingtesting.com.

About Inc.com:
Inc.com, the Daily Resource for Entrepreneurs, delivers advice, tools, breaking news, and rich multi-media to help business owners and CEOs start, run, and grow their businesses more successfully. Information and advice covering virtually every business and management task, including marketing, sales, finding capital, managing people can be found at www.inc.com.



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Recruiters Network (IRN) and TalentHook Partner to Give Independent Recruiters An Increased Edge in the Recruitment Marketplace.

August 23rd Las Vegas, NV -- Independent Recruiters are often faced with the overwhelming tasks of growing their businesses while recruiting top talent, researching new tools and identifying ways to increase their productivity for quick results. The rewards are numerous but so are the challenges when faced with growing that business without the proper support. The Independent Recruiters Network (IRN) was designed with the startup http://www.irn123.com/[Independent Recruiter] in mind, offering a full suite of supporting services ranging from front office solutions to recruitment tools and marketing support.

As trends continue to demonstrate a rise in Human Resource and recruitment process outsourcing among medium to large North American corporations, Independent Recruiters in particular have a unique opportunity to thrive with the proper planning, strong leads and best in class solutions designed to optimize their productivity. Members of IRN have access to top shelf solutions like TalentHook when they join the network as a quick and easy solution to the time consuming task of resume search across the Internet.

"Our clients have the same focus so the value proposition is the same. Recruiters need tools to leverage technology to the betterment of their customers by increasing productivity and delivering results faster. By including TalentHook in my offering I am adding value to the solutions TNG Global offers," says Norm Gold, President of IRN.

"We understand the symbiotic relationship between people, companies, and the recruiters that represent them. That's why we created the Independent Recruiters Network; a truly common operating platform shared by people, companies and recruiters. It is a pleasure to partner with companies that are focused to the same goal."

On the client side, the advantage of one-stop shopping provides the opportunity to bundle products and services based on the size and need of the Independent Recruiter's business. From web services to leads generation, IRN quickly moves Recruiters beyond startup and into active recruiting.

"As a former hiring manager and one who has worked with recruiters of all stripes for nearly thirty years, I am very impressed with the range of capabilities and content that IRN has pulled together for the independent or small company recruiter," adds David Dodge, Vice President of IRN.

Dodge, with a long history of independent consulting experience and solutions integration in the Recruitment Marketplace with IBM and other professional service organizations, sees considerable promise for the Independent Recruiter that leverages IRN. "From access to a vast resume database and unparalleled Internet search functionality, to ready-to-fill job openings and software that helps you organize and manage the entire life cycle, IRN puts a set of tools into a recruiter's hands that can't fail to improve revenue flow for anybody willing to recruit for a living. IRN will go a long way toward making independent recruiters major players in working with the Fortune 1000 and fast growth, mid-market companies."

TalentHook, a critical tool that aids the recruiter in consolidating and maximizing on Internet resume search, keeps a steady pool of resumes at the ready to begin closing on the new business IRN helps to generate. TalentHook features include saved searches that can be scheduled to run daily across a broad range of Internet resume sources including pay and free resume sites, Association and Professional networks, College and Alumni sites, Community pages and the open Web.

Phil Gonzalez, CEO of Resource Edge, has seen firsthand what the robust resume search tool means to the bottom line of independent business owners and is happy to offer the solution across a broader network. "IRN has demonstrated a strong commitment to recruiters and their needs, professionally and strategically. Partnering with this organizaion gives TalentHook the opportunity to demonstrate its value to independent recruiters looking to add an economical and effective tool to their sourcing efforts. It also allows organizations and corporate clients an opportunity to benefit from established product that could greatly impact their large scale sourcing requirements.

As recruitment process outsourcing trends continue to climb, those RPO providers will demonstrate their value not only in the results they provide, but the tools they incorporate to get the job done."

IRN and TalentHook will both provide their respective client bases with information about each company and the services provided. TalentHook plans to feature information about IRN on their website with referrals to any clients interested in learning more about the network.

About TalentHook
TalentHook is a robust resume searching tool that scours the Internet for active and passive candidates. This tool aids the recruiter by providing sourcing automation capability which includes the rapid search of hundreds of resume sources, basic candidate contact management and comprehensive reporting.

TalentHook is licensed on a subscription basis because it is continually updated to preserve searching effectiveness and compatibility. We are aggressive in optimizing our tool with upgrades, improvements and new features to meet the demands of the industry and our customers. For more information on how to acquire TalentHook for your recruiting organization, visit www.talenthook.com, or call: 800-979-HOOK.

About IRN
At IRN, we understand the symbiotic relationship between People, Companies, and the Recruiters that represent them. That's why we created the Independent Recruiters Network a truly common operating platform shared by People, Companies and Recruiters. Whether you are: a person seeking a better career, a company looking for talent or an ATS solution or a recruiter looking to break free, we have something fresh for you known as the Independent Recruiters Network (IRN). For more information, contact: IRN toll free at 1-866-931-8542, e-mail: e-mail protected from spam bots or visit www.irn123.com




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NCOA Recognizes Chicagos Continued Leadership in Finding and Enrolling Seniors in Benefits Programs

CHICAGO, IL., August 23, 2007—The National Council on Aging (NCOA) recognized Chicago Mayor Richard M. Daley and the Chicago Department on Aging (CDOA) Commissioner today with an award for their leadership in screening and enrolling many of the city's neediest seniors in valuable public benefits programs.

"Mayor Daley's leadership and vision and Commissioner Gallagher and her staff's dedication and hard work have enabled the Chicago Department on Aging's BenefitsCheckUp® Program to lead the nation in screening and enrolling the city's seniors in benefits programs such as energy assistance or nutrition programs," said James Firman, president and CEO of NCOA.

"The Department's continued commitment has helped Chicago's seniors to identify more than $500 million in annual benefits," he added, thanking Mayor Daley for spurring the creation of a new Value of Benefits feature to BenefitsCheckUp. This feature allows NCOA to calculate the dollar value of benefits found through the BenefitsCheckUp screening process.

Chicago's mayor, Richard M. Daley, and CDOA Commissioner, Joyce Gallagher, accepted the award during the city's annual Senior Fest at McCormick Place.

"Chicago is proud to lead by example in order to help some of our city's and the nation's most vulnerable citizens," said Mayor Daley. "We remain committed to this cause and to helping NCOA improve the lives of older Americans."

"We feel fortunate to have a tool like BenefitsCheckUp to help us find benefits for those who need them," said Commissioner Gallagher. "We are of course grateful for this award, but the real winners are the seniors of Chicago."

The award acknowledges the dedication and creativity that CDOA staff employ to help the city's seniors, especially those with limited income and resources. In the past fiscal year, the program helped 13,500 Chicago seniors find what benefits they were eligible for. The Department has local screening centers where staff use a special version of BenefitsCheckUp, an online service of the NCOA, to help seniors determine which of 70 city, state and federal benefits programs they qualify for. The program also assists seniors and their caregivers with applying for the programs. Case workers reach out to homebound seniors as well, and efforts continue to reach non-English speaking populations.

About NCOA

The National Council on Aging's mission is to improve the lives of older Americans. NCOA programs help older people remain healthy and independent, find jobs, access benefits programs, and discover meaningful ways to continue contributing to society. A non-profit organization with a national network of more than 14,000 organizations and leaders, NCOA was founded in 1950 and is based in Washington, DC. For more information about NCOA, please visit http://www.NCOA.org.

Media Contact:
Robin Ross
202-479-6687

Or

Heath Davis Havlick
Fisher Vista for NCOA
831-685-9700

###



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nowHIREs Advice for ATS Selection: Consider the Candidate Experience

Detroit, Mich.—Aug. 23, 2007—When companies look for an ATS, they often overlook the very demographic the system is intended for: the applicants. This is the conclusion of a new white paper from nowHIRE, a premier provider of applicant tracking systems.

The white paper advises companies to consider the candidate experience when choosing an ATS, whether they hire exempt, non-exempt, contingent or a combination of employee categories. Because today's workforce is online-savvy, prospects won't tolerate career sites that are hard to navigate, waste their time or require excessive information.

Key points to consider when looking for an ATS include:

• Understand who your candidates are: What language(s) they speak, their education level, how likely they are to find you on the Internet, where they are located, and so on will all determine how you construct your career site.
• Make it easy to apply for positions: Make job listings easy to find and understand. Pick an ATS that lets you create a self-selection process that requires the minimum information from candidates.
• Strike a balance between the back end and front end of the technology: Serve applicants and hiring managers alike with a user-friendly interface up front and a robust set of recruiting tools behind the scenes.

The paper includes an account of a company who carefully considered the candidate experience while shopping for an enterprise ATS. AutoZone has over 4,000 stores in the U.S., Mexico and Puerto Rico and hires both exempt and non-exempt workers. Using nowHIRE's ATS, AutoZone customized its online hiring process for the specific needs of each group. The company has seen a dramatic increase in the number of hourly candidates, and has decreased time-to-fill by 20 percent for corporate openings.

"AutoZone provides a great example of how considering the candidate benefits everyone," says nowHIRE's president, Joseph N. Impastato, II. "When applicants are treated like customers, they feel valued, which leads to good branding and higher application rates."

To download a copy of the white paper, Best Practices in Choosing an Enterprise-Level Applicant Tracking/Hiring Management System: Keeping the Candidate Experience in Mind, go to http://www.nowhire.com/register_whitepaper.htm.

About nowHIRE

Since 1998, nowHIRE has been a premier provider of applicant tracking systems for companies of every size and in every vertical imaginable. Their industry-defining solutions feature fully integrated, web-based recruiting and applicant tracking software modules that allow companies to customize the software to their specific recruiting needs—whether it be for hourly, salaried, internal, contingent, recruitment-based or any combination thereof. nowHIRE's solutions give clients what they call "Zoom"—the competitive edge.

Media Contact:
Joseph N Impastato II
586-778-8491 (15)
Joseph.Impastato(at)nowHIRE.com



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CandidateStatements.com to Boost Applicant Hire Rates by Providing Vehicle for Recruiting and Benefits Communications

ROCKLIN, CAL. / August 23, 2007 – Candidates and HR recruiters will soon enjoy a direct communication platform thanks to the upcoming release of CandidateStatements.com, the first on-demand software that dynamically creates personalized candidate websites and highlights the value of an employer's combined compensation and benefits program.

Set to launch on September 18, CandidateStatements.com takes the best of on-boarding, total compensation statements and benefit portals, while providing a one-to-one communication platform. The unique service will communicate personalized total compensation value, educate candidates on the company's benefit programs, deliver "employer of choice" messaging and promote the company's history, mission and culture.

"Nothing in the marketplace today offers the combined education, financial package reporting and personalized content found in CandidateStatements.com," explained Ray O'Donnell, president of TotalRewards Software, Inc., which developed the program. "HR recruiters are always on the lookout for a tool that can accelerate time to hire and close more hires. Candidates can also get a clear picture of their total compensation package, wrapped in a company-branded, personalized website that educates them on why they should join the organization."

CandidateStatements.com can be licensed as a stand-alone application or as an optional module within TotalCompBuilder.com, the first, on-demand, total compensation statement software for employers. Nearly 250 companies are currently using TotalCompBuilder.com to prepare print and online total compensation statements for their employees and new hires.

About CandidateStatements.com
CandidateStatements.com is a service operated by TotalRewards Software, Inc., (formerly BCG Interactive, Inc.) a private company founded in 1991 by business and technology professionals. Its mission is to deliver high quality, cost-effective, total compensation statement software solutions to companies of all sizes in North America.

Media Contact:
Ray O'Donnell, Total Rewards Software, Inc.
(916) 632-1000, x202

###



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RCI Recruitment Solutions helps chart the course for the Recruiting Roadshow, another milestone in John Sumser's 14 year journey

Jupiter, Florida – August 23, 2007 – RCI Recruitment Solutions has teamed up with one of the recruiting industry's most prominent leaders John Sumser, to underwrite and coordinate a series of local events under the newly-created Recruiting Roadshow organization, starting with the Atlanta Recruiting Roadshow on September 25th, 2007.

John Sumser said, "For a very long time, we have behaved as if recruiting were a profession that is practiced identically from setting to setting. The trouble is that the labor market is different from town to town with differing levels of demand, differing levels of supply and deeply differing manners and procedures. While the recruiting industry is globalized, the real labor market is excruciatingly local." John continued to say, "The goal of each individual Recruiting Roadshow is to cause members of the local recruiting world who may not have easy access to the industry's network infrastructure to have access to each other."

The Recruiting Roadshow is being delivered along the lines of an "unconference" where the content of the sessions is driven and created by the participants. The Atlanta Recruiting Roadshow is a prototype for planned events throughout the U.S. and is entirely supported by industry and community activists. These are people who share Sumser's vision to keep the focus squarely on the recruiters coming together for a day of learning, networking and community, free from sales pitches and thinly-veiled hype.

The Atlanta Recruiting Roadshow is being held on the campus of Georgia Tech and runs from 8:30AM through 5:30PM. The day's events include keynote presentations from John Sumser who will be discussing intergenerational recruiting and a presentation by Steven Rothberg, Founder and President of CollegeRecruiter.com who will be sharing insights about using social networks like MySpace and Facebook for recruiting.

During the day there will be networking opportunities centered around a variety of activities which include learning tracks led by Atlanta-based recruiting celebrities like Shally Steckerl and Eric Jaquith, and roundtable sessions led by seasoned local recruiting leaders like Alan Lee (formerly with HomeBanc Mortgage, Wachovia, Bank of America, Coca-Cola and others), and Frank Speer (formerly with Tom James, Acuity Brands and now with the RCI Recruitment Solutions.)

Alan Lee and Frank Speer will be joined on that day by other key figures from the local recruiting industry and veterans like Don Ramer, who is highly regarded as a thought-leader and teacher in the recruiting space.

About the Recruiting Roadshow

The Recruiting Roadshow is a collaborative effort led by industry icon John Sumser and locally based recruiting professionals and activists. In its mission of "Bringing Physical Community to Social Networks" the Recruiting Roadshow is scheduled to visit Atlanta, Washington, DC, Miami, Dallas, San Francisco and other regional centers in the coming months.

Each event is designed to give recruiters and their teams an invaluable experience where learning and community are encouraged above all else. Each event including a networking lunch and learning materials are entirely supported by sponsors making the day's events free-of-charge to participating professionals.

For more information visit http://www.recruitingroadshow.com

About RCI Recruitment Solutions

RCI Recruitment Solutions is a provider of recruitment process outsourcing (RPO), consulting and related services. Through the RCI Center of Excellence the company provides training and development programs focused on talent management best practice and professional advancement.

For more information visit http://www.rcirs.com

About John Sumser

John Sumser, editor of Interbiznet.com and Recruiting.com, writes about the recruiting industry every day. He started this practice in 1994 and rarely missed a day since. Known for clarity and hard truth-telling, Sumser insists that his readers think.

Sumser consults in five major areas: intergenerational recruiting, workforce demographics, enterprise startup, the recruiting industry and employment branding. He helps to shape the evolution of a fast-growing industry in articles and behind the scenes. Sumser is on the Board of Directors of Salary.com (SLRY) and sits on a number of advisory boards around the industry.

For more information visit http://www.johnsumser.com

Press Contact

If you would like more information or to schedule an interview with any of the people mentioned in this release, please call Amitai Givertz at (561) 277-1212 or email him at info(at)rci-together.com.



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Harris, Rothenberg International, LLC, Releases Trends Report: When the Golden Rule No Longer Applies: The Multigenerational Workplace

New York, NY, August 23, 2007 – In order to help companies effectively and respectfully manage the different generations, with their differing needs and work habits, Harris, Rothenberg International (HRI), LLC, has released a trends report "When the Golden Rule No Longer Applies: The Multigenerational Workplace."

Workplace diversity is a good thing: it's good for new ideas, new talent, and public relations. Different generational work styles, each with its own characteristic energy and world view, are valuable to organizations when they can be harnessed as complementary rather than competing forces. This type of diversity can enrich every work environment, with the right leadership. Management may turn to its Human Resources (HR) Departments to help transform potential intergenerational conflicts into a productive and healthy form of workforce diversity. HRI's trends report gives examples of successful strategies companies have used to tackle the differences among the generations, and can help HR and management embrace intergenerational diversity.

