American Community Introduces Coverage On Demand(TM), A Revolutionary Concept in Health Insurance Unique plan allows policyholders to buy additiona

Livonia, Mich., February 29, 2008 – American Community Mutual Insurance Company, a leading provider of Individual and Group health insurance, announced today the introduction of Coverage On Demand(TM), a unique plan with four levels of health insurance benefits that allows each family member the ability to purchase additional coverage as needed, even after a medical event. The new product is available for individuals and families in Michigan, Missouri and Ohio, with an effective date of April 1, 2008.

Coverage On Demand is a PPO (preferred provider) health plan that gives budget-conscious consumers the choice to buy additional coverage when they need it. To increase coverage, the insured pays an activation fee for each additional level of coverage needed to cover any accidents or illnesses, even after they occur. The premium remains the same throughout the 12-month benefit period, regardless of the changes in coverage levels.

Four levels of benefits are available per individual and benefit period. At the beginning of each new Coverage On Demand benefit period, coverage returns to Level 1 for all family members. The following level(s) of coverage are available:
·Level 1: Benefits up to $5,000
·Level 2: Benefits up to $15,000
·Level 3: Benefits up to $30,000
·Level 4: Benefits up to $5 million lifetime maximum

"We know consumers are tired of paying for more coverage than they ever use," said Neal Spero, Senior Vice President and Chief Marketing Officer. According to the 2005 Milliman Health Cost Guidelines, 92% of consumers don't have more than $5,000 worth of medical claims in a year. "With Coverage On Demand, policyholders start out with basic coverage, with benefits up to $5,000 per benefit period. This keeps the monthly premium low. However, should they ever need additional coverage, they can increase their benefits at any time, without providing proof of good health."

In addition, Coverage On Demand includes these quality benefits and valuable services:
·$250, $500 or $1,000 Individual deductible per benefit period
·Industry-leading accident benefit that waives the deductible
·Deductible waived for preventive care
·Prescription drug discounts and options
·Provider networks that include leading hospitals and doctors
·Optional maternity and dental coverage
·Unprecedented customer service
·$5 million medical lifetime maximum

"Coverage On Demand is a unique solution for individuals and families who need to tighten their monthly budgets," said Spero. "American Community is committed to offering access to quality health insurance options to meet the needs of today's customers."

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 41 states. The company markets individual and group health insurance products in nine states through an agency force of 12,000. For more information, visit www.american-community.com.

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American Community Introduces Coverage On Demand(TM), A Revolutionary Concept in Health Insurance Unique plan allows policyholders to buy additiona

Livonia, Mich., February 29, 2008 – American Community Mutual Insurance Company, a leading provider of Individual and Group health insurance, announced today of the introduction of Coverage On Demand(TM), a unique plan with four levels of health insurance benefits that allows each family member the ability to purchase additional coverage as needed, even after a medical event. The new product is available for individuals and families in Michigan, Missouri and Ohio, with an effective date of April 1, 2008.

Coverage On Demand is a PPO (preferred provider) health plan that gives budget-conscious consumers the choice to buy additional coverage when they need it. To increase coverage, the insured pays an activation fee for each additional level of coverage needed to cover any accidents or illnesses, even after they occur. The premium remains the same throughout the 12-month benefit period, regardless of the changes in coverage levels.

Four levels of benefits are available per individual and benefit period. At the beginning of each new Coverage On Demand benefit period, coverage returns to Level 1 for all family members. The following additional level(s) of coverage are available:
·Level 1: Benefits up to $5,000
·Level 2: Benefits up to $15,000
·Level 3: Benefits up to $30,000
·Level 4: Benefits up to $5 million lifetime maximum

"We know consumers are tired of paying for more coverage than they ever use," said Neal Spero, Senior Vice President and Chief Marketing Officer. "According to the 2005 Milliman Health Cost Guidelines, 92% of consumers don't have more than $5,000 worth of medical claims in a year. With Coverage On Demand, policyholders start out with basic coverage, with benefits up to $5,000 per benefit period. This keeps the monthly premium low. However, should they ever need additional coverage, they can increase their benefits at any time, without providing proof of good health."

In addition, Coverage On Demand includes these quality benefits and valuable services:
·$250, $500 or $1,000 Individual deductible per benefit period
·Industry-leading accident benefit that waives the deductible
·Deductible waived for preventative care
·Prescription drug discounts and options
·Provider networks that include leading hospitals and doctors
·Optional maternity and dental coverage
·Unprecedented customer service
·$5 million medical lifetime maximum

"Coverage On Demand is a unique solution to individuals and families that need to tighten their monthly budgets," said Spero. "American Community is committed to offering access to quality health insurance options to meet the needs of today's customers."

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 41 states. The company markets individual and group health insurance products in nine states through an agency force of 12,000. For more information, visit www.american-community.com.

# # #



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listed above.

STAFF MANAGEMENT ENTERS MULTI-YEAR MANAGED SERVICE PROVIDER AGREEMENT

CHICAGO, February 28, 2008 – Staff Management, a pioneer of high-volume, vendor-on-premise (VOP) and Managed Service Provider (MSP) staffing solutions, announced today that it has secured an exclusive MSP agreement with a leading provider of comprehensive waste and environmental services in North America. Under the terms of the multi-year MSP contract, Staff Management will oversee their client's staffing supplier network and contract labor utilization across the company's more than 1,000 locations.

"Our client was looking for a more robust, integrated solution that leveraged industry best practices," said Caroline Storey, Staff Management's Senior Director of Sales. "By choosing Staff Management, our client can take advantage of a proactive, staffing supplier management strategy while continuing to use Fieldglass InSite®, its proven Vendor Management System (VMS), for automation and visibility across the entire contingent labor supply chain."

Staff Management was considered as a potential vendor given its deep, domain expertise in the light industrial staffing sector, intimate knowledge of contract labor arrangements, and proven success in managing complex staffing programs across all skill categories. The 20-year old firm's clients include some of the more recognizable names in the Fortune 500 list of corporations.

About Fieldglass
Fieldglass, Inc. provides the leading unified technology platform for acquiring all human capital, including contingent workers, services and direct hires. The award-winning, on-demand InSite® product suite helps companies determine the right worker composition across all labor types and tap into known talent resources, such as alumni, retirees and interns. Using InSite, global companies can reduce hiring cycles, enforce compliance and control spend to remain competitive.

Fieldglass customers representing Global 2000 firms, including Allstate, GlaxoSmithKline, Johnson & Johnson, Metavante, Verizon Wireless and Wyeth, use InSite to manage contingent workers in a variety of categories, including light industrial, IT and administrative, and the procurement of projects, offshore and deliverables-based work. Demonstrating Fieldglass' expertise, customers report a 20 percent reduction of total services spend and procurement cycle times up to 70 percent lower, delivering immediate impact to the bottom line. For more information, visit www.fieldglass.com.

About Staff Management
Chicago-based Staff Management is the pioneer of high volume, vendor-on-premise and end-to-end supplier management solutions for strategic users of a contingent workforce. Major organizations across America rely on Staff Management for their expertise and leadership in the staffing industry. These Fortune 500 companies consistently experience reduced labor costs, turnover, overtime and administrative burden as a result of Staff Management's unique ability to customize the optimal staffing solution for them. For more information, please visit www.staffmanagement.com or call (800) 746 9462. Staff Management is a charter member of the U.S. Immigration and Customs
Enforcement IMAGE Program.

###


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listed above.

TEDS Announces New Competency Management Study

Atkins, VA – February 28, 2008 TEDS®, Inc., originator of the fully integrated enterprise-wide talent management solution, announced today the availability of a new and comprehensive research study, Competencies: Gateway to Integrated Talent Management. The study, conducted by Bersin & Associates, explores the foundational and critical role that competencies play in optimal talent management.

In the study, Bersin & Associates' Senior Analyst, Kim Lamoureux, presents best practices for implementation of competency management initiatives within an organization in order to provide a solid foundation for talent management. Lamoureux defines the different types of competencies, demonstrates how each type is used, and explores the role competencies play in recruiting, learning, performance management and succession planning. Detailed research findings demonstrate how effective competency management can lead directly to improved talent management and enhanced business performance.

Within the larger study are important case studies on competency management implementations by TEDS customers Steelcase and Eastman Chemical. In the case studies, these industry-leading companies share their strategies for developing, prioritizing and managing leadership and functional competencies that are critical to honing a competitive edge.

Key elements of this study were presented in a recent TEDS-sponsored Webinar, attended by approximately 1,000 participants. The study is now available for free download at www.teds.com

"The TEDS® Talent Management suite operates from a central data repository for all modules and employs a common architecture throughout," said Joe Ellis, TEDS' founder and CEO. "Therefore, competency management can easily become a solid foundation for all other aspects of talent management, from learning to succession planning. I believe this study will be of interest and value to all organizations, whether they are just beginning their journey toward talent management or are well on their way."

TEDS has managed competencies for more than 15 years. The average number of competencies at TEDS customer organizations is over 5,000 and one customer uses the TEDS suite to manage 150,000-plus competencies organization-wide.

About TEDS
TEDS®, Inc. offers the only comprehensive, enterprise-wide talent management solution that addresses learning, performance, compliance, competencies, recruiting, and succession. Employing one platform, TEDS strategically aligns business objectives with all facets of the talent lifecycle. 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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listed above.

Choose Better Alternatives to 360 Assessments, Advises Impact Achievement Group

SEATTLE – Feb. 28, 2008 – Talent Management Magazine has published Impact Achievement Group's article, "Alternative to 360s: The Manager's Role", in its February issue, describing the importance of managers and the practices they use to inspire exceptional employee performance.

The manager-employee relationship is the most important factor for motivating engagement, loyalty and discretionary effort among employees. And management practices significantly influence the quality of that relationship, according to authors Rick Tate and Dr. Julie White, Impact Achievement Group senior managing partners and internationally recognized experts in
leadership development and communication skills training.

Generic 360 assessments – provided by peers, direct reports, the boss, the boss' peers, even customers – are often too broad to help leaders effectively manage their employees' performance. They provide managers no clear steps for improvement and leave them virtually alone in finding and implementing more effective management practices.

"A much better approach is to use a focused, direct report assessment – evaluations by those most affected by the manager's abilities," said Dr. White. "The type of assessment provides the manager with more specific information on how they are perceived by their employees, and how they can improve their effectiveness in managing them."

White added that the direct report assessment should also evaluate characteristics and leadership practices that motivate extra effort, high performance and loyalty. And importantly, assessments should directly relate to management training curriculum used within the organization.

One such direct report assessment is Impact Achievement's Leadership Impact Survey™, designed to survey two critical organizational performance areas: how direct reports view the appropriateness and effectiveness of their daily management, and their perspective of the current working environment, of course in areas that managers control.

