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.



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

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

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