"There is a lack of understanding in the workplace today," says Dr. Edward Trieber, Managing Director of HRI, "Individuals from different generations do not understand each other and, therefore, have difficulty working together. If they just took the time to understand and learn from one another, the workplace would be one cooperative unit. HRI's trends report helps teach companies how to promote understanding and institute policies that help the generations work together effectively."

To request a copy of "When the Golden Rule No Longer Applies: The Multigenerational Workplace," please visit www.harrisrothenberg.com and click on the link "Trends Report: The Multigenerational Workplace."

HRI will also sponsor a webinar for its clients on multigenerational issues in September.

About Harris, Rothenberg International, LLC

Harris, Rothenberg International is a performance management firm. The company helps employers solve their most challenging and complex people issues by removing the barriers that prevent organizations and employees from achieving their best. HRI achieves this by delivering executive services, employee and employer assistance programs, work/life services, behavioral risk management, and training. Founded in 1982 and headquartered in New York City, HRI is one of the oldest and most well respected firms of its kind. HRI currently serves over 2,500 clients and covers over 3,000,000 lives.

For more information on how HRI can help your organization please call 800-441-7509 or email e-mail protected from spam bots.



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Latest HRmarketer.com Research to Reveal Best Practices in Marketing and Selling to Human Resources

Capitola, CA – August 22, 2007 – How prevalent are the use of blogs, podcasts and other Web 2.0 tools by human resource suppliers? Are print advertising budgets being reduced in 2008? Will human resource vendors attend fewer tradeshows? These questions and more will be answered in HRmarketer.com's upcoming research report, Trends in HR Marketing: Where HR Suppliers Spent Marketing and PR Dollars in 2007 and What's Ahead in 2008.

The upcoming report will outline key trends such as: the patterns of adoption and use of various marketing and public relations tactics by human resource suppliers, the growth of "Marketing 2.0" tactics including social networking, what marketing activities have the greatest impact in lead generation, the importance of SEO and search-optimized press releases, the amount suppliers will invest in Pay-Per-Click advertising, and more.

"For suppliers attempting to reach HR buyers and inform them about products that can benefit their bottom line, new approaches are needed as the Internet dramatically alters how HR professionals purchase products and services," explains Kevin Grossman, chief operating officer of HRmarketer.com. "This report will help HR suppliers better allocate their marketing and PR dollars in 2008."

HR suppliers who would like to participate in the research or pre-register to receive the report, may visit: http://www.HRmarketer.com

About HRmarketer.com

HRmarketer.com is a service of Fisher Vista LLC, a marketing and public relations firm focusing exclusively on the human resource and senior care industries. Since 2001, over 500 human resource suppliers have used HRmarketer.com and the HRmarketer Services Group to generate publicity, website traffic, sales leads and improved SEO.

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ERC DATAPLUS PARTNERS WITH MASON & KICHAR RECRUITMENT ADVERTISING

Norwalk, CT. --- (August 21, 2007) --- ERC Dataplus, Inc., a leading provider of recruiting software solutions, announced today that it has expanded its partnership with Mason & Kichar Recruitment Advertising, Inc., a leading full-service recruitment advertising agency. The partnership was first established in January 2000 when ERC appointed Mason & Kichar an affiliated representative of its' Selectech® Workforce Management system. During this time, Mason & Kichar has been marketing Selectech to its' clients and prospects under the name MKResume.

Under the expanded arrangement, ERC will make available to its clients and prospects Mason & Kichar's knowledge and skills in establishing an effective employer branding strategy. Mason & Kichar services include research, analysis, strategy development, planning, implementation, and continuous monitoring.

"Being able to bring Mason & Kichar's expertise with employer branding is another example of where ERC is able to deliver superior recruiting and selection services to our current clients and prospects," said Paul L. Rathblott, President and CEO of ERC Dataplus. "Both of our respective organizations have benefited from our partnership over these past seven years and I am eagerly awaiting the results of expanding our relationship in the future," he added.

Sharon Mason, President of Mason & Kichar stated, "We had originally Selectech ERC to work with after evaluating a number of systems available on the market. However, ERC offered more than great product, it offered a commitment to the same level of service that Mason & Kichar's clients demand of it. This was a key factor for us." She went on to say, "We're delighted to be bringing some of our additional areas of expertise to ERC's existing hospitality clients and prospects."

About Mason & Kichar

Mason & Kichar is a full-service recruitment advertising firm with clients ranging in size from start-up to Fortune 100s offering a broad range of expert advice and services to help launch and manage highly effective traditional and web-based advertising campaigns.

For more information about Mason & Kichar, visit www.masonkichar.com.

About ERC Dataplus

ERC Dataplus delivers Web-based HR management solutions that help organizations improve their hiring processes and results. Since 1993, ERC has enabled leading financial service firms, call centers, retailers, hospitality organizations and Fortune 2000 companies to automate and enhance their employee recruitment, selection, development and retention.

ERC's comprehensive solutions help manage the entire hiring process from applicant pre-qualification, assessment and interview coordination through on-boarding. In addition to saving time and limiting administrative burdens associated with high-volume employee recruiting, ERC solutions improve the quality and quantity of qualified candidates, reduce turnover, fill openings more quickly and provide analytics that allow organizations to better manage and measure all hiring-related activities.

ERC also offers post-hire HR technology through its performance management and multirater assessment applications, talent inventory management, and employee surveys (new hire, exit and climate surveys).

ERC's applications are modular in design and easy to use allowing clients to select what they need, when they need it. To learn more about ERC and its portfolio of cost effective staffing solutions, visit www.ercdataplus.com or call 1-888-ERC-CORP (372-2677).



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HireAbility.coms Recruiter Training Center Hosts Sold-Out Training Event Accolades received from the recruitment community for top-notch, affordabl

Londonderry, NH – Recruitment professionals flocked in record numbers to HireAbility's® newly-launched Recruiter Training Center to participate in accredited training from industry leader Shally Steckerl, President of JobMachine, Inc. In HireAbility's sold-out training event – which was only the second event for its new Recruiter Training Center – participants learned how to find passive talent with Google ® and LinkedIn ®" and received a free "CheatSheet" for attending.

"HireAbility and Shally did an amazing job in delivering a power-packed presentation that was chocked full of candidate sourcing and recruiting tips that our staff will surely leverage when seeking top candidates," remarked Todd Bridges, co-founder of Targeted Search in Atlanta, Georgia, and an attendee of the recent event. "We're consistently seeking ways to ensure the recruiters on our staff are the best in the industry. It can be difficult to find cutting-edge and affordable content that really makes a difference in the services we provide to our clients. I'm really happy with what I heard on this recent training event and look forward to similar events in the future," he continued.

Recruitment professionals from over one hundred companies joined the interactive event and still more – who could not attend the live training – downloaded the audio-visual recording of the session together with the CheatSheet. HireAbility plans to have more accredited events in the coming months and all events are open to the public. The downloadable recorded events and a schedule of upcoming training sessions can be found here.

"We are big supporters of our customers who work and thrive in a virtual environment. In addition to facilitating business between staffing professionals, it is important that we also offer training and educational resources for our customers," said Craig Silverman, Executive Vice President of Sales and Marketing for HireAbility. "The quality of information provided by JobMachine was a perfect fit for our new Recruiter Training Center, and I'm not surprised at the volume of glowing reviews we received from attendees," he said.

HireAbility's Recruiter Training Center makes continuing education credits (CEUs) for staffing professionals easily accessible and affordable by connecting recruiters with leading recruiting experts through state-of-the-art web conferencing technology. All credits are approved by NAPS, and each hour of class a professional attends provides them with a CEU credit.

"The overwhelmingly positive response we have received since the event really demonstrates how successful HireAbility's Recruiter Training Center has been at connecting a receptive audience with valuable information, and I think it's a real indicator of what my partnership with the team at HireAbility will continue to deliver in the future," said Steckerl.

For more information on HireAbility's Recruiter Training Center, go to www.hireability.com.

About HireAbility.com, LLC

HireAbility.com, LLC is a privately held recruiting services and software company based in Londonderry, NH with additional offices in Redwood City, CA. Since 1999, HireAbility.com's software and services have raised the bar for industry excellence, and have improved talent acquisition with laser-focused precision. HireAbility processes the world's resumes by integrating its ALEX resume parsing software into solutions from leading providers of job sites, Applicant Tracking Systems, and HR Information Systems. HireAbility connects the world's recruiters in the fastest growing network of corporate, agency and independent recruiters centered on making placements.

About JobMachine, Inc.

With ten years of experience in all aspects of Recruiting, Shally is capable of assessing, teaching, mentoring and implementing successful global Recruitment methods. Because of his passion for the Internet as a recruitment tool and his continually innovative methods, Mr. Steckerl has developed a reputation as an authority in Internet search, and a pioneer in recruitment research worldwide. An accomplished author, consultant and trainer, Mr. Steckerl is a frequent contributor to many industry forums and speaker at leading conferences. Shally can be contacted at 1-877-293-3541





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Book Provides Solutions to Telework Questions

Press Contact:
Erin Ryan
Media Relations
WorldatWork
Phone: 480/348-7224
E-mail: e-mail protected from spam bots
www.worldatwork.org


Book Provides Solutions to Telework Questions

Aug. 21, 2007 – A recent WorldatWork study showed a 63% increase from 2004 to 2006 in the number of employers who allowed employees to work remotely at least once per month. However, the success of telework depends heavily on applying it to the right employees and supervisors as well as setting up the proper infrastructure. Many organizations simply implement a telework program without a well-examined strategy, which results in failing programs, resentful managers and frustrated employees.

Teleworking is critical to attracting and retaining top talent. Although several books have been published on the subject in recent years, Telework: A Critical Component of Your Total Rewards Strategy, published by WorldatWork Press, contains the latest information for telework programs. This informational book helps organizations successfully implement or expand telework options to support additional important operational goals of the organization.

Using practical steps and sample templates, the book also explains the human resource, management, legal and technology components of operating a telework plan, and includes a brief discussion of how telework fits into a business continuity plan.

For the manager of an existing unsuccessful telework program, this book is an important standard to measure against and determine where improvements can be made.

Telework: A Critical Component to Your Total Rewards Strategy. Robert King, Editor. WorldatWork Press. 2007. Softcover. ISBN: 978-1-57963-171-0
$27.95 USD Member ($34.95 nonmember) | e-book: $20.95 USD Member ($27.95 nonmember)
Media may request a complimentary copy of the book by sending an email to e-mail protected from spam bots.


About WorldatWork®
The Total Rewards Association
WorldatWork (www.worldatwork.org) is an international association of human resources professionals focused on attracting, motivating and retaining employees. Founded in 1955, WorldatWork provides practitioners with knowledge leadership to effectively implement total rewards – compensation, benefits, work-life, performance and recognition, development and career opportunities – by connecting employee engagement to business performance. WorldatWork supports its 30,000 members and customers in 75 countries with thought leadership, education, publications, research and certification.



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Axiom Consulting Partners announces that Juan Pablo Gonzalez has joined the Firm as Principal.

Chicago, IL, August 22, 2007 – Axiom Consulting Partners LLC announced today that Juan Pablo Gonzalez has joined the firm as Principal located in Washington, DC. Juan brings deep expertise in human capital issues having spent much of his career consulting with leading corporations on helping to maximize their Return on Talent Investment.

Prior to joining Axiom, Juan led consulting services for Mercer Human Resources Consulting and for RSM McGladrey. His senior corporate roles have included leading the compensation, benefits and human resources information systems functions for Constellation Energy as well as for Baan Company.

"I look forward to growing Axiom's formidable business in helping companies gain the most from their significant investments in human capital, and enhancing Axiom's ability to provide insight to clients." said Mr. Gonzalez.

"Juan joins us at an exciting time in our Firm's development." said Steve Strelsin, Axiom's President and Chief Executive Officer. "Increasingly, companies' stakeholders are demanding that they improve their Return on Talent Investment. With his depth of expertise in this field, Juan is an outstanding addition to our team."

About Axiom Consulting Partners
Axiom Consulting Partners is a management consulting firm that specializes in hardwiring people to business strategy to deliver improved performance and results. Axiom asks the right questions to uncover and remove disconnects that commonly exist among the boardroom, middle management and front line employees. Axiom's Partners generate insights and develop recommendations for their clients that have a quantifiable business impact.

Media Contact:
John Whelan
Director, Market Development
161 N. Clark Street, Suite 4700
Chicago, IL 60601
(312) 523-2090
e-mail protected from spam bots
www.axiomcp.com


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CYTIVA SOFTWARE INC. ANNOUNCES RECORD SECOND QUARTER RESULTS

CYTIVA SOFTWARE INC. ANNOUNCES RECORD SECOND QUARTER RESULTS

Cytiva's SonicRecruit Recruiting Software Continues to Fuel Impressive Growth For
Leading Talent Management Software Provider

EMERYVILLE, CA– August 21, 2007 – Cytiva Software Inc. (CRX – TSX.V), a leading provider of on-demand talent management software solutions, announced strong Q1 revenue and cash flow growth for the quarter ending June 30, 2007, according to audited financial statements.

Second quarter highlights include:
• 74% year over year increase in revenue
• 12th consecutive period of quarter-over-quarter growth
• 69% year over year increase in deferred revenue
• 273% increase in cash flow from operations over previous quarter

"Cytiva continues to show growth in what we consider to be our key indicators: revenue, cash flow from operations and deferred revenue," said Jason Moreau, CEO of Cytiva Software. "SonicRecruit's recurring revenue model continues to fuel Cytiva's impressive results."

Cytiva's SonicRecruit racked up a number of head-to-head competitive wins for the quarter, being selected over other vendors by clients like Campbell Ewald, Saddle Creek Corporation, Vancouver Aquarium, VT Griffin and more.

"From the strength of our financials to the flexibility, features and pricing of our products, we continue to beat the competition when it comes to mid-sized and larger deals," said Moreau. "SonicRecruit continues to dominate competitive situations where companies need world-class recruiting solutions without the world-class price."

About Cytiva Software Inc.
Cytiva Software Inc. (CRX:TSX.V) provides innovative software and services to help mid-sized and Fortune 500 companies hire, manage and maximize their talent. Its flagship talent acquisition product, SonicRecruit, allows corporations to screen applicants, automate their recruiting departments, customize their corporate career sites and hire great people. This premier applicant tracking system improves recruiting effectiveness, speeding up the hiring process and reducing cost per hire. Over 175 organizations use SonicRecruit, including Coca Cola Bottlers, Osram Sylvania, Restoration Hardware, NetFlix and more. For more information, visit http://www.sonicrecruit.com

CONTACT:
Ian Alexander
e-mail protected from spam bots
510-984-1986

The TSX has not reviewed and does not accept responsibility for the accuracy or adequacy of this news release, which has been prepared by management.
Forward-looking Statements: This news release contains forward-looking statements related to the future financial condition and results of operations of Cytiva. These statements are based on current expectations and estimates about the human resources markets in which Cytiva operates and management's beliefs and assumptions regarding these markets. These statements are subject to important risks and uncertainties which are difficult to predict and assumptions which may prove to be inaccurate. Some of the factors which could cause results or events to differ materially from current expectations include but are not limited to: general economic conditions, market or business conditions; changing competitive environment; changing regulatory conditions or requirements; changing technology; and success in implementing productivity initiatives. Some of these factors are largely beyond the control of Cytiva. Should any
factor impact Cytiva in an unexpected manner, or should assumptions underlying the forward-looking statements prove incorrect, the actual results or events may differ materially from the results or events predicted. All of the forward-looking statements made in this document are qualified by these cautionary statements, and there can be no assurance that the results or developments anticipated by Cytiva will be realized or, even if substantially realized, that they will have the expected consequences for Cytiva. Readers should not place undue reliance on any forward-looking statements. Further, Cytiva disclaims any intention or obligation to update or revise any forward-looking statements, whether as a result of new information, future events, or any other occurrence.





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New Views on Hiring for Customer Satisfaction

Dallas, TX – August 21, 2007 -- To deliver on escalating customer satisfaction expectations, successful companies are those that are employee-centric according to talent consultants at Batrus Hollweg International.