"Alternatives to 360s: The Manager's Role" is available at
http://www.talentmgt.com/assessment_evaluation/2008/February/539/index.php

About Impact Achievement Group
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 organizations worldwide. Impact Achievement Group helps companies dramatically improve management and leadership 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
leek (at) impactachievement.com
888/248-5553

Gail DeLano
Fisher Vista/HRmarketer
gdelano (at) fishervista.com
831/588-1567




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listed above.

Innovative Irish company to hold breakfast briefing to discuss the future of Talent Management.

Candidate Manager is a leading global provider of 'user-friendly' Talent Management solutions. As our phenomenal success in the New England region continues and in keeping with tradition at this time of year, it is our pleasure it invite you to a full Irish breakfast at the Jury's Hotel in Boston on Friday, March 14th. A premier Irish Government official will also be in attendance.

Guest Speakers Include:

Industry Expert - Madeline Tarquinio – Madeline will be presenting on current trends within the HR marketplace and how organizations are striving to improve Talent Management strategies.

Current Clients – We will also have key users discuss how Candidate Manager has enabled them to refine their recruitment strategies while reducing costs.

About Us - Candidate Manager is a leading global provider of 'user-friendly' Talent Management solutions. Our global headquarters is located in Dublin, Ireland with North American headquarters in Boston, MA. Candidate Manager's innovative solutions are utilized by organizations of all sizes (200-10,000 employees) & sectors.

Please join us for an Irish celebration and for some insights that will prove useful to you and your organization.

Date: Friday March 14, 2008
Time: 7:30am Registration, 8:00 – 9:30am Breakfast Session
Venue: Jury's Hotel, 350 Stuart St, Boston, MA
Format: Brief presentation during breakfast
RSVP by 10th March: e-mail protected
from spam bots



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listed above.

CERTPOINT Cited as a Robust Learning Suite Provider and A Strong Performer in Enterprise Learning Management Suites by Independent Research Firm

Long Island, NY, February 14, 2008- CERTPOINT, a global provider of enterprise software for performance and learning management, today announced a leading independent industry analyst firm, Forrester Research, has categorized the company and its solution as a 'Strong Performer' in their February 2008 report: The Forrester Wave Enterprise Learning Management Suites, Q1 2008. In the report, Forrester states that CERTPOINT has grown "into a robust learning suite provider."

The Forrester Wave evaluates learning management system vendors through a 90-criteria evaluation process. CERTPOINT received a score of 4.10 out of 5.0 for Content Management, 4.0 out of 5.0 for Product Enhancement and 4.0 out of 5.0 for Technology Partners.

As the report outlines, "with an investment from CERT (The Center for Excellence in Research and Training), a research organization and financial backer in the United Arab Emirates, CERTPOINT has the financial resources to continue to build out the learning product and talent management."

"We're delighted by Forrester's "strong performer" rating. Our next generation codenamed "RAK 7.0" will further demonstrate our forward thinking. RAK 7.0 anticipates the needs of tomorrow's knowledge workers and the increasingly dynamic environment in which they will need to perform. RAK 7.0 takes the concept of talent management and knowledge transfer to new levels of intuition, mobility, anticipation, and business accountability," said Ara Ohanian President and CEO of CERTPOINT.

According to the Forrester Report, "organizations buy LMS software to automate the administration, tracking and reporting on classroom and online training and knowledge related events for geographically dispersed workforces."

"CERTPOINT is gratified that after such an exhaustive, hands-on review of our product and strategy, Forrester has placed us in our current position," said CERTPOINT CEO, Ara Ohanian. "We are especially encouraged with many of the trends identified in the report, such as the continued preference of customers for pure-play vendors and the increasing importance of training channel and reseller partners. As Forrester notes, 'CERTPOINT has the financial resources to continue to build out the learning product and talent management' and we expect to capitalize on the opportunities outlined in the
report."

###

About CERTPOINT

CERTPOINT provides an all-in-one software suite to manage talent, deliver knowledge and track business results. Global leaders like Toyota and Black & Decker use CERTPOINT's technology to arm their employees and partners with the knowledge they need to win and retain customers. CERTPOINT helps more people in more places easily gain knowledge faster with measurable business results. Founded in 1996, CERTPOINT is used by more than 1000 businesses in over 35 countries and languages to deliver knowledge beyond the organization deep into sales and service channels. Please visit www.certpointsystems.com.



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listed above.

Cytiva Moves into Larger Vancouver Headquarters

Cytiva Moves into Larger Vancouver Headquarters

Record Growth Brings New Offices for Canadian Software Developer

VANCOUVER, BC – February 27, 2008 – Cytiva Software Inc. (CRX:TSX-V), a leading provider of on-demand recruiting, performance management and educational administration software solutions, announced the relocation of its corporate headquarters in British Columbia to a new, larger facility in downtown Vancouver.

The Company is combining the offices of their current Burnaby headquarters and the West 3rd office of newly acquired one45 Software.

Cytiva's revenues grew nearly 60% in 2007 and with the acquisition of one45 Software in December, the Vancouver headcount has doubled. The new facility, located at 850 West Hastings Street, 8th Floor, Vancouver, BC V6C 1E1, will house administrative, research and development and client services personnel.

The new facility is nearly triple the size of the previous space and is expected to easily accommodate existing employees as well as anticipated growth for the next few years. Cytiva anticipates another significant increase in revenue for 2008.

"The acquisition of one45 and the imminent launch of our new SonicPerform performance management software system has increased our headcount and revenue dramatically," said Jason Moreau, president and CEO of Cytiva Software. "The fact that we were able find a new building to accommodate our combined workforces that is close to the water, downtown amenities, transportation hub and the financial district is very encouraging."

In addition to its Vancouver headquarters, Cytiva maintains U.S. headquarters in Emeryville, CA, as well as satellite offices in Petaluma, CA, Marlborough, MA, Grand Rapids, MI, and Dallas, TX.

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
recruiting software, 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 220 organizations use Cytiva software, including Coca Cola Bottlers, Mazda, Ocean Spray, 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 and One45, which Cytiva is proposing to acquire. These statements are based on current expectations and estimates about the human resources markets in which both Cytiva and One45 operate 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. In addition, the acquisition of One45 by Cytiva is subject to various conditions, including a due diligence review, the entering into of a formal share purchase agreement and regulatory approval. 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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listed above.

New White Paper Examines the Hallmarks, Advantages of a Strategic EAP over Gatekeeper Benefit Models

NEW YORK / February 27, 2008 – The advent of managed care has cheapened many of America's employee assistance programs, in both costs and in the services they offer. Today's employers have two models of EAPs to choose from—the strategic model or the benefits-driven model—and making the wrong choice can have serious business consequences.

That's the theme of a new white paper from Corporate Counseling Associates (CCA), a provider of human capital consulting, EAP and work/life services. "EAPs: Commodity or Workforce Investment?" is authored by Robert Levy, president of CCA, and examines the hallmarks of a strategic EAP as well as the pitfalls of what he terms a "gatekeeper" model.

"More than ever, organizations need to recognize whether their EAP is a trusted business partner or a simple benefit commodity," says Levy. "A consultative program shows its true value when disasters and workplace calamities strike, but it's equally important to have a firm that can handle everyday employee problems such as mental illness, behavioral issues, or substance abuse."

The complimentary report can be downloaded by visiting CCA's Web site at: http://www.corporatecounseling.com/channels/news/WhitePapers.htm

While EAPs originated in the 1950's and 1960's as a tool for addressing occupational alcohol problems, the rise of managed care has transformed employee assistance programs into a healthcare benefit, away from their core value of aiding employee performance. Many providers have been shifted to regional call centers, despite the fact that millions of employees suffer from workplace impediments.

Even though consultative EAP services cost less than $30 per person to provide, many employers continue to focus more on prices than productivity gains. To that end, the CCA paper also examines the costs of untreated employee problems, including substance abuse, obesity, depression and other mental illnesses. It also traces the history and evolution of EAPs to give context to the current environment.

"The best employee assistance programs provide a unique business advantage by combining an expertise in human behavior with a deep knowledge of workforce dynamics," notes Levy. "If all an EAP offers is a commoditized benefit, it's hard to see the value."

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 reduces business risk triggered by people issues. CCA's key service offerings include EAP, Work/Life & Risk Mitigation, Learning and Organization Development and Human Capital Consulting.

With more than 23 years of experience, CCA brings a full-time staff of industrial and clinical psychologists, social workers and counseling professionals to solve human capital-based business problems. 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 Contacts:
Georgia Critsimilios, Corporate Counseling Associates
212-686-6827
ghc(a)corporatecounseling.com

Elrond Lawrence, Fisher Vista for CCA
831-757-9100
elawrence(a)fishervista.com

###


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Morehead Webinar Presents Method for Enabling Organizations to Lower Risk of Union Formation

CHARLOTTE, N.C. – Feb. 27, 2008 – Morehead, the human capital research firm, will host a webinar titled "Predicting an Organization's Vulnerability to Unionization." During the hour-long webinar, Morehead will present their method that enables organizations to prioritize information and take key actions aimed at lowering the risk of union formation. The webinar will be broadcast on Thursday, March 13 at 1 p.m. eastern time.

Morehead's David Rowlee, Ph.D., vice president of Research and Development, and Patrick Corrigan, director of Business Development, will present the factors, such as job stagnation, substandard benefits and disrespectful superiors, that influence employees to engage in union activity. They will also discuss the specific issues, including communications that make employees feel heard, treating employees with respect and providing meaningful work that an organization can address to reduce the likelihood of a unionized workforce.

Morehead will illustrate the factors that drive union activity and the ability to predict the likelihood of union formation through an analysis of an academic and teaching hospital in the south and a faith-based community hospital in the northeast. Rowlee and Corrigan will also present Morehead's approach in guiding the hospitals to maintain an engaged and productive workforce that is less likely to unionize.

To sign up for the free webinar, visit http://moreheadassociates.com/events/contents_event43.html.

About Morehead
Morehead delivers human capital surveys, metrics and solutions that enable leaders to (1) target and focus human capital initiatives, (2) prioritize systemic change, (3) inform work unit interventions, and (4) align employees with business strategies. Morehead's clients include healthcare providers, financial institutions, government agencies, universities, service providers, and manufacturers. For more information, visit www.moreheadassociates.com.

Media Contact:
Wanda Craig
800.849.2292 x 5515
wcraig(at)moreheadassociates.com



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New DVD Teaches Seven Deadly Sins of Employment Law to CEOs

Brentwood, TN (February 26, 2008) – A new training DVD,
Executive Summary: Employment Law for the C-Suite, is teaching CEOs and other C-level leaders how their behavior and policies can devastate their organizations and their reputations.

The 50-minute video, from M. Lee Smith Publishers and renowned management attorney John B. Phillips, Jr., is in response to the increasing number of sexual harassment, discrimination and other complaints lodged against top corporate executives.

"When an employee of an NBA basketball team claims harassment and is awarded over $11 million, everyone hears about it," says Phillips, who hosts the presentation. "But what the public doesn't hear about are the thousands of settlements and awards hitting lower-profile companies. And a good percentage of them have executive misconduct at their root."

In Executive Summary: Employment Law for the C-Suite, he addresses seven areas where executives can drag their organizations into a legal quagmire, such as behavior that can be seen by subordinates as retaliation for whistle-blowing and reacting illegally to a union organizing campaign. Phillips lays out the risks of violating wage and hour laws that dictate overtime and prohibit hourly employees from working off the clock. And he details eight characteristics of effective leaders that enable them to get the most out of managers and employees.

"A company's HR department may be uncomfortable raising such issues with the CEO or other C-level executive," says Dan Oswald, President of M. Lee Smith Publishers. "So we asked John to record the same seminar he's privately given to top managers around the country. Because he's been counseling and advising management for over 30 years, he's got the presence and experience needed to get their attention."

"The days when an executive didn't need to have a working familiarity with employment law are over," says Phillips. "Employees are too willing to sue, and juries are too eager to punish. And even without a lawsuit, executives behaving badly cost companies through turnover and low morale."

For example, a jury recently awarded over $260,000 to an Oklahoma bank employee who was fired after he told executives he would testify in a co-worker's harassment suit. In another case, a national equipment rental chain was hit with a $827,000 verdict, after top brass fired a 61-year-old store manager based on a middle manager's reports and replaced him with a 31-year-old. The fact that said reports were bogus didn't matter, according to Suffolk University School of Law professor Marc Greenbaum.

"If senior executives could hide behind claims of ignorance, even if well founded, it would severely undercut the enforcement of the discrimination laws," says Greenbaum.

Executive Summary: Employment Law for the C-Suite is available on a 30-day review basis by calling 800-274-6774 or visiting www.HRhero.com/c-suite

About John B. Phillips, Jr.

Phillips has served as Associate General Counsel for Employment Law at Coca-Cola Enterprises, Inc. and is of-counsel with the law firm of Miller & Martin. Prior to filming Executive Summary: Employment Law for the C-Suite, he was the lead presenter for the video-based training program Danger Zones for Supervisors, both editions of which were named a Top 10 Training Product by Human Resources Executive magazine. He also serves as moderator for the Advanced Employment Issues Symposium, for 12 years a leading employment law conference for HR professionals and corporate counsel.

About M. Lee Smith Publishers LLC

Brentwood, Tennessee-based M. Lee Smith Publishers LLC is a 33-year-old provider of print and electronic information resources to the corporate Human Resources and legal markets. Their list of largest clients closely matches the FORTUNE 500 while their overall customer base includes managers in every industry sector.

Contact: Pete McPherson, 615-661-0249, ext. 8057 or e-mail protected
from spam bots
On the Web:
www.HRhero.com/c-suite



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CERIDIANS HEALTH COACHING OFFERING RECEIVES URAC ACCREDITATION

MINNEAPOLIS – February 26, 2008 – Ceridian announced today that it has been awarded Core Accreditation from URAC, a Washington, D.C.-based health care accrediting organization that establishes quality standards for the health care industry.

Ceridian received accreditation, lasting for three years, beginning March 1, 2008, for its health and wellness offerings: Ceridian Stress Management, Ceridian Weight Management, Ceridian Bariatric Surgery Management, Ceridian Cardiovascular Health Management, Ceridian Tobacco Cessation and Ceridian Teen and Adolescent Weight Management programs.

"An accreditation from URAC for our health coaching programs positions us as the first corporate health coaching program to attain this recognition and the excellence associated with URAC standards," said Ceridian LifeWorks senior vice president Zachary Meyer. "The accreditation solidifies Ceridian as one of the most reliable, health and productivity solutions providers available in the market. Organizations seeking to reduce health care costs and effectively manage productivity can select us as their partner of choice with the utmost confidence."

URAC's Core Accreditation standards are the foundation of URAC accreditation. And address several key organizational functions that are important for any health care organization, including: organizational structure; staff qualifications; training and management; oversight of delegated activities; quality management; and consumer protection.

"By applying for and receiving core accreditation, Ceridian has demonstrated a commitment to quality health care," said Alan P. Spielman, URAC president and CEO. "Quality health care is crucial to our nation's welfare and it is important to have organizations that are willing to measure themselves against national standards."

About URAC
URAC, an independent, nonprofit organization, is a leader in promoting health care quality through accreditation and certification programs. URAC's standards keep pace with the rapid changes in the health care system, and provide a mark of distinction for health care organizations to demonstrate their commitment to quality and accountability. Through its broad-based governance structure and an inclusive standards development process, URAC ensures that all stakeholders are represented in setting meaningful standards for the health care industry. For more information, visit www.urac.org.

The URAC accreditation process demonstrates a commitment to quality services and serves as a framework to improve business processes through benchmarking organizations against nationally recognized standards. The URAC standards development process is consensus driven, with hundreds of industry experts serving as volunteers to establish and revise appropriate industry benchmarks.

About Ceridian
Ceridian LifeWorks was the nation's first provider of fully integrated employee assistance programs (EAP), work-life and wellness services. Today, Ceridian's EAP, work-life and health and productivity solutions are utilized by more than 16 million individuals among more than 40,000 organizations of all sizes in virtually every industry.

Ceridian 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, employee benefits administration, staffing, compliance, HR administration and Employee Assistance Programs (EAP), work-life and health and productivity solutions. Through its Comdata and Stored Value Solutions (SVS) subsidiaries, Ceridian is a major payment process and issuer of credit cards, debit cards and stored value cards, primarily for the trucking and retail industries in the United States. 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.ceridian.com or call (800) 729-7655
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PDS Vista HRMS Selected by Hospital Partners of America

Blue Bell, Pa., February 26, 2008 – PDS, a leading developer of web-based human resource and payroll systems, today announced that its Vista HRMS (human resource management system) has been selected by Hospital Partners of America (HPA), the #2 healthcare company on the Inc. 5000 Top Companies list for 2007. With 3,200 employees, HPA will utilize Vista to manage the human resource operations of its seven current and any future hospitals in its system.

"Essentially, we buy broken hospitals and fix them," explained Peter Luciano, senior VP and chief HR officer for HPA. "With each new hospital comes new systems and processes. We needed to find a solution to consolidate our systems and bring uniformity to our operations. We are excited about our decision to partner with PDS and feel that PDS is the right vendor to help us manage not only the HR, payroll and benefits operations of our current hospitals, but strategically help us grow and achieve our goals."

HPA has licensed PDS' web-based Vista solution, which is a feature-rich, completely integrated HR, benefits administration and payroll software application that enables organizations to minimize the time invested in administrative HRMS activities by streamlining and automating processes and facilitating strategic decision-making capabilities. PDS will host HPA's Vista system, providing all the back office support while giving HPA complete access to all its critical employee data. HPA will utilize PDS' two-way ADP interface with the intention to implement Vista Payroll for a completely integrated solution in the future.

"Hospital Partners of America has experienced tremendous growth since its inception," said George Brady, vice president at PDS. "Its challenges are very unique and we look forward to implementing our Vista solution to help the HR team more easily manage its disparate operations and being a part of the company's future success."

"We selected Vista because it is user-friendly and intuitive and offers certain capabilities, such as the two-way ADP interface, that weren't available with the other options," said Sue Heider, VP of HR operations. "By implementing the Vista Benefits module we will be able to reduce the time spent on inaccuracies and more effectively communicate with our vendors. With Vista's self-service capabilities, our managers will be able to truly manage their departments by having more of a say in the employee review process. Additionally, we will be able to add HR metrics data to our monthly operational reviews for each hospital with Vista's EasyAsk reporting feature."

About PDS
In the software development business for more than 30 years, PDS is a provider of a web-based, feature-rich, completely integrated human resource, benefits administration and payroll software application that enables organizations to focus on more strategic issues and less on administrative HR and payroll activities. PDS offers a full range of professional services to a wide variety of industries in the U.S. and in Canada. Founded in 1974, PDS is a privately-held company headquartered in Blue Bell, Pa. For more information on PDS visit www.pdssoftware.com.

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PDS and the PDS logo are registered trademarks and Vista is a trademark of Personnel Data Systems Inc. All other trademarks or registered trademarks are properties of their respective owners.



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FactPoint Group Recognizes Halogen for On-Choice Deployment Model

OTTAWA, ON – February 26, 2008 – - Halogen Software Inc., a leading provider of web-based employee performance and talent management software, today announced that FactPoint Group has profiled Halogen in a new study on deployment options in the HR market. The Silicon Valley based research and consulting firm selected Halogen based on its "On-Choice" model which enables HR professionals to select the deployment and licensing options that best meet their business needs.

The study, Selecting the Right Deployment Option for Employee Performance and Talent Management Systems, examined Halogen as a market leading vendor that offers both On-Demand and On-Premise deployment options. The "On-Choice" model is at the core of Halogen's business approach and commitment to its customers, and highlights the market need for easy to use employee performance and talent management solutions that don't lock organizations into a single approach or model.

Carhartt, a leading manufacturer of best-in-class work wear, deployed its Halogen solution using an On-Premise model. "Halogen was able to offer us the option of deploying On-Premise so we could maintain control of our HR systems. Having a choice means we are not tied into a single deployment method and we can switch if our situation calls for it. This ultimately reduces our long–term risk," said Katrina Agusti, senior analyst with Carhartt.

This new study also looks at how as organizational needs evolve, deployment options may change, as was the case with Educate Online, an organization which delivers supplemental education services to students and their families. Educate Online started with Halogen On-Demand because it had to complete appraisals within 30 days, and this option requires no support from IT. Later, that division moved to an On-Premise implementation due to changes in their IT structure and organizational requirements, but with further organizational structure changes Educate Online moved back to an On-Demand deployment.

"Initially we used Halogen On-Demand for 200 or 300 users. In the second year, we bought servers, went On-Premise and added another 1,000 users," said Maggie Hird, executive director of HR for Educate Online. "When you are in sales or acquisition mode, Halogen makes it pretty easy to stay with the same platform and retain our performance appraisal history. We chose On-Demand or On-Premise based on the needs of the business."

The study, Selecting the Right Deployment Option for Employee Performance and Talent Management Systems, is now available at:
http://www.halogensoftware.com/resources/white-papers/whitepapers_download.php?WhichWhitepaper=9


About Halogen Software
A recognized industry leader with over 1000 customers worldwide, Halogen Software makes powerful, simple-to-use and affordable employee performance and talent management applications. The company offers a complete suite of web-based products that automate, simplify and integrate employee performance management, 360/multi-rater feedback, compensation management, succession planning and learning management. Halogen's offering makes HR best-practices accessible to companies of all sizes and its healthcare, financial services and professional services specific suites meet the unique needs of these industries. Halogen is consistently recognized by the industry and its customers for its exceptional implementation and support services, and has won multiple awards for its corporate leadership and product innovation, including the HR Technology Product of the Year. For more information, visit www.halogensoftware.com
[www.halogensoftware.com].