Being an employee-centric company requires companies to focus with exacting precision on:

- Hiring individuals with innate desires and abilities to genuinely serve customers. Predicting customer service performance is possible by measuring a complex mix of characteristics of job candidates with employee assessments using advanced psychometrics. This requires looking beyond the surface. Batrus Hollweg has extensively researched the optimal mix of characteristics for customer service and team orientation as well avoiding individuals with a propensity for counter-productive behaviors.

- Encouraging engagement and creating an environment to go above and beyond.The ability to gauge and manage engagement is possible with organizational culture and employee satisfaction surveys. In these types of surveys, Batrus Hollweg identifies barriers and key drivers that impact employee perceptions, attitudes and behaviors that lead to customer satisfaction and business results.

- Managing relationships with employees. The relationship employees have with their managers is one of the key drivers of engagement and intent to stay. One way companies can take more responsibility for this critical relationship is through leadership effectiveness surveys. Batrus Hollweg has partnered with leading companies to gauge leadership effectiveness and enhance performance.

For more in-depth information and to download a checklist for each of these three employee-centric best practices, follow this link.

About Batrus Hollweg International:
Batrus Hollweg International (BHI) is a leading human capital consulting firm specializing in Talent Gauging™ -- assessing and developing people to drive organizational results. BHI Talent Gauging is powered by High Definition Selection Science™. With 37 years of experience, BHI provides companies with objective, quantifiable solutions for: selecting the best talent; minimizing hiring mistakes; growing internal talent; aligning talent competencies with business goals; gauging company climate to identify barriers and leverage points; and filling the succession planning pipeline with more precision. For more information, please visit: www.batrushollweg.com.
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Last Chance to Nominate!

San Francisco, CA, Monday, August 20, 2007 - Great Place to Work® Institute announced today there are just three days left to nominate for the 2008 Best Small & Medium Companies to Work for in America, published in HR Magazine.

WHY PARTICIPATE?
ALL companies who participate in the process receive:
- A survey of your employees by Great Place to Work® Institute.
- The opportunity to benchmark the quality of your company's workplace practices with those of the nation's best employers.
- The opportunity to partner with Great Place to Work® Institute to take a more in-depth look at your employee survey results.

Companies who earn a spot on this list:
- Receive substantial positive national and local publicity.
- Attract and recruit the most talented employees and customers who appreciate doing business with companies recognized for creating great workplaces for their employees.

HOW DO I NOMINATE?
- It's simple. Complete the online nomination form by Wednesday, August 22, 2007:
http://www.greatplacetowork.com/smenomination

INTERESTED TO LEARN MORE ABOUT THE SELECTION PROCESS?
- Click here to access a complimentary recorded webinar: Creating a Great Place to Work: Lessons from the 2007 "50 Best Small & Medium Companies to Work for in America":
http://www.greatplacetowork.com/workshops/webinars/2007-07/index.php

About Great Place to Work® Institute
Great Place to Work® Institute is a global research and consulting firm dedicated to "building a better society by helping companies transform their workplaces." Through its education, consulting and annual "Best Companies to Work For" list activities, Great Place to Work® Institute recognizes the world's best workplaces and provides information and advisory services to those who seek to create great workplaces of their own. In addition to its global headquarters in San Francisco, Great Place to Work® Institute has 30 affiliates in countries throughout North America, South America, Europe and Asia. For additional information, please visit www.greatplacetowork.com


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FIELDGLASS WINS INTERNATIONAL STEVIE® AWARD IN FOURTH ANNUAL INTERNATIONAL BUSINESS AWARDSSM

CHICAGO—August 21, 2007— Fieldglass, Inc., a leading provider of contingent workforce management and services procurement software, today announced it has received the Stevie Award for "Most Innovative Company in North America." Winners from across the world will convene in Munich for the award ceremony.

In winning the Stevie Award, Fieldglass outperformed other leading North American companies in various industries. More than 2,000 entries from leading companies all over the world were considered. Stevie Awards were presented to winners in several categories, including Best Multinational Company, Best Overall Company and Best Corporate Social Responsibility Program.

Fieldglass received its Stevie Award for the Most Innovative Company in North America based on excellent and consistent operational performance, state-of-the-art Software as a Service solution-delivery, and an aggressive and comprehensive approach to globalizing its solution offering, InSite. The InSite platform is available in eight languages and has been localized for dozens of regions around the world.

"Fieldglass is honored to be recognized by such a diverse and distinguished group of business professionals nationwide," said Jai Shekhawat, CEO of Fieldglass. "It is the pioneering spirit of the entire Fieldglass team that keeps us at the forefront of innovation in our industry."

Hailed as "the business world's own Oscars" (New York Post, April 27, 2005), The International Business AwardsSM is the only global, all-encompassing awards program honoring great performances in business.


About Fieldglass
Fieldglass, a leading global provider of contingent workforce management and services procurement 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. Fieldglass is on the web at www.fieldglass.com.


About The Stevie Awards
Hailed as "the business world's own Oscars," Stevie Awards are conferred in four programs: The American Business Awards, The International Business Awards, The Stevie Awards for Women in Business and the Selling Power Sales Excellence Awards. Honoring companies of all types and sizes and the people behind them, the Stevies recognize outstanding performances in the workplace worldwide. Learn more about The Stevie Awards at www.stevieawards.com.




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Alliance for Work-Life Progress in Search of Work-Life Rising Stars. Nominations Accepted Online Aug. 20 Nov. 2, 2007

Contact:
Marcia Rhodes
Media Relations
Direct: 480/348-7285
E-mail: e-mail protected from spam bots

August 21, 2007

Alliance for Work-Life Progress in Search of Work-Life Rising Stars
Nominations Accepted Online Aug. 20 – Nov. 2, 2007

SCOTTSDALE, ARIZ. – Alliance for Work-Life Progress (AWLP), an affiliate of WorldatWork, is searching for stellar, up-and-coming professionals who demonstrate emerging leadership and growing contributions to the work-life field for its Work-Life Rising Star recognition program. Nominations will be accepted online Aug. 20-Nov. 2, 2007, at www.awlp.org/award.

Nominations are being sought for innovative, high-potential career starters or individual mid-career contributors who exhibit a combination of professional and personal attributes that demonstrate emerging leadership and growing contributions to the work-life community. The Work-Life Rising Star encourages professionals to remain engaged in the work-life profession and ultimately advance work-life effectiveness.

In the 2007 inaugural year, AWLP named five Work-Life Rising Stars representing the academic environment, practitioners and consultants: Barbara Ashby, Manager, Work-Life, Child Care & Family Services, University of California-Davis; Teresa Hopke, Director, Work-Life Strategies, RSM McGladrey; John-Anthony Meza, Associate Director, National Community Involvement, KPMG LLP; Jennifer Swanberg, Ph.D., Executive Director, Institute for Workplace Innovation, University of Kentucky; and Cali Williams Yost, President/Founder, Work+Life Fit Inc.

2008 recipients will be presented the opportunity to be mentored by established work-life professionals and to enhance their careers in the work-life field through exclusive professional development. Recipients will also be involved in the following year's selection of Work-Life Rising Stars. Recognition will be acknowledged publicly in Philadelphia at the WorldatWork Total Rewards Conference & Exhibition set for May 20-23, 2008.

No self-nominations will be accepted. For further information or to complete the free nomination form, visit www.awlp.org/award.

# # #

About Alliance for Work-Life Progress®
Alliance for Work-Life Progress (www.awlp.org) is a global network of professionals committed to advancing work-life effectiveness. Founded in 1996, AWLP® facilitates work-life thought leadership, research and practical strategies to influence better integration of work, family and community. AWLP is part of WorldatWork (www.worldatwork.org), the total rewards association.



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Satisfaction without engagement? Worthless. Satisfaction with engagement? Priceless.

Westborough, MA and Dublin, Ireland – August 20, 2007 – A recent study suggests that gauging employee satisfaction is worthless unless companies have engaged workforces, says Globoforce, an on-demand provider of global, strategic recognition solutions.

In a study by the Corporate Leadership Council, increased engagement can lead to a 57 percent improvement in discretionary effort. Furthermore, increased discretionary effort improves performance by 20 percent and reduces attrition by 87 percent. Highly engaged organizations grow profits three times faster than their competitors.

Though employees might say they are "satisfied," it does not mean that they are necessarily performing to the best of their abilities. Employee engagement is key to building a sustainable, high-performance workforce. Engagement makes employees loyal, proactive, productive and invested in the growth of the company.

"Satisfaction has long been considered the cornerstone for evaluating the strength of a company's workforce. However, satisfaction is only a measurement of past experience, not an indicator of future behavior," said Eric Mosley, CEO of Globoforce. "Companies need to focus on engaging their workforces, and a well-executed recognition program can be the 'tipping point' to making engagement matter."

Employee recognition programs can create a culture of appreciation for employees and fosters engagement – thus creating loyalty. Without the use of tools such as strategic recognition programs, companies become increasingly vulnerable to losing their employee talent to competitors. Recognition programs can help raise the engagement score at any company by catering to the desires of each individual in a workforce, enhancing employees' sense of value, building confidence, inspiring, and most importantly, build an appreciation culture.

# # #

About Globoforce
Founded in 1999 and co-headquartered in Westborough, MA and Dublin, Ireland, Globoforce is an on-demand provider of global, strategic recognition solutions for Global 2000 companies. Globoforce delivers an innovative, easy-to-use, on-demand solution that engages employees across the globe - transforming the way enterprises motivate their workforce. Globoforce's blue-chip customer base - Reuters, Dow Chemical, Intuit, Avnet and Safeway - reflects the importance of recognizing and engaging the workforce in the 21st century. For more information, visit the company at www.globoforce.com.

Press Contacts:

Tim Rossi
Globoforce
+1 508-616-6177
e-mail protected from spam bots

Vanessa Apicerno
LEWIS PR
+1 617-226-8847
e-mail protected from spam bots


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CRI Named Top RPO Firm for Third Consecutive Year

LOS ANGELES, CA / August 17, 2007 -- CRI, a Recruitment Process Outsourcing (RPO) firm headquartered in Los Angeles, was again recognized by HRO Today magazine as one of the leading RPO firms in the United States. The magazine named CRI to its list of the country's top 13 RPO firms for a third consecutive year, based on the company's marquee programs and industry capabilities.

HRO Today bases the rankings on indexes created from provider and customer surveys. The ranking categories include; Breadth of Service, Program Size, and Quality of Service. CRI provides services to some of the most distinguished firms in financial services, homebuilding and IT.

"Potential RPO buyers are becoming more educated, which fortunately forces us all to continually improve our processes, people, and service levels," noted CRI's Chief Executive Officer Ladd Richland. "We are thrilled to be included in such an exclusive list which recognizes the top performing companies in a complex niche market."
CRI is a full-service RPO firm that utilizes a consultative approach aimed at designing, implementing and operating a proven hiring process while seamlessly integrating people, systems, experience and technology within each client's existing recruiting function.
Its comprehensive and customized suite of recruiting and staffing solutions can substantially increase the quality of hires – and can deploy those solutions on very short notice or ramp them up or down – as client's changing needs require.

HRO Today's editor Andy Teng notes that the RPO industry is experiencing "hyper growth," and that, "for buyers, it's a bountiful time." Buyers are seeing dramatic benefits from outsourced recruiting, including low cost-per-hire and deepened quality of candidates.

About CRI
CRI (www.crihire.com) is a premier global Recruitment Process Outsourcing (RPO) service provider dedicated to helping Fortune 1000 and emerging growth companies build talent-driven organizations through identifying, hiring and retaining exemplary staff.

About HRO Today
HRO Today is a leading publication for senior business leaders and decision-makers who recommend, specify, and buy HR outsourcing services for their corporate (Fortune 500 or large mid-market) and public sector (federal or state) organizations; and for senior corporate executives in HR outsourcing provider firms that supply services to organizations outsourcing HR-related functions. For more information, please visit our web site at www.hrotoday.com.

Media Contact:
Christopher Anders
Sales and Marketing
21250 Hawthorne Blvd., Suite 250
Torrance, CA 90503
P: (310) 792-7176
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Live Webinar For Investors Presents Portfolio Techniques for Total Portfolio Risk Management

Live Webinar For Investors Presents Portfolio Techniques for Total Portfolio Risk Management

Risk Management's Role in Improving Portfolio Performance

Houston, TX – August 17th, 2007 – Institutional investors, private equity, and venture capital investors should mark August 22nd on their calendars, when Equity Risk Partners and Ephor Group host a free webinar entitled 'Risk Managements Role in Improving Portfolio Performance.'

Ephor Group's Garry Meier and Equity Risk Partner's Mike Goodwin will present 'Risk Managements Role in Improving Portfolio Performance.' This interactive presentation will challenge investors' notions about insurable and uninsurable risk in their portfolio companies – as well as share tools and techniques for increasing returns from an operational and insurable risk perspective.

Because of unstable credit markets and other external factors (globalization for instance) multiple arbitrage is no longer a strategy for investment returns. However, managing a portfolio's total risk management can increase returns.

This live webinar shares case studies, real world examples, and a proven framework: Total Portfolio Risk Management.

The hour-long live webinar will take place Wednesday August 22nd at 12:00 pm EASTERN and is intended for senior investment partners of private equity, venture and institutional managers and details strategies, tactics, and examples of increasing equity returns.

This webinar examines critical topics such as:
• Improving portfolio IRR through less risk
• Identifying and managing both "Insurable and Uninsurable" risks
• Risk management dashboard and indicators

"Because valuation arbitrage is less certain today improving EBITDA by mitigating insurable and uninsurable risk is a requirement for venture capital and private equity portfolio managers, says Garry Meier, Ephor Group founder.

The agenda for the live Risk Management webinar includes:
1. Holistic approach to risk – stopping the slinky effect of good year/bad year investment returns
2. Tools and techniques to improve the efficiency, structure, and investment returns of portfolio company investments
3. Reality of today's equity value equation and how-to increase EBITDA returns
4. Role and value of Total Portfolio Risk Management (TPRM)
5. Model of TPRM value creation for GP
6. Total Portfolio Risk Management dashboard

To sign up for 'Risk Managements Role in Improving Portfolio Performance' this live webinar, register at: https://www.gotomeeting.com/register/793702362

Event: Risk Management's Role in Improving Portfolio Performance
When: August 22nd at 12 pm EDT (11 am CDT)
Where: At your desk
Who Should Attend: Institutional investors and portfolio managers



About the Presenters:
Mr. Garry Meier is highly recognized as an industry thought leader in the business and technology services arena as well as outsourcing sectors. He is a noted speaker on strategic effectiveness, value creation, industry trends, capital appreciation, performance improvement, outsourcing and customer satisfaction. Additionally, he is an advisor to private equity firms and venture firms on their investment strategies and portfolio companies.

Garry Meier founded the Ephor Group and currently focuses on providing board, institutional and C-level guidance to maximize strategic, operational, and equity effectiveness for mid-cap technology and service companies.

Michael R. Goodwin has nearly 20 years operational and financial expertise in business services, healthcare, food services, transportation/distribution, and telecommunications industries. Prior to joining Equity Risk Partners, he was a leader of the M&A Practice for Lockton Companies, Inc.

Mike has been a financial adviser to middle market companies in the areas of restructuring and capital raising and for several years served as CFO of a private equity portfolio company that he co-founded.

About Ephor Group
Ephor Group increases equity valuations for mid-market technology and service based businesses. Our approach is proven, pragmatic, and performance oriented. Our proven methodology, the Perform Business Process™ fills in the gaps where functional expertise, intellectual capital or domain expertise are not available internally. Ephor has a history of success, creating over $3.5 billion in shareholder value.

About Equity Risk Partners

Equity Risk Partners is the only full service insurance brokerage and risk management consulting firm focused exclusively on the needs of the private equity industry and its portfolio companies.

By developing long-term, strategic relationships with private equity firms, their portfolio companies and their advisors, we can improve the efficiency, structure and investment returns on private equity transactions.

Across the spectrum of transferable risk, Equity Risk Partners has consulted on over 500+ deals, services 300+ portfolio companies, and works with 60+ investment groups with One Team From Diligence to Divestiture.