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Media contacts:
Donna Ronayne
VP, Marketing & Business Development
Halogen Software
T: 613-270-1011 x 320
E: e-mail protected
from spam bots



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Morehead and Arkansas Childrens Hospital Discuss Impact of Physician Satisfaction at Physician Strategies Summit

CHARLOTTE, N.C. – Feb. 26, 2008 – The human capital research firm Morehead and the Arkansas Children's Hospital will co-present at the Forum for Healthcare Strategists' Physician Strategies Summit: Growth Strategies and Tactics on Tuesday, March 4, 2008. The presentation is titled "What is Physician Satisfaction Really Worth? The Impact of Physician Satisfaction on Patient Admissions and Revenue Growth."

Studies show that physician satisfaction with a hospital impacts physician loyalty but little effort has been placed on quantifying the precise value of physician satisfaction in terms of referrals. Morehead's David Rowlee, Ph.D., vice president of Research and Development will discuss a predictive model for growth in revenue and patient admissions as an outcome of physician satisfaction level. To illustrate this model, Valerie Segalla, director of Physician Services at Arkansas Children's Hospital (ACH), will co-present. Physicians studied at ACH reveal dramatic differences in patient admissions and revenue contributions based on their level of physician satisfaction.

"ACH has enjoyed a lengthy business relationship with Morehead and on numerous occasions has helped ACH survey both employees and physicians," said Beth Petlak, Arkansas Children's Hospital vice president of Business Development. "Morehead's survey results and analysis have enabled ACH leadership to make well informed, strategic decisions, which have positively impacted employee recruitment and retention and physician satisfaction."

The session will inform attendees of the key factors that influence physician satisfaction and allow them to estimate the resulting volume of patient admissions and revenue potential at their organization. Attendees will understand the relationship between physician satisfaction and physician loyalty, how different levels of physician satisfaction impact the volume of patient admissions, as well as hospital revenue.

The Forum's Physician Strategies Summit runs from Sunday, March 2 to Tuesday, March 4 at the Hyatt Regency Century Plaza, Los Angeles, Calif. For additional information on the summit, visit http://www.healthcarestrategy.com/conferences/2008/PSS2008.asp.

About Morehead
Morehead delivers human capital Surveys, Metrics and Solutions that enable leaders to (1) target and focus human capital initiatives, (2) prioritize systemic change, (3) inform work unit interventions, and (4) align employees with business strategies. Morehead's clients include healthcare providers, financial institutions, government agencies, universities, service providers, and manufacturers. For more information, visit www.moreheadassociates.com.

Media Contact:
Wanda Craig
800.849.2292 x 5515
wcraig(at)moreheadassociates.com



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The Right ATS Can Improve Brand and Bottom Line, According to nowHIRE

DETROIT — February 26, 2008 — Companies looking for an applicant tracking system, as a first-time investment or a replacement system, have a dizzying array of vendors and capabilities to sort through. The best way to determine which ATS will work for an organization is to consider five important points, detailed in a new white paper from nowHIRE.


Best Practices in Talent Management: Factors in ATS Selection describes key considerations for companies in evaluating an ATS that helps them both acquire and retain the best talent within a highly competitive employment market. The complimentary white paper from nowHIRE can be downloaded at http://www.nowhire.com/register_whitepaper_pr.htm.

A key point is considering the forgotten customer: the applicant. To generate high application and offer acceptance rates, the ATS should optimize the customer experience for the applicants.

"Many systems lack a level of customer service that is common in systems for sales, customer support and product service departments," said Joseph Impastato, nowHIRE's founder and president. "Today's online-savvy applicants will quickly move on in their job search if they encounter career sites that are hard to navigate, waste their time, or seem to suck their applications and resumes into some kind of void."

Impastato added that companies must take into account the needs, preference and other demographic information of their target workforce – before they purchase the ATS. Does the ATS easily integrate with the company's career site, the first experience most candidates have with a potential employer? Does the ATS vendor include toll free and e-mail applicant support with the monthly license fee? Does the ATS enable hiring managers to quickly and regularly communicate with applicants? Does the ATS integrate with multiple vendor types (i.e. background checking, assessments, HRIS, etc.)? Is the application process appropriate for the computer fluency, culture and age of the target demographic? Candidates who can't easily find job opportunities or don't feel welcome will likely not even complete the application process.

The white paper also stresses the need for a streamlined and efficient talent acquisition process for two very distinct demographics – salaried and hourly. Corporations in the retail and hospitality markets, for instance, need an enterprise-level system that can be easily configured to screen, recruit and hire both salaried and hourly populations, two vastly different processes.

To discover other key considerations for ATS selection, download a copy of the white paper, Best Practices in Talent Management: Factors in ATS Selection, at http://www.nowhire.com/register_whitepaper_pr.htm.

About nowHIRE

Since 1998, nowHIRE has been a premier provider of applicant tracking systems for companies of every size within diverse vertical markets. Their industry-defining solutions feature fully integrated, Web-based recruiting and applicant tracking software modules. Companies are able to configure the software to their specific recruiting needs—whether it be for hourly, salaried, internal or contingent employees, 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

Gail DeLano
Fisher Vista, LLC / HRmarketer.com
831-685-9700
gdelano(at)fishervista.com

Adriana Saldana
Fisher Vista, LLC / HRmarketer.com
831-685-9700
asaldana(at)hrmarketer.com



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Ephor Group Provides Growth Equity Financing and Management Services to Provide HR Services to Small Business

Ephor Group Provides Growth Equity Financing and Management Services to Provide HR Services to Small Business

HOUSTON, TX (February 2008) – Ephor Group, a provider of management services to BPO/HRO and outsourcing technology and service providers, announced the closing of $2.5 M Series A growth financing for Achilles Group, a provider of outsourced HR services focused on providing Fortune 500 HR expertise to small businesses, to expand services and locations across the U.S..

Achilles Group delivers HR services that align with client's goals of improving manager and employee performance and mitigating employee related risks for more than 17,000 client employees located across 30 states. Typically, small businesses have the HR basics covered; but they turn to Achilles Group for Fortune 500 HR expertise and support needed to achieve their business objectives.

Houston-based Ephor Group and First Analysis of Chicago are co-funding the growth financing. Ephor Group, with a long track record of working with outsourcing businesses, will provide advisory services and growth capabilities to ensure Achilles Group executes and is the leading provider of HR outsourcing services to small businesses in the US. "Achilles Group attracted institutional investment due to their proven ability to support their customer initiatives with their unique Shared Services model and domain expertise," said Garry Meier, Ephor Group founder and new Achilles Group Chairman,

First Analysis, a research and investment private equity firm, will add their industry expertise and service. "Achilles Group uniquely offers small businesses strategic HR at an affordable price," said Jim Macdonald, First Analysis. "They have a compelling business model that has been proven for not only service-based businesses, but also for manufacturing, retail, distribution, and technology businesses. The new capital will be used to expand Achilles Group's business model into new markets providing clients with more robust services, training, technology, and consulting services."

Achilles Group was established in 2002, by partners JP Magill, Bill Bradshaw and Arch Payne with a vision to provide enterprise-level HR through a shared services model to small businesses at an affordable price with premium expertise. "Our goal from day one was to help small businesses," said JP Magill, co-founder and president. "As we expand, the partnership with Ephor Group and First Analysis will enable us to provide holistic HR management services to improve our client's business performance. Very simply, we handle HR so executives and managers can run their business".

In 2007, the Houston Business Journal named Achilles Group the 27th fastest growing company in Houston, the country's 4th largest city. Currently in Houston, Austin, and Dallas–Fort Worth, the company plans to expand to Atlanta, Charlotte San Diego and throughout Florida; Miami, Tampa, Orlando metro areas.

About Achilles Group
Achilles Group (www.achillesgroup.com) becomes the HR Director for small and mid-sized businesses with 25-2,000 employees. Through a Shared Services model, Achilles Group provides human capital expertise for about half the cost of hiring an internal HR director. Typical clients include executives looking for an alternative to building an HR department and companies outgrowing their current HR capabilities. Started in 2002, Achilles Group provides strategic HR services in support of business goals for more than 17,000 client employees in over 30 states.

About Ephor Group (www.ephorgroup.com)
Ephor Group increases valuation for mid-market technology and service businesses. It's approach is proven, pragmatic, and performance oriented and uses the
Perform Business Process™ methodology, which fills in the gaps where functional expertise and capital are constraining the business. Ephor has a long track record for creating intense wealth for founders, executives, and investors.

About First Analysis
First Analysis (www.firstanalysis.com)is a leading private growth-equity investor. It has one of the longest records (20 years) in private capital investing. It has invested over $645 million, has created over $1.5 billion in fund liquidations, and has over $240 million in active portfolio investments. First Analysis focuses on its three sectors of expertise: outsourced services, information technology, and chemistry-enabled businesses. First Analysis invests for expansion and growth in small and mid-size companies with established business models, high internal growth rates, and large-market leadership potential.


Media Contact:
Charles Bedard
1-800-379-9330



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Leading Affirmative Action Training Is Going Regional

COLUMBIA, MD-—Berkshire Associates Inc., the leading provider of human resources solutions, brings their signature Fundamentals of Affirmative Action Planning class closer to companies seeking compliance information. Presidential elections often bring unpredictability to the way the Office of Federal Contract Compliance Programs (OFCCP) enforce regulations. This class gives companies the latest information on regulations and best practices.

Berkshire's Fundamentals of Affirmative Action Planning class heads to San Francisco, CA on May 13-14, and Atlanta, GA on Oct 7-8. One of Berkshire's most popular and educational trainings, this two-day class provides attendees with in-depth information on laws governing affirmative action, including statistical reports and narratives. . Each session is facilitated by experienced affirmative action practitioners.

"I look at Fundamentals of Affirmative Action Planning as the foundation of plan preparation," said Berkshire Training Manager, Nicole Yeldell. "Participants in the class gain hands-on experience with the main components of planning and how to survive an OFCCP audit."

For more information about Berkshire's training opportunities, please visit http://www.berkshireassociates.com/training/aatrain.aspx, or call 800.882.8904.

About Berkshire Associates
Berkshire Associates Inc. is a progressive human resources consulting and software development firm, specializing in affirmative action and internal compensation analyses. For over 25 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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TempWorks Software to be a Gold Sponsor at the SI Executive Forum Conference

ST. PAUL, MN - February 19, 2008 - TempWorks Software, a provider of business solutions for the staffing industry, today announced that it will be present at the Staffing Industry Analysts' 2008 Executive Forum conference as a Gold-Level Sponsor. The conference will take place from March 5-7, 2008 at The Loews Resort in Lake Las Vegas, Nevada.

TempWorks Software is proud to support the prominent conference as a Gold-Level Sponsor. The staffing industry's top CEOs, owners and senior-level executives attend the forum to participate in peer networking, idea sharing and learning. The Executive Forum offers a magnified look at the staffing industry's latest strategic issues, developing trends, current challenges and future opportunities.

"Every year, we look at our budget and decide which industry conferences to go to. It's not hard to choose, because our clients let us know without equivocation that the Executive Forum packs the best of everything. The quality of the sessions, the accommodations and the attendees make it the premier, must-attend staffing event of the year," comments Gregg Dourgarian, TempWorks President and CEO.

Staffing firms participating in the conference can listen to recognized keynote speakers, can attend sessions that will discuss important staffing industry topics and will have access to industry suppliers exhibiting solutions that can enhance their business.

As a Gold Sponsor, TempWorks Software will be an exhibiting supplier and will welcome visitors to see its fully-integrated, front and back-office Enterprise staffing solution. The attractive and easy to learn user interface gives staffing professionals access to a system that will help them place better talent, faster and easier. In addition, TempWorks representatives will be available to tell conference attendees about its other products, like service-enhancing web applications that work with and compliment the Enterprise software solution.

For more information on Staffing Industry Analysts or the 2008 SI Executive Forum conference, visit www.staffingindustry.com.

About TempWorks Software
Founded in 1994, TempWorks provides a full suite of enterprise staffing solutions. Designed to automate and streamline all facets of a staffing firm's daily operation, TempWorks Software offers fully-integrated front and back-office staffing software, web portals for customers, employees, applicants and vendor management, and many additional modules. From recruiting to payroll and everything in between, TempWorks Software puts technology to work for staffing firms and their clients. For more information about TempWorks, please visit www.tempworks.com.


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Aruspex Announces 2008 Strategic Workforce Planning Workshops

SAN FRANCISCO / February 21, 2008 – Business and government leaders challenged with an aging workforce, skills shortages and recruiting struggles don't have to passively accept their current path. Aruspex, a leading strategic workforce planning firm, will make their highly successful workforce planning workshops available in the United States during spring and summer 2008.

The two-day workshops are focused on equipping organizations with the tools and techniques to move from reactive gap-and-fill practices to proactively building a future workforce in line with business strategies. The series will launch on April 9-10 in New York City, then continue to six more cities through the spring and summer. Limited to 15 participants to ensure a personal, hands-on experience, the seminars will be led by Stacy Chapman and Tess Walton, Aruspex's co-founders, who have previously led successful workshops for clients such as Starbucks Coffee Company, Toyota and Aetna.

"Aruspex workshops demystify a complex business solution and provide an approach that you can deploy straight away," said Lacey All of Starbucks Coffee Company. "It's a great kick start for your workforce planning efforts."

"Strategic workforce planning is a crucial business skill," said Chapman. "Employers need the proper tools and techniques to ensure they will have a workforce that delivers on their long-term strategy. Our workshops take people beyond the metrics—they will not only learn how to calculate the right numbers, but what to do with them and how to build a real business profile."

Walton says: "It's important to ensure that the skills you take away from a workshop can be immediately applied in the workplace–we ensure our course is truly practical and that's why attendees are so pleased with the outcomes."

Melissa Cummings, Head of Workforce Planning at Aetna, agrees. "The session went way beyond theory and allowed us to really examine what we can do to position ourselves for future success, given the changing landscape of our workforce, in both a qualitative and quantitative way."

Attendees will learn how to:
- Understand the demographic, economic and technological trends that affect them and their workforce;
- Understand the longer term impact of current trends and behaviors;
- Recognize and describe the needed workforce to achieve a long-term business strategy;
- Learn to lead the business in the development of scenario plans for their workforce;
- Develop action plans;
- Build comprehensive workforce plans.

Workshops will be held at the following places and dates: New York, April 9-10; San Francisco, April 23-24; Chicago, May 14-15; Atlanta, June 4-5; Washington, DC, June 25-26; Seattle, July 16-17; and Boston, August 6-7.

For more details and to register, visit http://www.aruspex.com/attend_workshop.html

Workshop Leaders
Stacy Chapman is a renowned human resources and software strategist with more than 15 years of experience in the industry. She is a co-founder of Aruspex, one of the world's leading workforce planning strategy firms; she currently oversees Aruspex's product strategy and marketing divisions. Stacy is a member of the Human Capital Institute's Expert Advisory Panel, and her work appears in publications around the world. Prior to Aruspex, she held a successful global strategy role with PeopleSoft, where she designed and launched market-leading workforce management solutions.

With nearly 16 years of strategic human resources experience, Tess Walton is a leading expert on workforce planning and strategy. Her expertise ranges from designing and implementing HR strategy to outsourcing and planning ahead for future workforce needs. Tess used this wealth of strategic planning experience to shape the framework of Aruspex, a strategy firm used by the world's leading companies, which she co-founded and serves as executive director. A highly sought speaker, Tess is frequently engaged by global organizations to develop their workforce planning processes and metrics.

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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Cullen Bunn Named Vandovers Vice President of Marketing. Career Management and Relocation Transition Firm Leverages Internal Talent to Further Streng

St. Louis, MO, February 21, 2008 – Cullen Bunn has been appointed to the position of Vice President of Marketing and Communications for Vandover, a St. Louis-based
career management and relocation transition firm. Bunn has been an integral part of the Vandover team for almost twelve years, serving most recently in the position of Manager of Marketing and Communications.

In his new role, Bunn will be responsible for a number of marketing and communication initiatives, including building brand awareness, launching new product initiatives, promoting Vandover's thought leadership, and enhancing internal communications. Working closely with Vandover's account management, operations, and technology teams, Bunn will lead initiatives to improve all forms of communication with corporate clients and individual participants, and ensure they receive the most innovative benefit solutions available.

"We are all very excited to make this announcement," said Margery Marshall, president of Vandover. "Throughout his years of service, Cullen has demonstrated a unique ability to think strategically in many areas, including marketing, communications, product development, and technology."

During his time with Vandover, Bunn developed a thorough understanding of the services and benefits the company provides, both as a Senior Consultant and as a manager of the operations team.

"I look forward to further developing Vandover's new PR initiatives, building our brand, and strengthening our reputation for both thought leadership and expertise," says Bunn. "The Vandover team offers a wealth of expertise, knowledge, and resources that I am thrilled to bring to the market in a major way."

Bunn holds a bachelor's degree in writing from Missouri State University, and has held positions in marketing, project management, sales, technology, and relocation consulting. He joins the ranks of Vandover's leadership team just a little over one month after another major announcement—the appointment of Margery Marshall as President, which occurred in January.

Vandover is a career management and relocation transition firm that provides global
talent mobility solutions for corporations, organizations, and government entities worldwide. For more information, visit www.vandover.com.



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Impact Achievement Group Debuts Development Engine and Training Aids

SEATTLE – Feb. 20, 2008 – Impact Achievement Group announced a relationship with Fort Hill Company that enables customers to maximize their investment in leadership training programs, and fully engage participants in a continuous learning process.

Customers of Impact Achievement's performance, leadership and
customer loyalty programs can now enhance the application of training through Fort Hill's Follow-through Tools®, including its DevelopmentEngine® and Friday5s®, award-winning Web-based systems to reinforce training on the job.

"Our training solutions and Fort Hill's tools make a clear bridge between training and
coaching and on-the-job application and competency," said Lee Klepinger, president and chief executive officer of Impact Achievement Group. "In traditional training models this is precisely where the process breaks down – continual reinforcement of learning to achieve real business results."

Klepinger added that the joint solution is unique in the leadership and
performance management training market, and provides a significantly better ROI on training investments. Fort Hill is being used to drive business results by such leading corporations as Cisco, Sony, and Honeywell.

Following Impact Achievement Group's training and coaching programs, participants log into Fort Hill's online tools to follow through on their goals. The DevelopmentEngine is pre-populated with and supports participants' Individual Development Plans. The intuitive tool provides just-in-time learning around six foundational categories – employee engagement, coaching style flexibility, performance management, effective communications, delegation, and managing performance problems. It also facilitates on-going mentoring from coaches and managers.

Friday5s® enhances results by motivating individuals to apply program learning to business objectives. Learners are notified by email to take five minutes – usually at the end of the week – to initiate individual progress against business goals that have been identified upon completion of the training programs. Friday5s has been used successfully in a wide range of learning programs, with a specific focus on leadership and management training programs and large-scale change management initiatives. Participants have access to over 1000 just-in-time content items called "GuideMe" to assist in their development, along with book summaries, white papers, and article references.

The intuitive interface enables a full view of participant progress, which is accessible by managers, coaches, and cohorts. It maximizes the value of feedback from Impact Achievement's assessment tools, including its Leadership Impact Survey™ and
Harrison Assessment™ Program.

Impact Achievement Group has integrated its Performance Advantage™ programs and workshops for management and leadership training, as well as its Assessment Advantage trainings for assessment, selection, succession planning, and team development.

About Impact Achievement Group
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 organizations worldwide. Impact Achievement Group helps companies dramatically improve
management and leadership 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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Infohrm Announces Industry Consortiums for Human Capital Measurement

Washington, DC – February 20, 2008 – Infohrm, the global leader in full-service workforce planning, reporting, and analysis solutions today announced that the 2nd Annual Infohrm Workforce Planning Summit will feature Infohrm Industry Consortiums focusing on critical human capital issues affecting specific North American sectors.

Intended to be an ongoing partnership between Infohrm and participating organizations, the Consortiums will offer quarterly meetings, industry analytics, networking, best practice roundtables, and industry-specific benchmarking data. Facilitated by Infohrm's measurement experts, the Consortiums address such current human capital measurement topics as:

1. Quantifying the value add of workforce planning and analytics
2. Linking workforce planning and analytics to strategic and financial planning processes
3. Instituting workforce planning as a competitive advantage
4. Building a suite of industry-specific analytical models
5. Benchmarking best practices in each industry group
6. Defining industry measurement norms and differentiators

Each Consortium will feature a rolling agenda to be determined via Infohrm research, participant quick polls, action steps from previous Consortium events, and "hot-topics" in the business press. Infohrm will facilitate the groups, offering industry measurement expertise and benchmark data analysis, with members able to request and participate in deep dive reports, white papers, and custom surveys.

The pilot group of Infohrm Industry Consortiums will offer immediate support to HR practitioners in three industries:

-Financial Services
-Healthcare
-Retail

"Driving business performance through workforce planning, reporting, and analytics is critical to all organizations; however our experience in working with hundreds of members has shown that unique measurement issues apply within industry groups," says Jeff Higgins, Executive Vice President of Client Services for Infohrm North America. "We are thrilled to be able to bring together industry peers, build sector-specific workforce plans and analytics, and share best practice success stories at the premier workforce planning event of the year."

Building on the success of last year's inaugural Summit, Infohrm has expanded its 2008 thought leadership agenda to cover two full days of leading-edge keynote speeches, case study presentations, panel discussions, and in-depth breakout sessions. The event will demonstrate proven methods of workforce planning and highlight how workforce planning should integrate with financial and strategic planning processes.