Media Contact
Charles Bedard
bedard[at]ephorgroup.com
1 (800) 379-9330


Register for 'Risk Managements Role in Improving Portfolio Performance' at: https://www.gotomeeting.com/register/793702362

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ARAG® Welcomes New CEO

DES MOINES, Iowa – August 17, 2007 – ARAG®, the pioneer in legal insurance, welcomes Cameron "Cam" Sutton as its president and chief executive officer for the North American division.

With more than 35 years of experience in the insurance industry, Sutton has held several executive positions and spearheaded key initiatives at some of the world's leading risk management, brokerage and consulting organizations. In his latest position before joining ARAG, he was the executive vice president for Aon's Executive Benefits Practice and a member of Aon Consulting's Global Operating committee.

"Cam is an experienced, talented and visionary leader, and I am proud to welcome him to our team," said Dr. Johannes Kathan, ARAG's chairman of the board. "He will drive this extraordinary organization to new levels of success while continuing to deliver the exceptional value that our clients have come to trust from ARAG."

Sutton received his bachelor's degree in business administration from the University of Nebraska-Kearney, and his Juris Doctorate from the University of Nebraska's College of Law. He is a Certified Life Underwriter, an active member of several industry groups and a former Trustee for the National Association of Life Underwriters.

"ARAG is an innovative organization with a strong history, and I am proud to play a role in shaping its future," said Sutton. "Legal situations can have a dramatic impact on people's lives, and I embrace our goal of enabling individuals to assert their legal rights through top quality services and products in the areas of legal, financial and identity theft protection."

About ARAG
ARAG is the global provider of legal insurance. The company has an international premium base of more than $1.7 billion and protects 14 million individuals and their families – worldwide. ARAG offers comprehensive legal plans that provide a clear path for resolving legal issues and enable people to protect their families, finances and futures.
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Thompsons Entire HR and Benefits Library, Now Just a Click Away!

FOR IMMEDIATE RELEASE

Washington, D.C. (August 8, 2007) – Thompson Publishing Group is pushing the envelope of innovative solutions for busy HR and benefits professionals by launching it's newest resource HR Compliance Online. This web-based service compiles over 30 publications and their corresponding newsletters into one, easy-to-use web-site. Topics covered include:

Fair Labor Standards Act
*Domestic Partner Benefits
*The Family & Medical Leave Act
*Workplace Retaliation
*Consumer-Directed Health Care
*The American's with Disabilities Act
*401(k) Plans
*Fringe Benefits
*Employee Handbooks
*Flex Benefits

HR Compliance Online brings analysis and guidance together in a convenient format, allowing users to browse by topic or do quick, targeted searches of specific subject areas. User also have access to tools like:

*The Federal Register
*The United States Code
*The Code of Federal Regulations
*Model forms and documents
*Sample policies
*Checklists and charts
*Decision trees
*Sample employee communications
*Special Reports
*White Papers

The site is continuously updated by Thompson's staff of authors and editors insuring accurate and thorough information that can be put into action immediately.

More information can be found at http://www.hrcomplianceonline.com



Thompson Publishing Group, a Washington, D.C.-based information services provider, has been a leading source of analysis and guidance for business and government executives since 1972. Professionals rely on Thompson for help in tracking, and complying with, the dynamic regulatory mandates facing their organizations in a variety of areas including human resources; pensions and benefits; grants seeking and grants management; education, including Title I; FDA; environment and energy; and health care. More information can be found on their website: www.thompson.com .

CONTACT: Steve Ackerman, Vice President of Marketing, Thompson Publishing Group: 202-739-9635 or e-mail protected from spam bots



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TEDS Consortium Meeting Held at Boston University

Atkins, VA – August 15, 2007. The TEDS Consortium, a dynamic collaborative forum of human capital experts from over a dozen world-class companies, has just completed a biannual meeting hosted by the Boston University Corporate Education Center in Tyngsboro, Massachusetts. In addition to sharing of recent successes in Talent, Competencies and Learning Management, Consortium members shared their company's vision for long-term strategies and solutions.

Several of the attendees reported out on their companies' recent beta testing of future TEDS® software releases. These tests were conducted at TEDS' Atkins, Virginia headquarters. Others cited results from the utilization of TEDS Consulting Services for augmentation of their own IT staffs for faster implementations and value creation.

Eastman Chemical Company shared data on their continued utilization and expanded deployment of TEDS' Roles, Tasks, and Competencies module in their business and manufacturing units. Dominion Resources reported on the recent completion of a Case Study conducted by Bersin & Associates and titled Compliance Training Beyond the Enterprise.

Other agenda items covered at the meeting, which concluded on Thursday, August 9, included a review of advances in the TEDS Talent Management Suite 8.5, a progress report on recent upgrades to TEDS talent management functionality, and customers' plans for TEDS product expansion within their companies.

Founded in 1992, the TEDS Consortium is the only organization of its kind. It is dedicated to the continuous innovation and improvement of TEDS' enterprise-wide talent management solutions. The Consortium plays an essential role in reviewing and upgrading product functionalities, recommending the creation of new talent management products and services, and accelerating product development. Members include Boston University Corporate Education Center, DaimlerChrysler, Dominion Resources, Eastman Chemical, Norfolk Southern, Nortel, Sandia National Laboratories, Steelcase University, Verizon, and TEDS. However, all organizations that use TEDS benefit from the Consortium's vision and recommendations. By previewing advances in TEDS talent management products, Consortium members can more effectively plan for upgrades and expansions within their enterprises.

About TEDS
TEDS®, Inc. offers the only comprehensive, fully integrated, enterprise-wide talent management solution. Employing a single platform, TEDS strategically aligns business objectives with all facets of the talent lifecycle including management of learning, performance, compliance, competencies, recruiting, and succession. TEDS' 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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AWLP in Search of Innovative Work-Life Programs

Contact:

Marcia Rhodes
Media Relations
Direct: 480/348-7285
E-mail: e-mail protected from spam bots

AWLP in Search of Innovative Work-Life Programs
Now Accepting Applications for 2008 AWLP Work-Life Innovative Excellence Award

SCOTTSDALE, Ariz. – Could your organization be among the ranks of Massachusetts General Hospital, Sun Microsystems, The U.S. Army, and the nation of Singapore? All of these have been recipients of the AWLP Work-Life Innovative Excellence Award. As the highest honor offered by AWLP, the Work-Life Innovative Excellence Award will be presented at the annual WorldatWork Total Rewards 2008 Conference & Exhibition being held May 20-23, 2008 in Philadelphia.

The AWLP Work-Life Innovative Excellence Award was created in 1996 to recognize work-life strategies to influence integration of workplace, family and community. Past award winners exemplify forward-thinking organizations that realize the strategic correlation between work-life balance and organizational productivity. Winning programs create a more engaged workforce; enable employees to feel more successful in all aspects of their life; and attract, motivate and retain talented people.

In 2007, three organizations received the Innovative Excellence Award for their efforts in telework and employee wellness campaigns that not only improved employees' lives, but also improved the bottom line for the business.

Award criteria and application are now available at www.awlp.org/award. The application is free to complete and the deadline is Nov. 2, 2007; winners will be notified in March 2008, with special recognition at the Total Rewards Conference.

Organizations with effective work-life strategies and programs may also submit a workshop proposal to share their experience and expertise with their colleagues at the AWLP and WorldatWork Total Rewards Conference. For more information and to access the online workshop proposal submission form, visit www.worldatwork.org/callforpresentations before Oct. 1, 2007.


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About Alliance for Work-Life Progress®
Alliance for Work-Life Progress (www.awlp.org) is dedicated to advancing work-life effectiveness as a strategy for better integration of work, family and community. AWLP, an entity of WorldatWork, serves as a national center of work-life expertise that defines and recognizes innovation and best practices, facilitates dialogue within the diverse work-life community and promotes work-life thought leadership.



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Berkshire Introduces BALANCEpay with Compensation Designer

COLUMBIA, MD—Berkshire introduces its Compensation Designer, the latest enhancement to its BALANCEpay salary equity software. BALANCEpay with Compensation Designer is the only software on the market that allows companies to establish and assign value to compensable factors determined by the company, providing the framework needed for sound and consistent pay practices.

BALANCEpay with Compensation Designer allows you to:

•Establish an unlimited number of factors for pay to fully reflect how your company determines pay—factors can be based on any data you can provide to the system

•Create a variety of factors to handle different methods in determining how a factor contributes to pay (dollar amounts, percentage based) and for how the factor assigns the compensation (computed, selected from a list)

•Setup factors on any group defined in your data set such as job families or grades, or for more granular control, by job title

BALANCEpay with Compensation Designer also makes running complicated salary equity analyses convenient and cost effective. This saves companies time and money, and reduces the risk of pay-related lawsuits and claims. Karl Hester, Senior Manager of Product Development states, "While BALANCEpay has always provided guidance to help companies react to pay discrepancy issues, Compensation Designer now allows them to act proactively, building a compensation system that is fully defensible against such claims."

About Berkshire:
Berkshire Associates Inc. is a progressive human resources consulting and software development firm, specializing in affirmative action and internal compensation analyses. For over 24 years, Berkshire has been committed to helping companies find cost-effective solutions to everyday human resources challenges. We offer outsourcing and software solutions to meet the needs of any size company.
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CareerTours Announces Cross-Posting Capabilities with Google, MySpace and Other Marketing Partners

Phoenix, AZ - August 15, 2007 - CareerTours, the innovative online recruiting resource recognized for its audio and video job posting "tours," has announced marketing partnerships with web leaders Google, MySpace, Indeed, Simply Hired, Job Target, WorkBlast and Oodle. The new partnerships complement the website's current tools, which help recruiters reach the typically elusive "passive" candidates.

With the use of the cross-posting feature, clients are no longer limited to one specified location for their career postings, maximizing the number of views by potential candidates. Already attracted by the innovative audio and video recruiting options, clients of CareerTours have an unprecedented opportunity to expand their recruiting reach through the marketing websites CareerTours has partnered with.

"Our marketing partnerships are a perfect fit for our clients." says Aaron Bare, CEO of CareerTours. "We already help them reach passive candidates through our personal invitation tool, and now they can reach even more candidates on some of the top recruiting and non-recruiting websites in the world."

About CareerTours
CareerTours (www.careertours.com) is an internet based recruiting resource that allows career seekers to experience companies through profiles and Video or Audio CareerTours. The CareerTours solution was developed with the single purpose of eliminating friction in the hiring process and revolutionizing the way companies recruit top talent.

MEDIA CONTACT:

Jenn Brooks - 480.258.6622
jennbrooks (at) careertours.com

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HRmarketer.com Introduces New Benefit for Members

CAPITOLA, Calif. – August 15, 2007 -- HRmarketer.com, the no. 1 online marketing and public relations service in the human resource industry, has introduced an exclusive new benefit for members called Member Perks.

Member Perks gives active HRmarketer.com members access to exclusive discounts on more than 22,000 brand name products and services, including office and other business supplies. The discounted products and services can add up to over 75% savings on over 12,000 offers year round.

"We always look for unique ways to service our valued customers and increase the value of HRmarketer.com memberships," says Kevin Grossman, chief operating officer of HRmarketer.com. "One way to do this is by offering our members benefits discounts on a variety of personal and business products and services."

Member Perks is available to all active HRmarketer.com members and can be accessed through the Member Discounts section of the members' site.

To learn more, sign up for a free HRmarketer demo today at http://www.hrmarketer.com/home/free_demo.htm

About HRmarketer.com
HRmarketer.com is a service of Fisher Vista LLC, a marketing and information services firm focusing exclusively on the human capital industry. Through its Marketing PR services, the company has serviced nearly 500 human resource and employee benefit service providers, helping them generate publicity, website traffic, sales leads and improved SEO.

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Executive Health Coach and MyHealthCoach.com Programs Help Driven Workers Avoid Stress and Maybe Consider a Summer Vacation

Cincinnati, Ohio, August 14, 2007 – The results of a company can often be linked to the sustained contribution of its leadership team. Hummingbird's Executive Health Coach program is a great "perk" for executives, keeping them performing at top levels throughout the year.

The Executive Health Coach program turns an executive's annual physical into a highly personalized year-round wellness program that reduces stress and improves wellness, encouraging top performance.

Executive coaches interview and assess an executive's risk factors post physical and implement a year-round coaching intervention, moving the executive toward specific health and life balance goals.

Stress can take a huge hit on employee focus and productivity. More importantly, employers should be concerned about stress' long term effect on worker health.

According to the American Institute on Stress, chronic stress adds over $300 billion each year to cover associated health care costs and absentee rates. The emblematic Type A executive who works through lunch and skips vacations might be a star performer, but may ultimately cost employers much more than they counted on.

Companies offering comprehensive wellness solutions from a company such as Hummingbird Coaching provide intense workers a way to examine their motivations from a new perspective.

"Summer is a great time for driven employees to take a 'time out'," said Sean Slovenski, chief executive officer of Hummingbird Coaching Services. "Changing summer schedules can be the impetus for workers to step back and recognize new ways to achieve success on the job by modifying their work patterns and habits. MyHealthCoach.com and Executive Health Coach's coaches can help employees and executives clarify their work, health and family balance issues. Employers win when they motivate better employee health."

Regular fitness and improved nutrition can help employees release stress and make better scheduling decisions. The often ignored vacation may seem like a more attractive option when they are regularly making better decisions, feel better and are more relaxed.

Coaches arrange consistent interactions with employees through a coaching model that promotes quick results in the employees' area of concern. Hummingbird's products are a comprehensive wellness solution that includes an online delivery model that lets employees engage with coaching at their convenience, and in shorter but more frequent dialogues.

Executive Health Coach and MyHealthCoach.com include assessment tools such as biometrics, health risk assessments, a company-wide health audit, empowerment tools, health education components, incentives, and tracking mechanisms. A true comprehensive program can gain greater member participation and retention, which means higher productivity and lower health care costs. Hummingbird's coaches help employees maintain focus on making real behavior and attitude change.

The Executive Health Coach program expands the benefits of an executive physical program to a year-round continuous improvement model.

"If you think of your executives as your team's superstars, it makes sense to invest in keeping them in top physical condition to maintain peak performance," said Slovenski. "The Executive Health Coach program from Hummingbird can work with the existing executive physical program, or we can help you create one. The results are executives who manage stress better, become healthier and therefore can perform at higher levels."

About Hummingbird Coaching Services
Cincinnati-based Hummingbird Coaching Services is a pioneer in health coaching since 1997. Hummingbird provides comprehensive workplace wellness programs that impact employee health and productivity. Using its proprietary coaching model and online delivery platform, Hummingbird provides coaching services to businesses such as Motorola, United Healthcare, Leeza Gibbons Inc., and the Muhammad Ali Center. Through its innovative technology platform and coaching programs, Hummingbird provides health, parenting and life coaching to drive real behavior change in individuals and help employers lower healthcare costs. For more information, visit www.hummingbirdcoaching.com.

# # #

Contact:
Colleen Harris
Hummingbird Coaching
harrischh(at)roadrunner.com
877-240-4588

Sean Slovenski
Hummingbird Coaching
Sean.Slovenski(at)hummingbirdcoaching.com
877-240-4588




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Brad Nelson Joins Capital H Group as Managing Director for California

Chicago, Illinois – August 13, 2007 – Capital H Group, a rapidly growing human capital consulting firm, has hired Brad Nelson, formerly a director at Deloitte Consulting, to lead all operations in California.

In this role, Nelson will continue to expand the firm's presence in Southern California, as well as open a Capital H Group office in the San Francisco Bay area in 2008. According to Nelson, "I am very enthusiastic about taking on this new position. The success Capital H Group has experienced to date in the marketplace is remarkable. Now, it is time to expand our reach throughout California." Capital H Group currently has an office in the Los Angeles area.

Nelson is a 20 year veteran of the consulting business and has deep experience in creating solutions to address human resource challenges, including aligning people strategy to business strategy, mergers and acquisitions, recruiting and total rewards. Prior to joining Deloitte Consulting, Nelson held senior leadership positions at Towers Perrin, Paradigm Consulting Group and Xceed.

"We're delighted to have Brad join us," said Dan Weinfurter, CEO of Capital H Group. "The market for our services in California is very strong, as evidenced by the roster of clients we've built since opening our doors in Los Angeles two short years ago. Companies also seem very open to our approach, which is to offer pragmatic and flexible advice to solve people issues in the context of our clients' business strategy."

About Capital H Group
Capital H Group is a rapidly growing human capital consulting firm, with offices in Chicago, Boston, New York, Detroit, Milwaukee, Houston and Los Angeles and over 150 professionals recruited from major firms in the field. Capital H Group focuses on helping companies create value – through people – for better business results. www.capitalhgroup.com



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Evolve® Career Center Makes It Easier to Enter the Nursing and Healthcare Profession. Over 25,000 listings for nursing and healthcare jobs provided by

Englewood, CO and St. Louis, MO, August 13th – Elsevier Inc, the world's leading publisher of health sciences textbooks, journals, and electronic products, and HEALTHeCAREERS Network have partnered to offer the new Evolve® Career Center for students and faculty in the nursing and health professions. Launching today at http://evolve.elsevier.com, the online center will integrate with the existing Evolve® website, giving users access to more than 25,000 searchable nursing and healthcare jobs.

"This new career center offers users the great opportunity to access vast career resources and timely job listings provided by HEALTHeCAREERS," said Greg Flesher, Executive Director, Evolve. "Elsevier has already succeeded in providing robust educational solutions for health sciences students and faculty through our Evolve line of products, tools, and services. Now that same experience is available to job seekers."

Career Center Highlights
The career center, developed by HEALTHeCAREERS Network will enable users to search the Network's extensive database of healthcare job listings and access helpful career-building tools and information. Other multiple career resources job seekers have the ability to take advantage of include:

• A personalized, password-protected website, as well as a home page, photo, references and the ability to upload articles job seekers have written or published.
• The ability to register for Job Alerts to receive notification when a new job is posted that meets all of the job seekers' specifications.
• A résumé-builder that creates a new professional résumé or uploads an existing one. Job seekers can post their résumé confidentially or allow potential employers to view their qualifications.
• My Work Style: Job seekers can find out how to maximize their career success through a thorough and insightful survey for uncovering their work personality and matching it with various career paths.

"Access to the jobs on our Network will benefit users and advance their careers," said Edward W. Pastorius, CEO of HEALTHeCAREERS Network. "Employers that trust our Network to improve their healthcare recruitment and retention programs now have a perfect community for reaching out to students and recent graduates--especially nursing and allied health job seekers--at the beginning of their careers."

Evolve is an Elsevier Health Sciences brand for electronic educational products, tools, and services that complement the company's vast textbook offerings. Its website (http://evolve.elsevier.com) serves more than 100,000 undergraduate and graduate student users across various nursing, health professions, and medical specialty areas.

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About HEALTHeCAREERS Network:
HEALTHeCAREERS Network specializes in online recruitment and career solutions for the healthcare industry. Through its Network of Web sites – including MedHunters.com and more than 70 association job banks as well as national and local online distribution partners, HEALTHeCAREERS Network makes it easy for employers to recruit and retain the right candidates and for job seekers to identify the best positions.


About Elsevier
Elsevier is a world-leading publisher of scientific, technical and medical information products and services. Working in partnership with the global science and health communities, Elsevier's 7,000 employees in over 70 offices worldwide publish more than 2,000 journals and 1,900 new books per year, in addition to offering a suite of innovative electronic products, such as ScienceDirect, MD Consult, Scopus, bibliographic databases, and online reference works.

Elsevier is a global business headquartered in Amsterdam, The Netherlands and has offices worldwide. Elsevier is part of Reed Elsevier Group plc, a world-leading publisher and information provider. Operating in the science and medical, legal, education and business-to-business sectors, Reed Elsevier provides high-quality and flexible information solutions to users, with increasing emphasis on the Internet as a means of delivery. Reed Elsevier's ticker symbols are REN (Euronext Amsterdam), REL (London Stock Exchange), RUK and ENL (New York Stock Exchange).

Press Contacts
Katie Lenchuk
Manager, Marketing Services
HEALTHeCAREERS Network
888.884.8242 ext. 0153
e-mail protected from spam bots

Tom Reller
Director, Corporate Relations
Elsevier
212-462-1912
e-mail protected from spam bots


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Morehead Webcast to Describe Best Practices for Measuring Workforce Commitment

Charlotte, NC—August 13, 2007—On Wednesday, August, 15 at 1:00 EST, human capital research firm Morehead will offer a one-hour Webcast linking employee attitudes and behaviors to critical business outcomes, and the best ways to measure employee commitment.

The Webcast, Morehead's Workforce Commitment Survey™: Linking People to Key Business Outcomes incorporates nearly 30 years of Morehead's human capital research along with work done by leading social scientists to share both the empirical basis and practical application of employee commitment.

Robin Sanders, M.A., Morehead's vice president of business development, will present the case for workforce commitment and the best practices in measuring and ultimately, promoting it.

Extensive research shows a strong link between high commitment among employees and organizations' key business outcomes. Unlike typical broad-based employee opinion surveys, Morehead's approach adds significant value by involving executives in shaping the survey goals and driving responses based on the results. Survey results are aligned to existing performance improvement schedules and are compared to relevant peer groups. Managers also have easy-to-use reports and planning tools to implement change.

Presentation attendees will learn:

1. The major components of Morehead's Workforce Commitment Survey and how it can be customized to meet an organization's specific needs

2. Best practices in survey administration and survey reporting

3. Key post-survey manager tools

4. The value of highly segmented national norms

5. New ways employee opinion data can be used to drive results

"Commitment is often considered one of those fuzzy HR concepts that can't be quantified," said Sanders. "We're able to illustrate the attitudinal and behavioral factors that determine commitment, and to define HR metrics that are critical to any organization's performance."

Morehead's Workforce Commitment Survey links employee commitment to business strategy and key outcomes. Resulting metrics enable organizations to shape human capital initiatives, prioritize systemic change, and inform work unit interventions.

The free Webcast will demonstrate how a framework founded on Workforce Commitment enables organizations to select and shape human capital initiatives. To sign up for the Webcast, go to http://moreheadassociates.com/events/contents_event20.htm.

About Morehead
Morehead conducts predictive human capital research that enables organizations to select and shape human capital initiatives, prioritize systemic change, and inform work unit interventions. Through its formalized feedback and analytic systems, Morehead identifies the most powerful attitudinal and behavioral factors that empirically drive an organization's performance, thus reducing uncertainty and enabling good decisions about people. Morehead's clients include healthcare providers, financial institutions, government agencies, universities, service providers, and manufacturers. For more information, visit www.moreheadassociates.com.

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Contact:
Ronald J. Bowker
704.926.5221
rbowker(at)moreheadassociates.com



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Interaction Associates and Christine Arena to Speak on Corporate Social Responsibility Strategy in San Francisco

SAN FRANCISCO, August 10, 2007. Interaction Associates announced that its Director of Corporate Social Responsibility Consulting and Services, Elad Levinson, will present with author Christine Arena on the topic of Corporate Social Responsibility Effectiveness in San Francisco.

"The Business Case for Corporate Social Responsibility Effectiveness: Going Beyond Notions of 'Good-Bad' to Increase Shareholder Value" will take place at the Northern California Chapter of the Association for Strategic Planning meeting, Thursday, September 20th, 2007, from 7:30 to 10:30 am at the City Club of San Francisco, 155 Sansome Street, 9th Floor, Bechtel Room, San Francisco, CA 94104.

The two experts will look at Corporate Social Responsibility as a branding advantage, a means of attracting conscious customers, and a way of complying with regulations . . . and demonstrate that none of these are particulary effective strategies.

They will examine CSR strategy as a matter of innovation, and show how it can be integrated into the regular process of Strategic Planning. And they will point to a key accelerator - collaboration -- that must be considered in designing or developing a strategic approach to CSR.

Attendees will:
- Learn the 10 effectiveness triggers that reflect and drive CSR performance.
- See how the vital link between collaboration, innovation, and success with corporate responsibility works at companies that profit from CSR strategy.
- Discover a tool that can be used to measure collaborative capacity and capability when developing strategy for your clients.
- Understand the benefits to your clients of demonstrating responsiveness so that your clients can enjoy the benefits of CSR strategy as a competitive advantage.

For more information or to attend, please email Stacy McCarthy smccarthy(at)sapiencegroup.net by September 18, 2007.

About the Presenters
Christine Arena is the host of Focus Earth TV, and the award-winning author of two books, Cause for Success: 10 Companies that Put Profits Second and Came in First (New World Library, November 2004), and The High-Purpose Company: The Truly Responsible (and Highly Profitable) Firms that are Changing Business Now (Collins, January 2007). Christine serves as a strategic partner to Interaction Associates, and sits on the advisory boards of green business ventures IdealBite.com and Re:Vision.

Elad Levinson, LCSW, is Director, Corporate Social Responsibility Consulting and Services for Interaction Associates. He has more than 35 years' experience in the fields of organizational development, learning and development, and human resources. Elad is a pioneer in the application of Hans Selye's Stress Theory to organizational behavior. Elad is the author of Managing Stress to Increase Productivity.

About Interaction Associates
Interaction Associates, Inc. is a leading global innovator in learning, leadership development, collaboration and performance improvement solutions for Fortune 1000 companies. The firm has offices in Cambridge, MA and San Francisco. For nearly 40 years, IA has helped clients focus on the people side of their business through leadership development, coaching, and performance improvement solutions.




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TalentDrive's TalentMatch Resume Sourcing Service Now Fully Automated for Small Businesses

CHICAGO—August 9, 2007 – TalentDrive, an innovative resume sourcing and screening company, announced today that it has fully automated its TalentMatch service. By completely automating TalentMatch, small businesses can quickly and easily build a unique job description and run a comprehensive online search for resumes that meet specific job requirements, all with the click of a mouse.

TalentMatch is designed to meet the recruiting challenges and level the playing field for start-ups and growing businesses. Using proprietary technology, TalentMatch helps small businesses expand their search for online resumes by searching every corner of the Internet, including paid and unpaid locations, to select the most promising candidates. Industry Analysts provide objective, eyes-on review to evaluate these select individuals. Then, TalentMatch delivers a final list of 10 resumes in 10 days - saving companies time and money while providing the most qualified applicants. With TalentMatch's complete automation, small business owners can quickly and easily access the technology online to get started with their search.

"It's impossible for a small operation to review over 40,000 locations on the Web where resumes are posted," said Bisceglia. "TalentMatch helps a small business expand their search for online resumes with a timely and efficient solution. With TalentMatch, small businesses no longer have to spend time writing out job descriptions or searching and sifting through unqualified resumes."

TalentDrive's TalentMatch service for small businesses is currently available online at http://www.talentdrive.com/smallbusiness.html.

About TalentDrive

TalentDrive provides growing and established companies with a new way to source and screen quality talent through a combination of proprietary technology and eyes-on review by experienced industry experts. With millions of resumes dispersed over tens of thousands of web-based locations, TalentDrive provides a resume sourcing solution that enables companies to better leverage the Internet to find talent within Sales, Manufacturing and Distribution, Information Technology, Finance/Accounting, and R&D/Engineering. TalentDrive's advanced technology and expert screening enables companies to spend less time sifting through unqualified resumes, helping to increase a hiring managers' productivity by 90%.

TalentDrive was founded by accomplished entrepreneur, Sean Bisceglia in Chicago, Illinois. Sean started TalentDrive as majority owner in 2007 with minority investor Aquent, the world's largest marketing and creative services staffing firm. With revenue over $400 million a year, Aquent has over 70 offices in 17 countries, including European headquarters in London and Asia Pacific headquarters in Sydney.

For additional information on TalentDrive's services and solutions, visit or call 866.916.2249. www.talentdrive.com

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CONTACTS:

Gail DeLano
831.588.1567
gdelano(at)fishervista.com

Kelly Shumaker
720.938.5646
kshumaker(at)talentdrive.com


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New U.S.-China Business White Papers Available from XMei International. Two China experts offer advice on business strategies and critical human reso

Walnut Creek, CA, August 9, 2007—Companies desiring to do business in China face a host of challenges due to differences in hiring practices, cultural expectations and more. Business strategies and human resource practices do not always translate readily from one country to the next. Two new white papers now available at XMei International's website can help U.S. businesses understand and thrive in this unfamiliar landscape.

In "Strategic Differences in Best Practices: China vs. FIEs", Dr. Irv Beiman, chairman of eGate Consulting, compares the strategy execution of the better-run Chinese companies to foreign invested enterprises and describes the significant differences, as well as results, of their strategy management processes. Dr. Beiman also compares how performance management is handled between Chinese companies and FIEs, and describes the results of each approach.

In the highly competitive China job market, one of the biggest challenges for recruiters is attracting suitable candidates. Jim Yang, a China expert for the recruiting firm Monster Worldwide, shares his insights on what these candidates value most in an employer and how a company can best position itself to attract the most qualified candidates. In "Find the Right Talent in Today's Competitive Marketplace in China", he also offers solutions for finding suitable talent, including the locations of specific talent hubs.

Both these China experts were very popular speakers at XMei International's inaugural conference and exposition, "Making China Your Gold Mountain," held in South San Francisco in May. This conference was the first event in the U.S. with influential Chinese human resource executives and business leaders from multinational companies, private Chinese companies, Chinese consulting firms and the government.

These two white papers, as well as a selection of others related to human resources and doing business in China are available for download at www.xmei-int.com/whitePapers.html.

About XMei International
XMei International promotes business development between the U.S. and China. It organizes events, both in the U.S. and China, which enable companies to develop new business opportunities, increase knowledge of the other country's business practices, and make valuable international business connections. XMei International also offers other services, including business matches, consulting and market research for both U.S. and Chinese clients.

Media Contact:
Liz Menkes
XMei International
lmenkes(at)xmei-int.com
925-708-6304







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Guerrilla Marketing Strategies Partners with CEO of National Association of Sales Professionals

Phoenix, AZ - August 8, 2007 - Guerrilla Marketing Strategies, the exclusive Guerrilla Marketing partner for franchise companies, recently teamed with sales expert Aaron Bare, CEO of the National Association of Sales Professionals (NASP). Together, the pair will provide expertise in sales effectiveness and marketing execution, helping business owners create long-term success.

The American Association of Franchisees and Dealers reports that 15% of franchisors fail each year. Many franchise companies provide their franchisees with marketing tools, though without follow-through and plan execution, the tools are rarely effective. Guerrilla Marketing Strategies collaborates with franchise companies to provide proven tactics, tools, and support to maximize franchisee profits. Founded by Jay Conrad Levinson, the "Father of Guerrilla Marketing," Guerrilla Marketing is the most recognized brand in history having sold over 14 million books worldwide.

"I am excited to partner with Aaron and leverage his expertise in sales execution strategies. His knowledge combined with our proven Guerrilla Marketing tactics adds value and enhanced services for our clients," says Todd Woods, co-founder, Guerrilla Marketing Strategies.

About Guerrilla Marketing Strategies (www.gmarketingstrategies.com)
Founded by Todd Woods and Jay Conrad Levinson, the "Father of Guerrilla Marketing," Guerrilla Marketing Strategies works closely with franchise companies to help their franchises increase sales and profits through effective, proven, marketing strategies and techniques. Guerrilla Marketing Strategies produces long-term effects and measurable results through ongoing franchise marketing education and support. Visit the company website at www.gmarketingstrategies.com

About The National Association of Sales Professionals (www.nasp.com)
The National Association of Sales Professionals (NASP) is a not-for-profit founded on the principles that the Sales industry needed a group to certify, organize, and develop professionals. NASP's mission is to create the ultimate online resource for sales professionals with Lead Exchange, Job Board, Training, Sales Library, Conferences, Forums, Webinars, and Certification Levels.

MEDIA CONTACT:
Amy Atwood
877.568.1212
Amy (at) gmarketingstrategies.com




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Health Care Labor Shortage at Senior Level Management Positions to be Addressed in a Webinar by PILAT and AHA Solutions

LEBANON, New Jersey (August 8, 2007) - - Pilat, a leading provider of integrated talent management solutions, and AHA Solutions, Inc, a subsidiary of the American Hospital Association, will host a free webinar that addresses the health care labor shortage and its effect specifically on the supervisory and management levels. The webinar titled, "Integrated Talent Management – Ensuring Management and Key Role Continuity," is scheduled for Thursday, August 16, 2007 at 3:00 PM Eastern.