The Summit will be held at the JW Marriott Las Vegas Resort & Spa on May 19-20, 2008, with optional two-day workshops following on May 21-22, and will include keynote speeches from:

-Microsoft—Rupert Bader, Director of Workforce Planning
-Google—Prasad Setty, Director of People Analytics
-Ameriprise Financial—Nick Nyhus, Vice-President of Workforce Planning
-Safeco Insurance—Jared Flynn, Director of Workforce Planning

The thought leadership Summit will be followed by concurrent Infohrm Academy Workforce Planning and Workforce Analytics workshops. Each two-day workshop provides a comprehensive overview of successful frameworks and processes for improving your organization's approach to human capital measurement.

Click here for more information or to register for the 2008 Workforce Planning Summit. Early-bird pricing is available through March 14.

About Infohrm

Infohrm is the global leader in on-demand workforce planning, reporting, and human capital analytics solutions. With over 25 years of experience, and a strong customer base consisting of Fortune 1000, non-profit, and government clients, Infohrm has paved the way for organizations to measure the impact of human capital initiatives and drive business results. The Infohrm solutions couple a leading edge on-demand technology platform with strategic consulting and training services to focus on the analysis of data to help organizations make informed decisions around human capital practices. Learn more at www.infohrm.com



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listed above.

TriNet Announces Release of 2008 HR Trends Report: The Power of an Employment Brand

SAN LEANDRO, CA (February 18, 2008) – TriNet, a nationwide provider of human resource (HR) outsourcing services for small and medium-sized companies, recently unveiled a new proprietary HR outsourcing research report that suggests that small and medium-sized businesses continue to seek new ways to gain a critical business advantage as they compete for the top in-demand talent in today's competitive marketplace — highly qualified candidates with multiple career opportunities available to them — as well as successfully manage and support their existing employees.

Conducted during the fourth quarter of 2007, the HR outsourcing research report is based upon responses of 388 high-level business executives at small and medium-sized companies in the technology, financial services, and professional services industries. Over forty-five percent of the respondents are considered the primary business owner or C-level executives, such as chief executive officer, president or chief financial officer, and as a result the report provides unique insights into the business psyche of the smaller business entrepreneur.

The data suggests that although predictions of an economic recession are of increasing concern, recruiting and retaining top talent (31 percent) is a top business priority, followed by increasing revenue (26 percent), with organizations stating that they realize profitability will most likely occur as a result of the attraction and retention of highly qualified employees even in a down market.

Other concerns addressed in the TriNet 2008 HR Trends Report include:
• How effective employment branding and defining corporate culture can give a firm greater visibility;
• The ever-changing challenge of addressing the unique employment and compensation needs of multiple generations within the same workforce;
• The willingness of smaller companies to employ unconventional solutions to break through the better-known competition's noise and capture the interest of highly qualified candidates within the same talent pool;
• Contributions of human resources management to a company's employment brand, and the process of turning HR outsourcing into a strategic functional advantage.

Download the entire exclusive TriNet 2008 HR Trends Report for free at http://www.trinet.com/Trends2008.

About TriNet Group, Inc.
Founded in 1988, TriNet delivers outsourced human resources throughout the United States and Canada and specializes in serving the technology, financial and professional service industries. Its offerings include human asset administration, employer risk management, online employee benefits administration and support, payroll processing, tax compliance, workers' compensation, group health and welfare products, and strategic human capital consulting services. More than simply an HR services provider, TriNet contractually assumes certain legal and financial responsibilities regarding employer rights, legal compliance and risk management. For more information about TriNet, visit http://www.trinet.com.


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Valtera Teams with Crains Chicago Business to Identify the Best Places to Work in Chicago

Rolling Meadows, IL (Feb 18, 2008) -- Valtera, a leading provider of human capital consulting solutions, was recently selected by Crain's Chicago Business, the region's pre-eminent business newspaper, to conduct survey research for its inaugural list of the "Best Places to Work in Chicago." Chicago-area companies with more than 100 employees were invited to participate in the process.

The "Best Places to Work in Chicago" study was conducted by Valtera beginning in November 2007. The study was a two-part process. Initially, each participating company answered a detailed questionnaire regarding their HR policies and practices and their employee benefits and perks. Employees, who were randomly selected from each company by Valtera, were then invited to respond to an engagement survey.

Valtera consultants conducted a rigorous analysis of all the data collected from the HR questionnaire and the employee survey in order to determine the best places to work. The results of the study, including the top-scoring employers, will be revealed in a future issue of Crain's Chicago Business.

The chief goal of the study was to identify companies having both the best people policies and the most highly-engaged workforce, as these traits are associated with a favorable working environment for employees. Companies benefit from having engaged employees too, as Valtera research has shown strong connections between employee engagement and both customer satisfaction and corporate financial performance.

"We are pleased to be acting as the research arm for Crain's Chicago Business for this survey," said Scott Young, Managing Consultant at Valtera. "Most business leaders have always understood the importance of retaining top talent. There is now increasing recognition that an engaged workforce can be a sustainable source of competitive advantage, and one that is difficult for competitors to quickly replicate."

For more information about employee engagement or other Valtera solutions, please visit www.valtera.com.

About Valtera
Valtera is a professional services firm that provides premier human capital consulting and technology solutions to organizations worldwide. Valtera offers science-based solutions in the following areas: Leadership Assessment, Testing & Selection, Surveys & Analytics, Employee Engagement, and HR Audits & Legal Support. The company was founded in 1977.

Media Contact:
Kim Macdonald
847-640-8820
kmacdonald(a)valtera.com

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Interaction Associates Again Named Among Top Leadership Development Programs for 2008

(Cambridge, MA) - Interaction Associates (IA) has been named once again as one of the top providers of leadership development programs in a national survey by Leadership Excellence magazine.

Leadership Excellence annually surveys close to 600 U.S.-based organizations known for excellence in developing leaders. The magazine's ranking is based on the seven important criteria, including vision/mission, involvement/participation, accountability/measurement, content/curriculum, presenters/presentations, take-home value results for customers, and program outreach and products.

"This is a strong endorsement of the facilitative approach that we take to develop leaders," said Linda Dunkel, president and CEO of Interaction Associates. "Leadership development is a critical, strategic initiative for our clients, from managers up through the executive ranks," added Dunkel. "We are pleased to be honored among the top leadership development providers across America."

Interaction Associates helps companies establish a powerful leadership foundation by emphasizing facilitative leadership, which builds organizational leadership capability by leveraging dialogue (having a common language), shared meaning (clear understanding of organization goals), and social connections (peer coaching and support).

"We focus on key areas of excellence for leaders, including decision making, coaching and strategic thinking," said Dunkel. "Our goal is multidimensional success in work processes, group relationships, and business results," added Dunkel.

Interaction Associates has helped global companies tackle leadership development challenges in dozens of industries – including financial services, health care, energy, high-tech, and government.

Typical objectives for which clients engage IA's leadership development include:
- meeting important business objectives
- engaging employees
- decreasing turnover
- improving leaders' strategic thinking skills
- building strong succession plans
- focusing development on emerging leaders
- creating effective coaching programs
- fostering sales leadership

Leadership Excellence magazine has been surveying leadership issues for more than two decades. The magazine's rankings are available www.eep.com/Merchant/newsite/best_ranking.html.

About Interaction Associates

Interaction Associates (IA) has nearly 40 years' experience in helping companies find breakthrough solutions to business challenges. IA's integrated management consulting and learning and development services have been used by Fortune 500 companies, government agencies and nonprofit organizations throughout the world. Interaction Associates helps these enterprises set strategic direction, inspire commitment, and build leadership capabilities, leveraging the power of collaborative action for long-term, sustainable results. More information is available at: www.interactionassociates.com



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PETER WOMERSLEY APPOINTED JWT INSIDE PRESIDENT, INTERNATIONAL

New York, NY – February 18, 2008 – JWT INSIDE, one of the world's leading recruitment marketing and employee communications companies, has appointed Peter Womersley as International President of JWT INSIDE, responsible for overseeing operations in all offices outside of North America.

Pete has worked in the employment communications industry for over fifteen years, and joined JWT INSIDE in January 2003 as Managing Director. He is now responsible for all levels of service on global accounts. Pete has an unrivalled track record of hands on delivery with some of the largest and most complex accounts around.

"This is an incredibly interesting and challenging time for the resourcing industry both domestically and abroad. There are numerous shifting sands and changing habits that bring to the fore the need for innovative yet smart resourcing solutions that leverage the brand experience throughout the candidate journey," said Pete. "Here at JWT INSIDE, we believe this brand experience should flow seamlessly from the inside out, ensuring great employee engagement leads to thriving companies. There is an increasing ground swell of corporations realizing the benefits of using a global Employer Marketing agency such as JWT INSIDE. These benefits range from the obvious economies of scale, to improved systems & processes, brand cohesion and staff retention - the list goes on."

"Pete has a great track record of bringing creativity and innovation to employee communications programs cross border and this promotion really reflects the leadership he's been providing to many of our multinational clients," said Rob Quish, CEO of JWT Specialized Communications. "Further, the strong partnership between Pete and Jerry Touslee, JWT INSIDE President, North America forges a fabulous global offering for clients who want to drive consistency and efficiency in the internal and external employee marketing efforts."

ABOUT JWT INSIDE
JWT INSIDE helps organizations advance employee engagement through comprehensive advertising, marketing and employee communications services. Measurement tools, consulting resources and strategic approaches are employed to put the right people in the right jobs and keep the workforce engaged. The agency has 24 offices across North America and internationally. It is a subsidiary of JWT, the largest advertising agency in the United States and the third largest full-service advertising network in the world. Its parent company is WPP (NASDAQ:WPPGY).
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New Brunswick Aims to Steal Torontos Technology Talent

Toronto, ON – February 14, 2008: CareerDoor Inc. announces the Province of New Brunswick's Population Growth Secretariat as a major regional sponsor of its Technology & Technology Sales Career Fair to be held in Toronto at the Downtown Marriott Hotel, February 19th., and 20th., 2008.

"With all the talk regarding 'the technology talent war', it is gratifying to finally see a department of government take a constructive lead to address this real life issue. We read frequently of the technology talent shortage and yet so few take creative action to address the problem. Therefore, it is refreshing to see the Population Growth Secretariat of the Province of New Brunswick working with a number of HiTech provincial employers do just that – and CareerDoor Inc. is excited to have been selected to help." says CareerDoor CEO Terri Joosten.

"Just two weeks after launching New Brunswick's first Population Growth Strategy in which we committed to stepping up recruitment missions, the Population Growth Secretariat is excited to partner with CareerDoor and lead these innovative technology employers to Toronto," said Greg Byrne, Minister responsible for the Population Growth Secretariat. "New Brunswick is a place where you can be yourself, belong and be better. This is the message we will be taking with us to Toronto as we encourage these professionals to be part of New Brunswick's self-sufficient future."

In light of the ever-tightening technology professionals talent pool in Canada, more innovative and aggressive recruiting measures are needed at the local levels across the country to better utilize this precious resource – our technology professionals. Regional relocation; improved talent utilization, re-education and a finely-tuned infrastructure to facilitate face-to-face meetings between employers and talent all need to be addressed to give our talent the opportunity for career growth. It is to these principles CareerDoor Inc is dedicated.

About Population Growth Secretariat
Established in April of 2007, the Population Growth Secretariat is responsible for immigration, repatriation, retention and settlement services. The Secretariat has developed a comprehensive Population Growth Strategy and committed to attracting 6,000 more people through 2009, 25,000 by 2015 and 100,000 by 2026.

About CareerDoor Inc:
CareerDoor Inc. is leading the way with creative recruitment solutions helping employers to strategically position themselves to attract and hire technology and technology sales professionals online, in print and face-to-face. Visit us at www.careerdoor.com.

Terri Joosten
CEO
CareerDoor Inc.
e-mail protected from spam bots
1-888-866-7750
www.careerdoor.com

Brendan Langille
Communications New Brunswick
Government of New Brunswick
e-mail protected from spam bots
Tel 506-444-5070
Fax 506-453-5329



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WorldatWork publishes Axiom Consulting Partners' insights on how HR leaders can maximize their return on investment in total rewards.

Chicago, IL, February 14, 2008 – Axiom Consulting Partners LLC announced today that WorldatWork, has published its article titled "Maximizing Return on Investment in Total Rewards – A Three Pronged Approach" in the February edition of workspan magazine.

"Axiom is delighted to be releasing this important piece of thought leadership by our colleague Juan Gonzalez in workspan magazine" said Steve Strelsin, President – Axiom Consulting Partners. "WorldatWork is the preeminent organization of total rewards practitioners and we are especially pleased that Axiom has been asked to share our approach to maximizing return on investment in total rewards with workspan's knowledgeable readers."

Total Rewards are all of the tools available to the employer that may be used to attract, motivate and retain employees. Total rewards include everything the employee perceives to be of value resulting from the employment relationship, which include the following five elements: 1) compensation, 2) benefits, 3) career, 4) culture and 5) work environment.

"Maximizing Return on Investment in Total Rewards – A Three Pronged Approach" is available for download at Axiom's website.

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.

About WorldatWork
WorldatWork is the world's leading not-for-profit professional association dedicated to knowledge leadership in total rewards, compensation, benefits, and work-life. Founded in 1955, WorldatWork focuses on human resources disciplines associated with attracting, motivating and retaining employees. Besides serving as the membership association of the professions, the WorldatWork family of organizations provides education, certification, publications, knowledge resources, surveys, conferences, research and networking.

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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National Employee Benefits Day To Be Celebrated on April 2, 2008

Brookfield, Wisconsin—The International Foundation of Employee Benefit Plans is once again leading the celebrations for the annual National Employee Benefits Day.

The holiday is a time for those responsible for employee benefit plans to acknowledge their dedication to providing quality benefits and the important role they play in their colleagues well-being.

This year the Foundation is encouraging benefits professionals to use the day as an opportunity to educate themselves and their participants on the importance of health care literacy. Health care literacy is defined as the ability to read, understand and act on medical information.

The Foundation Web site, www.ifebp.org/benefitsday has numerous resources to help both employers and employees become more educated health care consumers.

Free downloadable tip sheets are available on the Web site. These tip sheets can be distributed to employees and cover numerous health care literacy topics including How To Talk To Your Doctor, Recommended Screenings for Men and Women and 20 Health Care Terms Defined.

In addition, the site has a complete list of free educational resources, including health resources based on age, gender or life stage; health insurance basics; prescription drugs; and prevention and wellness.

The site also has suggestions of how to celebrate, including ideas such as health fairs, lunch-and-learns or the launching of a new wellness program. Premium items, including a National Employee Benefits Day t-shirt, are also available.

National Employee Benefits Day was created in 2004 by the International Foundation. It is a recognized day in both the United States and Canada. The day is celebrated each year on April 2.

To learn more visit www.ifebp.org/benefitsday.


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The International Foundation of Employee Benefit Plans is a nonprofit educational association serving the employee benefits and compensation industry. Total membership includes more than 35,000 individuals representing over 8,300 trust funds, corporations, public employee groups and professional advisory firms in the United States and Canada.


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New 'Marketing to Human Resources' eBook from HRmarketer.com Discusses Traditional and Web 2.0 Marketing Strategies

Capitola, Calif. / February 14, 2008 -- Suppliers of human resources (HR) products and services have a new tool for attracting the attention of HR decision-makers: a new eBook, Marketing to HR with Traditional and Web 2.0 Integrated Strategies.

The complimentary eBook was developed by HRmarketer.com, the leading provider of marketing and PR services in the HR industry. Aimed at companies that target human resource decision makers, the eBook is designed to help them increase visibility in a crowded marketplace and generate increased website traffic, higher organic search rankings and ultimately more sales leads.

It walks HR suppliers through a proven framework pioneered by the HRmarketer Services Group, coined the Marketing PR Lead-Gen Process(sm). The three-step process focuses on Infrastructure, Content and Promotion, while paying heed to the both traditional and Web 2.0 principles of marketing and public relations.

The eBook also examines the key elements of an integrated marketing and PR campaign, including direct marketing online, press releases, blogs, webinars, white papers and other online content to attract buyers' attention. Strategy, messaging and search-optimized marketing websites are also explained and illustrated.

"It used to be that 'traditional' marketing activities – some print advertising, a few direct mail campaigns and trade show appearances coupled with sales calls and a little PR – was enough to stay competitive," says Mark Willaman, president and founder of HRmarketer. "No More - this eBook shows HR suppliers how to blend traditional and Internet tactics to achieve the measurable results of publicity, web site traffic, sales leads and search engine rankings."

"The basic principles of marketing and public relations have changed little over the years, noted Kevin Grossman, chief operating officer of HRmarketer. "What has changed is the competition, the purchasing behavior of HR decision makers and the marketing and PR tools and tactics available to suppliers. Regardless of your budget and whether you work for a large multinational or a small proprietorship, it's important to integrate a variety of marketing tactics to achieve measurable results."

Download the free eBook by visiting http://www.hrmarketer.com/home/whitepaper_main2.htm


About HRmarketer.com

Since 2001, hundreds of HR suppliers have used HRmarketer.com to generate publicity, website traffic, sales leads and improved SEO. Our services help HR suppliers generate publicity, website traffic, sales leads and improved search engine rankings. Services include:

HRmarketer.com Membership: Combines database of marketing and public relations (PR) opportunities with press release distribution, campaign management, social networking services.

HRmarketer Services: Leveraging our HRmarketer.com service and HR marketplace expertise, we offer HR suppliers a full range of Internet marketing, marketing PR, search engine marketing and SEO services.

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Halogen Announces Record Year

OTTAWA, ON – February 12, 2008 – Halogen Software Inc., a leading provider of web-based employee performance and talent management software, today announced that 2007 marked another record year in sales with 60 percent year-over-year growth. The fourth quarter of 2007, included record revenue with the company closing nearly 200 deals. Halogen's proven ability to deliver an offering that provides enterprise-level functionality to organizations of all sizes, as well as a unique "On-Choice" deployment model has established Halogen as the solution of choice.

The employee performance and talent management market is growing rapidly, with a recent market study from Bersin & Associates valuing the talent management market at an estimated $2.8 Billion in 2008. Halogen's growth continues to outpace even the rapid growth of this market segment due to the company's focus on highly powerful, flexible and affordable employee performance and talent management applications. The company continues to build on its momentum in the industry securing its leadership position by winning nearly 200 deals and 200,000 seats in 2007 in competitive opportunities over its largest competitor, SuccessFactors.

Staying Informed with Halogen
One of Halogen's newest customers, comScore, Inc., with nearly 900 clients, is a global leader in measuring the digital world. comScore analysts apply a deep industry knowledge to help clients design powerful strategies for their online marketing programs. To maximize this human capital expertise, the organization recognizes the need for an enterprise-level employee performance and talent management solution.

"With a geographically dispersed workforce, a paper-based process was cumbersome. We looked for an online system that would enable our employees to complete their appraisals wherever they are and make sure the process is consistent across all locations," said Glenn Krauser, Sr. Vice President of Human Capital with comScore. "In the end, Halogen gave us the functionality we need and enables us to maintain the same process and forms our employees are familiar with. As we introduce changes to the forms or process, we will depend on the Halogen system to implement them."

The addition of industry-specific solutions for financial services and professional services to Halogen's product family, as well as Halogen's long-standing and successful healthcare solution, contributed to the company's growth this past year. Customers in these verticals rose by over 60 percent year-over-year.

Delivering Enterprise-class Functionality
Located in Jacksonville, Florida, EverBank®, with over 1500 employees, is consistently recognized by the industry for its quality products and services. The key to EverBank's award-winning performance is its commitment to creating a high-performance workforce. EverBank recently selected Halogen eAppraisal to optimize its employee performance and talent management.

"We were looking to make the move from a manual process to an automated streamlined system," said Kristina Herod, Compensation Manager with EverBank. "Our focus was on introducing enterprise-class functionality to the process to include enhanced goal setting and management and review tracking. The Halogen offering provides all the flexibility and functionality we need, while enabling HR to stay in control of the process and to make changes without the assistance of IT or the vendor."

About Halogen Software

A recognized industry leader with over 1000 customers worldwide, Halogen Software makes powerful, simple-to-use and affordable employee performance and talent management applications. The company offers a complete suite of web-based products that automate, simplify and integrate employee performance management, 360/multi-rater feedback, compensation management, succession planning and learning management. Halogen's offering makes HR best-practices accessible to companies of all sizes and its healthcare, financial services and professional services specific suites meet the unique needs of these industries. Halogen is consistently recognized by the industry and its customers for its exceptional implementation and support services, and has won multiple awards for its corporate leadership and product innovation, including HR Technology Product of the Year. For more information, visit www.halogensoftware.com
[www.halogensoftware.com].


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Media contact:
Maggie Patterson
PR Consultant, Halogen Software
T: 613-989-1866
E: e-mail protected from spam bots



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Cadence Design Systems Implements viaPeople, Inc.s Performance Management Software

Princeton, NJ – February 11, 2008 - viaPeople, Inc., a leading human asset management software and consulting services company, announced today the successful global enterprise-wide implementation of their performance management software solution at Cadence Design Systems, the leader in global electronic-design innovation.

"viaPeople's performance management software has completely automated our unique goal management and performance evaluation process, including the incorporation of multi-source feedback," says Tina Jones, Corporate Vice President of Human Resources at Cadence. "We chose viaPeople, Inc. as our technology partner because of their highly flexible technology, strong client support services, and the ability of their consulting team of I/O psychologists to advise us as we align our performance management process with our strategic goals," adds Jones.