According to the U.S. Department of Labor, the growth in the demand for health occupations will be twice that of other non-health occupations by the year 2010. Most alarming is the slow rate at which the U.S. workforce is growing as the labor marketplace struggles to fill management positions left open by retiring baby boomers. If hospitals and health systems are to remain effective and sustain their future operational levels, they must evaluate their current processes and consider new ways to address shortages at the senior management level.

Hospitals and health care stakeholders are encouraged to attend this online educational session as Debra Stock, vice president of Member Relations of the American Hospital Association (AHA) and Pilat (North America) Inc.'s senior vice president of Business Development, Ren Nardoni, and CEO and Principal Consultant, Clinton Wingrove delve into the effects of the labor shortage on the health care marketplace and explain the components and benefits behind a contemporary integrated talent management process.

To register for this webinar, go to https://pilat.webex.com/mw0302l/mywebex/default.do?siteurl=pilat&service=6.

For any additional information, contact Pilat at 800.338.9701 or visit www.pilat-nai.com.


About Pilat
Pilat (North America) Inc. is a wholly-owned subsidiary of Pilat Technologies International Limited, a leading global public HR consulting and software company in business for over 30 years. Pilat's HR software, consulting-house, and data service bureaus are designed to Power Performance and PotentialSM through leading-edge Talent Management, Performance Management, Development Management, Reward & Compensation, Organizational Development and Business & HR Metrics solutions. Pilat's current client base consists of leading global organizations across multiple industries. For more information, contact Pilat at (800) 338-9701 or visit www.pilat.com.

About AHA Solutions, Inc.
AHA Solutions, Inc. is a subsidiary of the American Hospital Association (AHA) whose purpose is to identify and/or develop products and services that help hospitals and healthcare organizations operate more effectively and efficiently. As the only area of the AHA with rights to award the AHA Endorsement, the company relies on its due diligence and healthcare industry knowledge to provide resources to healthcare leaders in the areas of Human Resources/Employee Benefits, Risk Management, Finance/Revenue Cycle Management and Technology. For more information, contact AHA Solutions at (800) 242-4677 or visit www.aha-solutions.org.
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Note to Editors: Pilat, Powering Performance and Potential are trademarks or registered trademarks of Pilat (North America) Inc. Other product or service names mentioned herein remain the property of their respective owners.



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Houston, We Have an Annoying Co-worker!

MINNEAPOLIS – August 8, 2007 – Does your response to stress at work stress out your co-workers?

Ceridian LifeWorks, a top provider of http://www.ceridian.com/myceridian/nav/1,2482,14022,00.html?pr=lifeworks080707&key=employeeassistanceprograms [employee assistance programs] (EAP) and http://www.ceridian.com/myceridian/nav/1,2482,14021,00.html?pr=lifeworks080707&key=healthandproductivity [health and productivity] solutions, asked customers to share examples of their co-workers' reactions to stress that spread tension among other staff members. Stressful practices included:

• Cliff Clavin Strikes Again – Going off on conversational tangents when the heat is on and time is tight.
• Pen-Clicking Maniac – Clicking pen up and down the hallway, all day, every day.
• Arnold Stressenegger – Exiting office abruptly to go workout when the pressure increases, leaving the mess for co-workers.
• Doublemint Troublemint – Serial gum snapping. Enough said.
• I'm So Happy I Could Blow a Gasket! – Displaying extreme giddiness when stressed. The more stress, the giddier.
• T-Minus Two Hours to Stress-out – Yelling out the time, every hour, as a deadline approaches.
• I Am Stressed, Here Me Roar! – Throwing tantrums in open office settings; putting everyone within earshot on edge.
• Stonewall Jackson – Going mute. Not saying anything when the chips are down.
• Keyboard Assault – Tapping the keyboard or calculator so loudly that the whole cube vibrates.
• Miss Piggy – Sniffing and snorting. The more stressed, the more snorts and sniffles.

"Although some of these habits would be great material for a sitcom like 'The Office,' today's employers must be aware of the stress management practices of their employees," said Ceridian LifeWorks senior vice president Zachary Meyer. "Stress management tactics that include disruptive behavior can cause office morale, productivity and the bottom line to suffer."

Meyer offers the following tips to reduce workplace stress:

• Set aside time for mindful work. Ignore or turn off your email signal and don't answer your phone so you can focus on the project at hand. Multi-tasking can make us less productive and it may be helpful to set aside time for focused effort each day.

• Revisit timelines. Assess whether your timelines are realistic. Working toward deadlines you cannot meet is self-defeating. Readjust the timeline when necessary.

• Talk about it. Communicate concerns to your co-workers and suggest ideas for how to improve your situation. Ask for help with tasks that are easily delegated such as research, follow-up calls and other basic tasks.

• Set boundaries. Find the appropriate balance between life and work. With 24/7 access to cell phones, email and PDAs, many modern workers need to be reminded to stop working after business hours or to fully recharge themselves during their scheduled vacation time. Time away from work will make you a more productive worker during normal office hours.

• Eat lunch. Enjoy healthy food at midday, each day. Instead of working through lunch, take the time to eat and enjoy a few minutes away from your work. Sit and talk with colleagues or take a quick walk.

• Pay attention to posture. When you find yourself in a tense meeting, pay attention to your shoulders and arms. Are they tense? Try sitting with your palms face up on your lap. This pose naturally relaxes your shoulders and relieves neck tension. When sitting at your desk, are you hunched over? Sit up and make sure your workstation is suitable.

• Stretch, breathe and find perspective. It sounds simple, but moving your muscles and deeply filling your lungs several times a day can help you instantly lower tension and stress. Take time on a regular basis to reconnect with your body, recognize stress as it escalates, and look at the big picture. When you take time to reflect on your current state of affairs, you may often find that it's not so bad after all.

A rapidly growing trend to help employees deal effectively with work place stress is the deployment of stress management http://www.ceridian.com/myceridian/nav/1,2482,14462,00.html?pr=lifeworks080707&key=healthcoaching [health coaching] programs. Earlier this year, Ceridian conducted a survey to determine the effectiveness of stress management programs in the workplace. Of the 1,000 people surveyed at 20 different organizations using the Ceridian LifeWorks Stress Management program,52 percent lowered their stress levels at work; 40 percent said they improved their ability to cope with stress; and more than 70 percent said they had less fatigue, headaches, insomnia, stomach aches and also had improved appetites.

Ceridian was the nation's first provider of fully integrated EAP, work-life and wellness services. Today, Ceridian's EAP, work-life and health and productivity solutions are utilized by more than 37,000 organizations of all sizes in virtually every industry. A key component of LifeWorks EAP involves a stress management regimen that focuses on stress related to the workplace in four main areas: job-related stress, work relationships, work changes and time management issues.

About Ceridian
Ceridian Corp. (NYSE: CEN) is a business services company that helps its customers maximize the power of their people, lower their costs and focus on what they do best. The company's suite of innovative managed human resource solutions includes payroll and compensation, staffing, compliance, HR administration and Employee Assistance Programs (EAP), work-life and health and productivity solutions. Ceridian serves businesses and employees in the United States, Canada and Europe. For more information about the human resource outsourcing company's comprehensive array of solutions, visit www.myceridian.com or call (800) 729-7655.


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Dont become that Invisible Intern now that you are returning to school!

New York, NY, August 7, 2007 - - While you are busy dreaming about sleeping late, dressing in shorts and sandals and registering for fall classes, don't forget to maximize your summer work experience as an investment in your future. "There is no better 'real world' career resource for college students than their summer work experience," says WallStJobs.com founder, Robert Graber. "The key is to make certain that you are remembered by as many professionals as possible."

"The time to start positioning yourself for your first full-time job after graduation is before you leave your summer job," suggests Graber. "Even if you don't think that you want to make a career in the industry where you worked the past few months, the people you have met can be valuable job-agents for you."

Here are some steps Graber suggests to take now to put yourself on "the hiring radar" before returning to school:
- Write thank-you notes to everyone who you have worked with and don't forget secretarial and administrative staff.
- Give a Bear. Or Lion, or whatever your college mascot is. Go online to your college bookstore today and order a few small items like key chains, pennants, logo golf balls or stuffed animals that have your school's insignia as a small token of your appreciation (it will help personalize you when there are many other summer interns)
- Take business cards. Be sure you have the emails of everyone you worked with and make a separate list of these work-related contacts in your directory so you can get to them easily in the future.
- Take pictures. After you leave, use the email addresses you have assembled and send a picture every few months with a brief note about how you enjoyed your work experience and update them with what you are studying and how school is going.

"While the necessity of making yourself memorable is especially important in highly competitive industries, it never hurts to be the person who is remembered as, 'that wonderful summer intern' at any sized firm," said Graber.


About the company: WallStJobs.com, the premier recruiting source exclusively for financial service professionals, is a member of the Jobosaurus family of uniquely specialized recruiting sites.



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Alfred P. Sloan Foundation Grant to Further Workplace Flexibility

August 8, 2007 -- Unique advances in workplace flexibility in both the private sector and academia need to be exchanged to reduce duplication of efforts and achieve faster progress. To facilitate this conversation, the Alfred P. Sloan Foundation has approved a $45,000 officer grant for a working retreat being dubbed the "Cross-Sector Flexibility Retreat." This one-and-a-half-day retreat will gather work-life thought leaders from across the country to focus on workplace flexibility across two sectors: institutions of higher education and private industry. The retreat will stimulate breakthrough thinking that will lead to deeper penetration of successful workplace flexibility practices, especially as it relates to the needs of older workers in both sectors.

Alliance for Work-Life Progress and WorldatWork will be organizing the invitation-only event, scheduled to take place September 16-18, 2007 in Park City, Utah. The primary outcome of the retreat will be a "Flexibility Compendium" to be published by WorldatWork Press in early 2008.

"The time has come to bridge the gap and jump start a very deliberate transfer of knowledge between academia and private industry," said Kathie Lingle, director of AWLP. "We are extremely grateful to the Alfred P. Sloan Foundation for their generous support allowing work-life thought leaders to gather and compile all our knowledge into one compendium for the benefit of all stakeholders."

About Alliance for Work-Life Progress
Alliance for Work-Life Progress (www.awlp.org) is dedicated to advancing work-life effectiveness as a strategy for better integration of work, family and community. AWLP, an entity of WorldatWork, serves as a national center of work-life expertise that defines and recognizes innovation and best practices, facilitates dialogue within the diverse work-life community and promotes work-life thought leadership.

About WorldatWork
The Total Rewards Association
WorldatWork (www.worldatwork.org) is an international association of human resource professionals and business leaders focused on attracting, motivating and retaining employees. Founded in 1955, WorldatWork provides practitioners with knowledge leadership to effectively design and implement strategies and practices in total rewards – compensation, benefits, work-life, performance and recognition, development and career opportunities. WorldatWork supports its 30,000 members and customers in 75 countries with thought leadership, education, publications, research and certification.
About the Alfred P. Sloan Foundation

The Alfred P. Sloan Foundation makes grants in science, technology and the quality of American life. Through its Workplace, Work Force and Working Families program, the Alfred P. Sloan Foundation plays a vital role in developing work-family scholarship and supporting effective workplaces that meet the needs of working parents and older workers.

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SPECTRUM Ramps Up HR System Performance Release Takes Performance Management Full Circle

FOR IMMEDIATE RELEASE:
August 6, 2007

For additional information contact:
Marcie Weaver
Manager, Marketing
303.592.3338
e-mail protected from spam bots

SPECTRUM Ramps Up HR System Performance—
Release Takes Performance Management Full Circle

Denver, Colorado—August 6, 2007—SPECTRUM Human Resource Systems Corporation announces that the latest release of its human resource software will include 360° Performance Reviews. Multi-source feedback is known to be broader in scope and more balanced than single-source, and thus invaluable for the perspective it gives employees. By incorporating this functionality into an organization's HRIS, HR can save a substantial amount of time on the administrative tasks associated with performance reviews.

"This release of iVantage® reflects how SPECTRUM encompasses the changing HR needs and expectations with technology," comments Sybll Romley, president and CEO of SPECTRUM. "Our goal is to help HR professionals shift their energy from administrative tasks to strategic development and planning."

By integrating 360° Performance Reviews into a complete HR system, organizations can decrease the amount of time HR spends on administrative tasks related to reviews. Using the self-service feature, the reviews can be administered effortlessly. All those participating in the review can receive automatic reminders that they need to complete the process; and the submitted results can be routed electronically for approval. The employee being reviewed is able to view anonymous responses after their manager has reviewed and edited the responses.

"The 360° feedback is a great enrichment to iVantage and its ability to integrate all aspects of HR. The extensive reporting features can show where the process is and compile and analyze the process as a whole, in groups or by individuals," states Lori Ericson, vice president of Development. "iVantage gives HR a full picture of an employee and their career path."

Other new features in iVantage 4.1 include:
• Enhanced timesheets functionality
• Enhanced self-service features and functionality, including the ability for employees to view pay stubs and update federal and state tax withholding
• Employees can view and modify direct deposit options with the changes automatically made through the payroll provider interface
For more information about iVantage 4.1, please contact SPECTRUM at 800-477-3287 or visit our website at www.spectrumhr.com.

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About SPECTRUM Human Resource Systems Corporation:
SPECTRUM is a leading provider of high functionality HR and workforce management software. As an integrated system and service provider, SPECTRUM delivers a complete range of product-related services including HR system planning, implementation, training, customization, data conversion, and consulting. Among the many accolades SPECTRUM has received over the years, the company was recently named one of the Top 5 Denver-Area Software Developers by Denver Business Journal and received a CODiE award for the Best Human Resource Solution. SPECTRUM can be reached at 800-477-3287 or at www.spectrumhr.com.

About iVantage:
iVantage® is a fully functional web–based human resource information system. Integrated core functionality covers all HR areas, including compensation planning, employee development, benefits administration, attendance, and performance management—all with routing and alert capability. Robust reporting tools include over 250 parameterized reports, metric–style reports, natural language query, and OLAP analysis. The HRIS is available for use with Microsoft® SQL Server 2005 or 2000.




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Impact Achievement Group Reports 48 Consecutive Months of Sales Growth

SEATTLE, Wash., August 7, 2007 -- Impact Achievement Group, a leadership development and training consulting firm, recently celebrated its four-year anniversary with profitability for 16 quarters and running.

Impact Achievement Group has also doubled its client base and revenue in the last year, working with mid-size to large companies nationwide. The company is one of the strongest growing in the leadership development market, according to company chief executive officer Lee Klepinger.

"We've built the company by providing results based solutions, value pricing, and by maintaining our accounts with a relationship focus," said Klepinger. "This builds real loyalty. Our customers appreciate our flexibility, our story-based method, and a practical versus academic approach to our training, products, and services."

With leadership development at its core, Impact Achievement Group provides consulting and training to impact various areas of an organization. Their workshops, processes and tools help impact performance management, customer loyalty, assessment, selection and succession planning, as well as coaching and professional development.

The Cobalt Group, with headquarters in Seattle, has used Impact Achievement Group training services for more than two years. Most recently its IntegraLink Division based in Columbus, Ohio, implemented the Impact Achievement Group's new Leadership Impact Survey™, an assessment tool that evaluates competencies that effective leaders exhibit in managing day-to-day employee performance.

The multinational automotive marketing services company was more than pleased with the results, according to Julia Pizzi, vice president, human resources.

"Our IntegraLink management team took the results of the assessment and have applied them with phenomenal results," said Pizzi. "The individual reports from the assessment were at such a detailed level that they allowed us to create individual development plans. The entire team has been motivated by the improved leadership competence."

Pizzi added that IntegraLink is a very profitable business unit, and the general manager and EVP see that success tied back to individual leaders and their development.

Impact Achievement Group works with companies such as Western Health Advantage, The Boeing Company, Rushforth Taylor Construction, The Kroger Company, Volvo Penta of the Americas, Farmers Insurance, and National Institute of Health.

"What's most encouraging is our customer base represents a cross section of industries and markets that are increasingly aware of the role leaders play in motivating excellent performance that affect the bottom line," added Impact Achievement's Klepinger. "We only see that awareness growing across all types of organizations that are focused on results."

Impact Achievement Group is a training and performance management consulting company that provides assessments, coaching, story-based interactive workshops, and simulations for managers at all levels of the organization. Impact Achievement Group works with organizations, large and small, worldwide; providing tailored services and interactive learning experiences that dramatically improve leadership and management competency for bottom line results. Company experts and co-authors of "People Leave Managers…Not Organizations", Rick Tate and Dr. Julie White are internationally recognized authorities in leadership development, human performance, service quality and communications.

# # #

Contact:
Lee Klepinger
888/248-5553
leek(at)impactachievement.com



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Granite Solutions Groupe Teams Up with Carnegie Mellon West Coast Campus to Provide Students and Alums with Career Development Support

San Francisco, Calif. – August 6, 2007 – Granite Solutions Groupe, a leading provider of recruiting services to the financial services and technology industries, today announced the beginning of a new association with the Carnegie Mellon University (CMU) West Coast campus.

John Henning, director of business development for Granite Solutions Groupe has started a career development blog on CMU West's website to provide a forum for students and alumni to exchange ideas and ask questions concerning career development and job search activities.

The blog will cover a broad range of topics from Resume Writing, Networking, Interviewing Techniques, and Offer Negotiation, to the more subtle art of managing one's career and job progression.

Henning will also be participating in CMU West's popular Dialogue seminar program where he will present on topics relevant to the career development goals of both undergraduate and graduate students.

From his San Francisco office, Henning said "This is a great opportunity for students to get advice on achieving their career goals in a fun, interactive manner, and I'm looking forward to learning from the students as well."

About Granite Solutions Groupe
Granite Solutions Groupe (Granite) is a San Francisco-based recruiting firm whose mission is Recruiting High Caliber Talent for Great Companies. Granite's recruiting team places Financial Services and IT professionals at global firms throughout North America. Contact them online at www.granitesolutionsgroupe.com for more information.



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New CAPTure from Aruspex Equips HR Executives for Strategic Workforce Planning

San Francisco, Calif. / August 07, 2007 – Organizations are increasingly turning to strategic workforce planning, but many don't know where to begin. In response, Aruspex has introduced CAPTure, a new technology suite that enables companies to analyze internal and external demographic trends, identify future scenarios and workforce gaps, and guide human resources professionals to action.

CAPTure (Capability, Availability and Productivity of Talent) goes beyond simple workforce forecasting; it enables customers to weigh the impact of demographics, business strategies, competitors' behavior and other factors inside and outside an organization. It then identifies potential gaps, and guides executives to find the best ways to avert them – whether by hiring new staff, training existing staff, or changing the way work is structured to best suit the available talent pools.

The software suite is available from Aruspex, a consulting firm that provides strategic workforce planning solutions. It's aimed at C-level executives, corporate strategists and HR executives who realize the need to align workforce planning with business strategy.

Using CAPTure's "Current State" profile feature, organizations can view their current workforce and set staffing priorities based on business strategy. Once the profile has been completed, customers can view a "No Change Future State," which applies internal trends to the current workforce and checks them against labor force projections for demographic red flags.

The real power of CAPTure becomes clear in the
"Scenario Planning" phase. Companies can describe as many potential scenarios as they choose, examine the impact of any change in internal and external factors, and compare various outcomes. The suite automatically allocates demographic trends, internal HR trends, business strategies, or other factors which match a select scenario.

Finally, comprehensive "Action Planning" is managed by recommending programs and solutions that offer the best match to the organization's needs. As circumstances change, users can evaluate new possibilities and fine-tune plans.

Developed through years of practical experience, CAPTure addresses a growing paralysis to embrace strategic workforce planning, explains co-founder Stacy Chapman.

"Companies have often misunderstood the role, scope and benefits of workforce planning and typically feel reluctant or unqualified to begin," says Chapman. "CAPTure gives them the tools and guidance they need to take action."

The CAPTure philosophy is rooted in strategic workforce planning, which ensures that staff strategies match an organization's business plan, usually looking 3-5 years into the future. Operational workforce planning is limited to staffing requirements for shorter term goals and objectives.

"The world's leading companies are no longer settling for a basic 12-month staffing plan," notes Tess Walton, Aruspex co-founder. "Instead, they are seeking a long-term view that incorporates external trends such as workforce aging, and that accesses talent pools in a new and strategic way."

About Aruspex
Aruspex delivers strategic workforce planning solutions that help organizations design and attain their future workforce. Our intuitive CAPTure planning software goes beyond simple reporting; it analyzes internal and external demographic trends, identifies future workforce gaps and guides executives and HR professionals to solve different scenarios. The Aruspex model was developed through years of practical experience, and we are passionate about workforce planning. For more information, visit www.aruspex.com.

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New Research Report From Achilles Group Reveals Executives Need for Shared HR Services Report Highlights the Gap Between a Businesss Goals and it

New Research Report From Achilles Group Reveals Executives' Need for Shared HR Services

Report Highlights the Gap Between a Business's Goals and its People Tactics

HOUSTON, TX – August 7th - A recent Achilles Group survey of C-level executives and human resource professionals reveals a significant gap between business goals and its people strategies and tactics.

The resulting research report is titled, '2007 SMB Owner Trends: Aligning People and Business Goals.' The free report is available at: http://www.achillesgroup.com/release_research.php

"Companies have often undervalued their people," says Bill Bradshaw, Vice President of Achilles Group, a strategic HR services firm that serves emerging small and medium sized businesses. "People matter - business success is linked to people not only because labor costs represent the largest ongoing cash disbursement, but because financial performance is tied to the people performance of the organization."

The research report includes:
1. Top challenges facing business owners today
2. SMB solutions for improving people performance and maximizing HR
3. Day-to-day people obstacles and human resource gaps
4. The advantages of HR as an executive team member
5. Most common SMB legal entanglements
6. People management tactics for improving the bottom-line

Studies show that more than 85 percent of companies are satisfied with administrative HR (typically defined as payroll and benefits), but less than 40 percent of all companies focus on strategic HR activities like improving people performance or aligning compensation and rewards with the businesses' goals.

This report details top problem areas for SMB owners and shares solutions from emerging enterprises. The study for this research report analyzed the people and business processes that deliver significant business impact and includes lessons learned and actionable advice.

This report is based on input from more than 100 organizations. Key themes include:
1. Maximizing people
2. Retaining qualified people from a shrinking labor pool
3. The three people areas driving the highest impact are 1. recruiting (33%), 2. employee reviews (14%), and 3. compensation and incentive alignment (11%)
4. Support for growing businesses

"This report confirms that leading companies invest in their people and support them," notes Bradshaw. "Successful businesses believe that success hinges on great people and they focus on the critical areas of employee management, coaching, and leadership development."

Download your copy of '2007 SMB Owner Trends: Aligning People and Business Goals' at: http://www.achillesgroup.com/release_research.php

About Achilles Group: www.achillesgroup.com
Achilles Group is a strategic HR services firm that becomes the HR Director for small and mid-sized businesses, providing HR expertise that SMBs require at approximately 50% of the cost of internal resources.

Typical clients include executives looking for an alternative to building an HR department and companies outgrowing their current HR capabilities. Achilles Group provides HR expertise in support of your businesses goals for more than 12,000 client employees in over 30 states. Started in 2002, the company serves businesses with 20-2,000 employees.


Media contact information:
Denise Bonniwell
e-mail protected from spam bots
713-589-9989




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USA Today Names NCOA's BenefitsCheckUp.org a Cyberspace "Gem"

WASHINGTON, D.C., August 7, 2007 -- The National Council on Aging's (NCOA) BenefitsCheckUp.org was recently named the best retirement finance site on the Web by a group of USA Today staffers.

Named one of the top five "gems of personal-finance cyberspace," BenefitsCheckUp.org is a free and confidential service that enables older Americans and their caregivers to determine their eligibility for benefits programs. Since its inception in 2001, BenefitsCheckUp has served over two million seniors and found billions of dollars worth of benefits for those who qualify.

The USA Today staffers chose BenefitsCheckUp.org because:

- It provides information on more than 1,450 public and private benefits programs for seniors in all 50 states and the District of Columbia.

- The site helps seniors or their caregivers enroll directly in the programs they are eligible for via printable and online application forms.

The newspaper also recognized four other personal finance websites, covering topics such as mutual funds and paying for college. The full article may be viewed at http://www.usatoday.com/money/perfi/basics/2007-06-21-free-websites_N.htm

About BenefitsCheckUp

Developed and maintained by The National Council on Aging (NCOA), BenefitsCheckUp is the nation's most comprehensive Web-based service to screen for benefits programs for seniors with limited income and resources. It includes more than 1,450 public and private benefits programs from all 50 states and the District of Columbia. Since 2001, over two million people have used the service.

About NCOA

The National Council on Aging's mission is to improve the lives of older Americans. NCOA programs help older people remain healthy and independent, find jobs, access benefits programs, and discover meaningful ways to continue contributing to society. A non-profit organization with a national network of more than 14,000 organizations and leaders, NCOA was founded in 1950 and is based in Washington, DC. For more information about NCOA, please visit http://www.NCOA.org.

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Total Risk Management Report for Institutional Investors on Improving Portfolio Returns Risk Managements role in improving portfolio performance by

Total Risk Management Report for Institutional Investors on Improving Portfolio Returns

Risk Management's role in improving portfolio performance by mitigating insurable and uninsurable risks

HOUSTON, TX – August 7th, 2007 – Coupled with less certainty of exit valuation arbitrage and greater competition institutional investors are forced to reduce risk to improve portfolio returns. Reducing risks can mean a quarter turn more of EBITDA details the report 'Portfolio Total Risk Management.'

This complimentary report highlights Total Risk Management's impact on portfolios:
– 43 percent of businesses that experience a major disaster do NOT recover
– 30 to 40 percent of the risk in companies' portfolio is insurable

This report was created for investors and covers mitigating insurable and uninsurable risk in portfolios and examines topics such as:
1. Improving portfolio IRR through risk mitigation and transfer tactics
2. Identifying both "Insurable and Uninsurable" risk
3. Mitigating uninsurable risks

The report, 'Portfolio Total Risk Management' is part of a live webinar event hosted by Equity Risk Partners and Ephor Group. This free webinar will be held August 22nd at 12pm Eastern and all webinar registrants will receive a free copy of the report.

During this interactive webinar industry veterans Garry Meier and Mike Goodwin will challenge investors' notions about insurable and uninsurable risk in their portfolio companies – as well as reflect on commonly practiced risk mitigation strategies of today.

Event: Risk Management's Role in Improving Portfolio Performance
When: August 22nd at 12 pm EDT (11 am CDT)
Where: At your desk
Who Should Attend: Institutional investors and portfolio managers

"Because valuation arbitrage is less certain today improving EBITDA by mitigating insurable and uninsurable risk is a requirement for venture capital and private equity portfolio managers," says Garry Meier.

Read this report to see how investors are reconciling market conditions that are forcing acceptance of greater risk and still delivering investment returns.

Register for this event and receive a copy of the report today at:
https://www.gotomeeting.com/register/793702362

The agenda for the live Risk Management webinar includes:
1. Determining investment risk
2. Aligning investment thesis with portfolio risk tolerances
3. Risk Management dashboard and indicators
4. Minimizing uninsurable or 'Execution Risk' of your portfolios
5. Thoughts and techniques to improve the efficiency, structure, and investment returns in portfolio companies

To sign up for 'Risk Managements Role in Improving Portfolio Equity Valuation', register at: https://www.gotomeeting.com/register/793702362


About the Presenters:
Mr. Garry Meier is highly recognized as an industry thought leader in the business and technology services arena as well as outsourcing sectors. He is a noted speaker on strategic effectiveness, value creation, industry trends, capital appreciation, performance improvement, outsourcing and customer satisfaction. Additionally, he is an advisor to private equity firms and venture firms on their investment strategies and portfolio companies.

Garry Meier founded the Ephor Group and currently focuses on providing board, institutional and C-level guidance to maximize strategic, operational, and equity effectiveness for mid-cap technology and service companies.

Michael R. Goodwin has nearly 20 years operational and financial expertise in business services, healthcare, food services, transportation/distribution, and telecommunications industries. Prior to joining Equity Risk Partners, he was a leader of the M&A Practice for Lockton Companies, Inc.

Mike has been a financial adviser to middle market companies in the areas of restructuring and capital raising and for several years served as CFO of a private equity portfolio company that he co-founded.

About Ephor Group
Ephor Group increases equity valuations for mid-market technology and service based businesses. Our approach is proven, pragmatic, and performance oriented. Our proven methodology, the Perform Business Process™ fills in the gaps where functional expertise and capital are not available internally. Ephor has a history of success, creating over $3.5 billion in shareholder value.

About Equity Risk Partners

Equity Risk Partners is the only full service insurance brokerage and risk management consulting firm focused exclusively on the needs of the private equity industry and its portfolio companies.

By developing long-term, strategic relationships with private equity firms, their portfolio companies and their advisors, we can improve the efficiency, structure and investment returns on private equity transactions.

Across the spectrum of transferable risk, Equity Risk Partners has consulted on over 500+ deals, services 300+ portfolio companies, and works with 60+ investment groups with One Team From Diligence to Divestiture.

Media Contact
Charles Bedard
bedard[at]ephorgroup.com
1 (800) 379-9330


Register for 'Risk Managements Role in Improving Portfolio Equity Valuation' at: https://www.gotomeeting.com/register/793702362



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WorkBlast Partners with CareerTours, Creating World's Largest Video Resume Portal

Phoenix, Ariz. – August 3, 2007 – WorkBlast.com, an innovative leader in the video resume market, has announced that they have partnered with CareerTours, a fast- growing online recruiting company known for its audio & video career "tours." Under the merger, CareerTours will now host more than 15,000 audio and video messages on WorkBlast.com.

Career seekers, who can currently create video resumes on WorkBlast's website, will now be able to learn about career opportunities by viewing video messages (career tours) from organizations with positions to fill. CareerTours.com currently hosts over 15,000 Audio and Video career tours that give job seekers an idea of what it is really like to work at an organization.

"WorkBlast has created the world's largest video resume database and has a strong hold on the college recruiting market," says Aaron Bare, CEO of CareerTours. Nick Murphy, CEO of WorkBlast, agrees, stating, "This enables us to focus solely on video resumes, while providing a complete recruiting resource for both career seekers and employers on WorkBlast.com. We are extremely excited about this partnership."

About Workblast
CEO Nick Murphy, a former NFL player, launched WorkBlast (www.WorkBlast.com) with co-founder/VP Marketing Travis Cloyd in April, 2007. WorkBlast is pioneering technology that will enable employers to quickly search, screen, and hire candidates on-demand via online video resumes.

About CareerTours
CareerTours (www.careertours.com) is a web-based recruiting resource that allows career seekers to experience companies through profiles and Video or Audio tours. The CareerTours solution was developed with the single purpose of eliminating friction in the hiring process and revolutionizing the way companies recruit talent.

MEDIA CONTACTS:
WorkBlast: Nick Murphy - 480.200.5777
CareerTours: Jenn Brooks - 480.258.6622



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iCIMS to Co-Host Webcast on Americas Job Bank Departure

iCIMS to Co-Host Webcast on America's Job Bank Departure

- Talent Platform Provider Offers Technology and Best Practices to Address Compliance Concerns in the Post-AJB Environment -


HAZLET, N.J. (August 3, 2007) – Software-as-a-Service (SaaS) provider iCIMS announced today that it will co-host a complimentary webcast with DirectEmployers Association to address the recent departure of America's Job Bank (AJB). In the wake of the recent phase-out of AJB—the only government funded job board—organizations must find a way to meet federal contractor job posting requirements. The exclusive webcast, scheduled for Thursday, August 9 at 3:00pm EST, will offer Best Practices on meeting these new compliance needs.

iCIMS' Director of Customer Services, Andrew Curtis, will co-present the webcast with Chad Sowash, Director of Business Development at DirectEmployers Association. This unique presentation will feature a discussion on adapting to the post-AJB environment by using technology to streamline recruiting efforts. With a focus on federal compliance, the duo will talk about the proper strategies for posting, tracking, and reporting on jobs and candidates.

"This is more than just an opportunity for us to inform HR professionals about the post-AJB environment," said Curtis. "The webcast further demonstrates iCIMS' ability to meet the evolving needs of corporate recruiters. Our goal is to keep our clients and the recruiting community informed on how they can successfully create and maintain a compliant talent management strategy as the recruiting environment changes."

JobCentral National Labor Exchange, provided by DirectEmployers Association, has become an alternative to AJB, offering a government compliant internet search engine dedicated exclusively to employment. Through iCIMS' unique partnership with DirectEmployers, clients are able to manage federal contractor job posting requirements directly through their iRecruiter™ Talent Platform. When recruiters post job opportunities to their iCIMS-hosted Career Centers, those job descriptions are indexed by JobCentral and are then made available to participating state workforce agency career sites.

Registration is open until the date of the webcast. For more information, email e-mail protected from spam bots or register for free at http://icims.com/news/820/860.


About iCIMS:
iCIMS, a leading Software-as-a-Service (SaaS) provider, is an Inc. 500 honoree focused on solving corporate business issues through the implementation of easy-to-use web-based software solutions. iCIMS' iRecruiter, the industry's premier Talent Platform, enables organizations to manage their entire talent lifecycle through a single web-based application. With 475+ clients worldwide, iCIMS is one of the largest and fastest-growing solution providers in the space. To learn more about how iRecruiter can help your organization, visit www.icims.com.

# # #

Trademarks and registered trademarks contained herein remain the property of their respective owners.


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Harris, Rothenberg International, LLC, Teams Up With American Camp Association® to Provide Helpful Camp Self-Search Tools and Expert Content on the Ca

New York, NY, August 2, 2007 -- Today's working parents need tools to help with important decisions about their children's activities and care, and assistance with finding the right summer camp is top on the list. They also have an urgent need to find high quality summer care options. Whether parents are looking for a day camp program to provide coverage for the whole summer, or a specialty residential camp, they want to make sure that their children are engaged in a safe, nurturing environment that supports growth and learning.

There are many issues to be considered when choosing a summer camp, including schedule, location, affordability, appropriateness of activities and setting, as well as safety and overall quality. In addition, camps can fill up, and busy parents can miss deadlines. These issues often cause unneeded stress and anxiety. And stressed and anxious parents can be unproductive at work and, without a summer care plan, can be increasingly absent over the summer.

To help take this stress off working parents—and make them more productive—Harris, Rothenberg International (HRI), LLC, a global performance management company, has recently announced its partnership with the American Camp Association (ACA) to provide user-friendly, self-search summer camp tools and expert content for parents and children about the camp experience. ACA helps parents find the best camp for their children quickly and efficiently.

ACA's family-dedicated website, www.CampParents.org, is geared toward both the parent and the child and offers information on all types of camp programs for children and teens within the United States. Parents will appreciate the tips and tools for evaluating and selecting summer camps. Parents can also search for programs devoted to children with special needs. And ACA now offers a free new electronic newsletter, CAMP e-News, featuring timely information on the camp experience. "ACA is a great resource for finding appropriate camps that meet high standards of quality and safety," says Annette Balnarine, HRI's Work/Life Manager. ACA is the only national association that accredits camps, using up to 300 standards.

About Harris, Rothenberg International, LLC

Harris, Rothenberg International is a performance management firm. The company helps employers solve their most challenging and complex people issues by removing the barriers that prevent organizations and employees from achieving their best. HRI achieves this by delivering executive services, employee and employer assistance programs, work/life services, behavioral risk management, and training. Founded in 1982 and headquartered in New York City, HRI is one of the oldest and most well respected firms of its kind. HRI currently serves over 2,500 clients and covers over 3,000,000 lives.

For more information on how HRI can help your organization, please call 800-441-7509 or e-mail at e-mail protected from spam bots.

About The American Camp Association

The American Camp Association is a community of camp professionals who, for nearly 100 years, have joined together to share their knowledge and experience and to ensure the quality of camp programs. Because of their diverse 7,000-plus membership and exceptional programs, children and adults have the opportunity to learn powerful lessons in community, character-building, skill development, and healthy living—lessons that can be learned nowhere else.

For more information about ACA, please log on to www.ACAcamps.org or www.CampParents.org.



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WorldatWork Survey: U.S. Employers Hold the Line on Planned Salary Increases

News Release

Contact:
Marcia Rhodes, APR
Media Relations
WorldatWork
Phone: 480/348-7285
E-mail: e-mail protected from spam bots

WorldatWork Survey: U.S. Employers Hold the Line on Planned Salary Increases

August 2, 2007 – Scottsdale, Ariz.– The WorldatWork Salary Budget Survey, the largest of its kind, finds that U.S. companies are planning an overall salary budget increase of 3.9 percent across all employee categories, regions and industries. The report indicates that U.S. companies are planning to hold the line next year: the 2008 salary budget increase is expected to remain at 3.9 percent.

Salary budget increases have risen one-tenth of a percent each year since 2004, according to the 34th annual WorldatWork Salary Budget Survey. WorldatWork, an international association of human resource professionals and business leaders focused on attracting, motivating and retaining employees, conducts the largest and most comprehensive salary budget survey in the industry.

Salary budgets – the total amount of money allocated by an organization for all employee salaries – do not include other employment hard costs, i.e. medical/dental insurance, payroll taxes, 401(k) match, etc. Base pay increases may come from merit increases, cost of living increases and general increases (promotional increases are excluded).

"Modest 2007 salary budget increases of 3.9 percent, which are expected to plateau in 2008, present a challenge for managers," said Anne C. Ruddy, CCP, president of WorldatWork. "They will have to think more holistically and learn the art and science of 'total rewards' to attract, motivate and retain talent."

WorldatWork Salary Budget Survey data includes results for the United States and Canada, major metropolitan areas in the two countries, major industries as well as data by organization size.
Washington, D.C. employers (see chart) report the highest total salary budget increase (4.1 percent) of all the surveyed metro areas. The biggest increase from 2006 to 2007 (3.7 percent to 4.0 percent) occurred in Houston.

Salary Budget Increases by Major Metropolitan Area (U.S.)
Actual 2006 Actual 2007 Projected 2008
NATIONAL 3.8% 3.9% 3.9%

Metro areas:
Actual 2006 Actual 2007 Projected 2008
Atlanta 3.6% 3.8% 3.9%
Baltimore 3.7% 3.8% 3.9%
Boston 3.7% 3.9% 4.0%
Chicago 3.7% 3.9% 3.9%
Cincinnati 3.6% 3.7% 3.9%
Cleveland 3.6% 3.7% 3.8%
Dallas 3.8% 3.9% 3.9%
Denver 3.8% 3.8% 3.9%
Detroit 3.6% 3.7% 3.8%
Houston 3.7% 4.0% 3.9%
Los Angeles 3.8% 3.9% 3.9%
Miami 3.7% 3.8% 3.9%
Minneapolis 3.6% 3.8% 3.8%
New York 3.8% 3.9% 3.9%
Philadelphia 3.7% 3.8% 3.9%
Phoenix 3.7% 3.8% 3.9%
Pittsburgh 3.6% 3.8% 3.9%
Portland 3.6% 3.8% 3.9%
San Diego 3.8% 3.8% 3.9%
San Francisco 3.8% 3.9% 4.0%
San Jose 3.7% 3.8% 3.9%
Seattle 3.7% 3.9% 3.9%
St. Louis 3.7% 3.8% 3.8%
Tampa 3.8% 3.7% 3.9%
Washington, D.C. 4.0% 4.1% 4.1%


Other key findings from the WorldatWork Salary Budget Survey include:

• As in 2005 and 2006, the largest salary budget increases this year are targeted for officers/executives, outpacing workers in the three other employee categories, i.e. nonexempt hourly nonunion, nonexempt salaried, exempt salaried. In 2007, officers and executives experienced salary budget growth above 4 percent for the first time in six years.

• Companies with fewer than 500 employees reported the highest actual salary budget increase in 2007 at 4.1 percent. The biggest companies (more than 20,000 employees) reported an increase of 3.7 percent.


• Among major industries surveyed, public administration had the largest actual salary budget increase (4.3 percent) this year. The smallest increases (3.7 percent) were found in the transportation/utility and retail sectors.

• The percentage of organizations using variable pay increased slightly from 79 percent in 2006 to 80 percent in 2007, continuing a steady upward trend in the use of compensation that is contingent on performance or results achieved.

Media interested in a complimentary e-copy of the report may contact Marcia Rhodes at e-mail protected from spam bots or 480/348-7285. All others, please contact Customer Services at 877/951-9191. The cost is US$210 per copy.

Survey respondents are WorldatWork members employed in the HR, compensation and benefits departments of mostly large North American companies. Combined, the survey's 2,500 participating organizations represent more than 15 million North American employees.

Note to editors: A Salary Budget Survey is different from a Salary Survey in that a salary survey compares salary data for specific positions by title and location. On the other hand, salary budget survey results are a benchmark used by employers and HR practitioners to understand what the competitive labor market is planning to spend on salary increases.

About WorldatWork®
The Total Rewards Association
WorldatWork (www.worldatwork.org) is an international association of human resource professionals and business leaders focused on attracting, motivating and retaining employees. Founded in 1955, WorldatWork provides practitioners with knowledge leadership to effectively design and implement strategies and practices in total rewards – compensation, benefits, work-life, performance and recognition, development and career opportunities. WorldatWork supports its 30,000 members and customers in 75 countries with thought leadership, education, publications, research and certification.

The WorldatWork group of registered marks includes: WorldatWork®, workspan®, Certified Compensation Professional or CCP®, Certified Benefits Professional® or CBP, Global Remuneration Professional or GRP®, Work-Life Certified Professional or WLCPTM, WorldatWork Society of Certified Professionals®, and Alliance for Work-Life Progress® or AWLP®.

WorldatWork Journal, WorldatWork Press and Telework Advisory Group are part of the WorldatWork family.



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HireAbility.com ® Members Value Companys Networking and Split Placement Abilities, Survey Says

Londonderry, NH – According to recent survey conducted by HireAbility.com, LLC, a leader in integrated parsing software and recruiting services, 87.8 percent of its Recruiter Network members said they joined the company to increase their split placements, while 63.4 percent said being networked to others in the staffing industry tops their list. And according to members, HireAbility is delivering.


Recently, HireAbility.com Recruiter Network member Recruiter Network member, John Bartuska, President and Managing Member of Good Name Staffing and Consulting, LLC, said using HireAbility's Talent Trader program enabled him to connect with Katherine Prodger, Owner of KTech Executive Search, Inc and make a lucrative split placement worth a whopping $29,000 placement fee . "I'm a fan of HireAbility's Talent Trader," Bartuska said. "I was able to hook up with Katherine and make a successful split placement quickly and efficiently."

Prodger said using Talent Trader helped to make the split placement happen in a short amount of time. "I posted my position and John and I contacted quickly," she said. "He seemed to get a match right away and submitted excellent candidates. I'm thrilled."

Bartuska also commented on HireAbility's job exchange postings for staffing professionals. "There's plenty of postings up there," he said. "I mean there's literally hundreds. I am very pleased with my experiences thus far."

Increasing placements and networking with other recruiters aren't the only reasons members are flocking to HireAbility, whose membership growth has topped 75 percent annually; access to valuable recruiting services at favorable pricing tops the list. This summer, BizzwithBuzz(sm) a creative Web site company, has been busy building Web sites for many of HireAbility's members, and subscriptions to Yahoo! ®, HotJobs®, InfoGIST™, and ZoomInfo™ accounts have reached all-time highs with over 50 percent of HireAbility's paying members subscribing to our partners' add-on services.

"Our survey shows how valuable and important providing split placements opportunities, a strong network base, and access to valuable services are to our clients," said Craig Silverman, Executive Vice President of Sales and Marketing at HireAbility.com. "With many of our members using our latest and greatest placement tool, Talent Trader, clients are closing split placements and building strong business relationships in the process, which increases their chances of finding top talent for their clients and filling more jobs in the future."


HireAbility's Director of Business Development Andrew Stock said it's important for recruiters to understand the value in split placements and building business relationships. "There's a lot of revenue to be generated here," he said. "If recruiters and staffing professionals utilize the technology and foundation we have provided for them, there's no stopping the amount of success they can have. I am excited to see Talent Trader's progress."

For more information on HireAbility's Recruiter Network and Talent Trader Opportunities, visit www.hireability.com, or call 603-432-6653.



About HireAbility.com, LLC

HireAbility.com, LLC is a privately held recruiting services and software company based in Londonderry, NH with additional offices in Redwood City, CA. Since 1999, HireAbility.com's software and services have raised the bar for industry excellence, and have improved talent acquisition with laser-focused precision. HireAbility processes the world's resumes by integrating its ALEX resume parsing software into solutions from leading providers of job sites, Applicant Tracking Systems, and HR Information Systems. HireAbility connects the world's recruiters in the fastest growing network of corporate, agency and independent recruiters centered on making placements.

About HireAbility's Talent Trader

Talent Trader is a hosted professional networking platform combining the best features from professional and social networking Web sites coupled with functions and tools specific to the staffing industry. It features an intuitive interface allowing users to be fully functional within a matter of minutes. Interestingly, HireAbility utilizes Talent Trader as its own platform for connecting the Recruiter Network, which has over 350 staffing firms and corporate hiring authorities. Visit http://www.hireability.com/rn for more information.









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THE NORTH CENTRAL GROUP SELECTS ERCs SELECTECH® WORKFORCE MANAGEMENT RECRUITING SOLUTION

Norwalk, CT. --- (July 31, 2007) --- ERC Dataplus, Inc., a leading provider of recruiting software solutions, announced today that The North Central Group, headquartered near Madison, Wisconsin, has selected ERC's Selectech Workforce Management System to support The North Central Group's recruiting and employee selection process.

The North Central Group's VP of Human Resources, Laura Jaggi, said, "We are thrilled to be working with ERC and we look forward to all the wins that the ATS is going to create for our recruitment and hiring processes! We currently have 20 hotels in our portfolio with four brand new hotels opening within the next six months. Having an automated system that will allow our recruiters and hiring managers to focus their time only on qualified applicants who make it through the pre-qualification and assessment process will make them much more productive and efficient."

"We are extremely pleased to have been selected by The North Central Group as the vehicle to support attracting, hiring, and retaining the workforce it wants to support its growth," said Paul Rathblott, CEO of ERC Dataplus.

About The North Central Group

The North Central Group is a Wisconsin-based owner, developer and operator of quality hotels built on enduring principles and an unbridled passion for hospitality and real estate development. Founded in 1981, The North Central Group currently manages 20 hotels under six different franchises.

Made up of three entities - North Central Group Hotel Investors, LLC, North Central Mortgage, Inc., and North Central Management, Inc., - expertise and experience enable The North Central Group to develop, finance and operate hotels that guests want to come back to again and again.

The North Central Group is a company of believers. We believe in our team members, as demonstrated by our Pledge to Our Team Members. We believe in giving our guests and customers exceptional service, as seen in our Promise to Our Guests. We believe in making the most of our hotel owners' investment, which is outlined in our Commitment to Our Owners. We believe in excellence. We proudly stand by our Unconditional 100% Satisfaction Guarantee, which states: "We guarantee high-quality accommodations, friendly and efficient service, and clean, comfortable surroundings. You'll be completely satisfied, or your stay is on us."

To learn more about The North Central Group and our hotels, visit www.ncghotels.com.

About ERC Dataplus

ERC Dataplus delivers Web-based HR management solutions that help organizations improve their hiring processes and results. Since 1993, ERC has enabled leading financial service firms, call centers, retailers, hospitality organizations and Fortune 2000 companies to automate and enhance their employee recruitment, selection, development and retention.

ERC's comprehensive solutions help manage the entire hiring process from applicant pre-qualification, assessment and interview coordination through on-boarding. In addition to saving time and limiting administrative burdens associated with high-volume employee recruiting, ERC solutions improve the quality and quantity of qualified candidates, reduce turnover, fill openings more quickly and provide analytics that allow organizations to better manage and measure all hiring-related activities.

ERC also offers post-hire HR technology through its performance management and multirater assessment applications, talent inventory management, and employee surveys (new hire, exit and climate surveys).

ERC's applications are modular in design and easy to use allowing clients to select what they need, when they need it. To learn more about ERC and its portfolio of cost effective staffing solutions, visit www.ercdataplus.com or call 1-888-ERC-CORP (372-2677).



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