"viaPeople worked closely with Cadence to launch a pilot group of 400 early adopters to test the online system thoroughly prior to the global rollout", says Amanda Seidler, Ph.D, Industrial Psychologist at viaPeople. The pilot implementation allowed Cadence to collect feedback on the new features and processes that were planned for release in the global rollout. "The Cadence performance management process is quite complex. We proved through the pilot implementation that the viaPeople software was easy to use, flexible and configurable, and could meet Cadence's strict requirements. Cadence has now implemented our solution throughout their entire organization providing single sign-on, an automated, highly secure SAP interface, search access through a powerful organizational charting tool, and many other features that were unique to the Cadence process," says Seidler.

viaPeople, Inc.'s innovative software platform has integrated critical performance information across the entire organization into one common database, including historical performance evaluations. "viaPeople enables us to create a comprehensive database on our human capital that will better facilitate talent planning and succession planning going forward." says Keith Orton, HR Group Director at Cadence.

About viaPeople, Inc.:
viaPeople, Inc. is a human asset management software and consulting services company. By combining the science of Industrial Organizational Psychology and an advanced fully integrated technology platform, viaPeople, Inc. offers the time savings and cost efficiency of online implementation, the flexibility to customize to a client's specific needs, and the domain knowledge to help clients measure and improve the return on their investment in human capital. Visit viaPeople, Inc. at http://www.viapeople.com.

About Cadence Design Systems:
Cadence enables global electronic-design innovation and plays an essential role in the creation of today's integrated circuits and electronics. Customers use Cadence software and hardware, methodologies, and services to design and verify advanced semiconductors, consumer electronics, networking and telecommunications equipment, and computer systems. Cadence reported 2007 revenues of approximately $1.62 billion, and has approximately 5,300 employees. The company is headquartered in San Jose, Calif., with sales offices, design centers, and research facilities around the world to serve the global electronics industry. More information about the company, its products, and services is available at www.cadence.com.



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Interaction Associates' Innovations in Developing Leaders Take Center Stage at the 2008 Conference Board Leadership Development Conference

(San Francisco, CA) February 7, 2008 – Leadership development innovator, Interaction Associates (IA), will play a major role in the Conference Board's 2008 Leadership Development Conference, to be held in two different cities over several days in Spring 2008.

IA's groundbreaking work to develop leaders across different industries will be featured at the Leadership Development Conference, held in New York on May 1-2 and in San Diego on Coronado Island on June 5-6.

"This year's conference is focused on Building Leaders and Organizational Capability through Leadership Development," said Jean McNulty of The Conference Board. "Interaction Associates is part of an outstanding roster of CEOs, thought leaders, researchers, and top-notch Leadership Development innovators to present at the conference - an annual event that participants rate very highly for timely topics, speakers and actionable ideas," McNulty added.

Debbie Rocco, Chief Learning Officer of Amylin Pharmaceuticals, will present a session called "Developing Leadership Capability across the Organization." Attendees to this session will learn how Interaction Associates helped Amylin, a leading biopharmaceutical company, set a powerful learning agenda to establish leadership capability across the organization. By leveraging dialogue (having a common language), shared meaning (clear understanding of organization goals), and social connections (peer coaching and support), Amylin is building crucial organizational leadership capability. The focus is on key areas of excellence including decision making, coaching and strategic thinking. Michael Ansa, Senior Consultant, Interaction Associates will co-present.

Separately, Mike Meier, Vice President, Shared Services, STP Nuclear Operating Company, will present a session called "Developing Leaders to Change the Culture and Sustain Excellence". Meier will describe how STP used leadership development innovations from Interaction Associates to http://www.interactionassociates.com/services/wwd_leadership.html [develop leaders] and turn its performance around in record time. He will show how the company has continued to thrive, despite the ups and downs of the industry, transitions of leaders, and changes in their ownership. Interaction Associates President and CEO Linda Dunkel will co-present.

As a co-sponsor of the Leadership Development Conference, Interaction Associates offers clients and friends a reduced rate on conference registration. Call Patricia Milton at 415-343-2600 to receive a discounted registration of $2,195 for the two-day conference.

For details on the 2008 Leadership Conference, please visit http://www.Conference-Board.org/Conferences.



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A CONSULTANT IN YOUR POCKET. AthenaOnline Delivers Free Mobile Learning for Cell Phones

Emeryville, CA February 7, 2008 – Ever thought it would be nice to get management advice while you were stuck at the airport, or wanted to know how to deal with a difficult person while you were in the back of a cab on your way to meet with them? Well now you can. AthenaOnline announced today that they have released their entire library of short leadership advice videos (SmartBytes™) for use on 3GP cellular phones. With almost 1,000 videos it is the largest body of management training content currently available for mobile learning. What's more, Athena announced that the mobile SmartBytes will be made available absolutely free through a special cell phone site that they have set up.

"We wanted to make this content accessible to a wide group of cell phone users" said Jon Peters, Athena's CEO. "We hope that this mobile delivery option will help employees in the field, and those managers and leaders who are always on the go."

Athena has worked with over 70 leading business consultants and experts like Marshall Goldsmith, Beverly Kaye, Russell Ackoff, Vijay Govindarajan, and many others to create a library of almost 1,000 SmartByte videos on management and leadership. The videos are typically delivered through customized web-based learning portals for large multinational organizations.

According to Jupiter Media, only 2% of mobile phone users currently have subscriptions that include mobile video, but 41% of mobile phone users have some interest in receiving videos on their mobile phone. Athena is optimistic about the opportunity. "The new service is a part of AthenaOnline's anytime and anywhere learning strategy" says Peters. "This type of learning delivery will play an increased role in the newest version of our award-winning MyQuickCoach learning platform, which includes Web 2.0 functionality."

The Athena Mobile SmartByte™ Library (AMSB) service is currently available for cell phones that support 3GP video streaming. Athena was delaying the launch of its cellular platform until their iPhone application was also ready, but recently decided to release the 3GP version in advance of their iPhone application, which is due in March.

The 3GP application uses a point-and-click system of text based menus to find videos by subject or thought leader. The iPhone version of the system will use sliding menus and support search capability. Users may access the Athena videos by using their cell phone's built-in browser to go to www.SmartBytes.mobi.

For more information on Athena's applications call 800-500-4294.


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 800-500-4294.

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SmartByte is a registered trademark of AthenaOnline.com, Inc. iPhone is a registered trademark of Apple Inc.

"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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Sendouts Brand Makeover Showcases Enhanced Solutions for Recruiting and Staffing Firms

ST. LOUIS, February 11, 2008 – Sendouts has revamped its brand identity including its corporate website (www.sendouts.com) and logo to reflect its position as the leading single source provider of comprehensive software, tools and training for the staffing and recruitment industry.

In 1999, Sendouts established its position as a pioneer in the industry by launching its flagship product, Sendouts Pro, an easy-to-use, web-based recruitment management software. Since then, the company has rapidly grown year after year and has expanded its products and services to become a comprehensive resource for recruiters and owners. Recently, Sendouts announced a new release of Sendouts Pro (6.5) that includes a number of new sourcing tools, in addition to Sendouts University – an online training center that offers tutorials and lectures by known industry experts – and SendoutsXchange, a trusted split-fee recruiter-to-recruiter exchange that charges just one flat fee for each successful placement.

"As Sendouts products and services have evolved to meet the productivity needs of our clients, we felt our brand needed to reflect our new position in the market," said Don Breckenridge, president and CEO of Sendouts. "Sendouts provides whole solutions for our clients that go far beyond typical Applicant Tracking Software."

Breckenridge added that Sendouts new branding also highlights the company's renowned service and customer testimonials, reflecting the "live person" support strategy that has helped Sendouts grow to over 750 firms nationwide.

"Listening to and caring for our customers is a core value at Sendouts that is not only reflected in our new external brand identity, but also incorporated into our day-to-day work environment," said Breckenridge. He noted that Sendouts has even invited customers to "name" the new "Sendouts Guy", an ingredient in Sendouts' brand since its inception.

For additional information please contact Sendouts toll-free at 877-309-5222 ext. 114 or visit us at www.sendouts.com.

About Sendouts
Sendouts is the leading, single source provider of software and training needs for recruiting and staffing firms. The company combines unparalleled service, training and support with its easy-to-use, Web-based software - Sendouts Pro - giving recruiters the fastest path to more placements. Sendouts Pro now helps over 750 staffing and recruitment firms worldwide automate and manage the entire talent acquisition process from sales opportunities to final placements. For more information, go to www.sendouts.com.



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Get the Formula to Measure Sales Compensation Effectiveness

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


Get the Formula to Measure Sales Compensation Effectiveness

Feb. 12, 2008 – Designing a sales compensation plan that motivates the sales staff and meets the organization's needs is always a unique challenge to many sales compensation professionals. Every organization is different; sales goals are different and the linkage between individual performance and incentive pay is often unclear.

But certain universal truths do apply to effective sales compensation design, and the new book from WorldatWork by experts Jerome Colletti, Mary Fiss and Mark Davis gives practitioners basic and advanced formulas for success. Sales Compensation Math applies appropriate techniques and formulas related to each factor of sales compensation (determining pay levels, pay mix, incentive design and calculating payouts) that are consistent with both best practices and generally accepted principles.

Regardless of the sales compensation plan's strategy, if the math associated with the formula is flawed, the plan will fail. If the formula used to calculate incentive pay is too complex, the plan won't motivate the sales force. Learn the most common flaws and the easy ways to calculate success in Sales Compensation Math.

There are other books that provide concepts and examples related to sales incentive plans; however, there is no other resource available that provides specific formulas and calculation techniques that can be applied by any design team or support resource. For those who need practical, accurate and broadly applicable formulas to use throughout the design and implementation of a sales incentive plan, Sales Compensation Math offers solutions.

Sales Compensation Math. Jerome Colletti, Mary Fiss, Mark Davis. WorldatWork Press. 2008. Softcover. ISBN: 978-157963-1864
$29.95 USD Member ($39.95 nonmember) | e-book: $26.95 USD Member ($35.95 nonmember)

Media may request a complimentary copy of the book by sending an e-mail to e-mail protected from spam bots.

About WorldatWork®
The Total Rewards Association
WorldatWork (www.worldatwork.org) is an association of human resource professionals from FORTUNE 500 and other leading organizations worldwide focused on attracting, motivating and retaining employees.

Founded in 1955, WorldatWork provides practitioners with training and education to effectively design and implement strategies and practices in total rewards, including compensation, benefits, work-life, recognition, and career development. With offices in Scottsdale, Arizona and Washington, D.C., WorldatWork supports its 30,000 members and professionals in 75 countries with thought leadership, publications, research and community. WorldatWork administers certification through the WorldatWork Society of Certified Professionals.

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 WLCP®, 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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iCIMS Solidifies its Position as a Dominant Global Talent Solution Provider

iCIMS Solidifies its Position as a Dominant Global Talent Solution Provider

- iCIMS Augments International Presence with New China Support Office, Additional Global Clients and Enhanced Multi-Lingual System Functionality -


HAZLET, N.J. (February 11, 2008) – iCIMS, a leading global provider of Software-as-a-Service (SaaS) business platforms, announced today the company has enhanced its international presence with a new office in Beijing, China. The opening of the new Asia Pacific Customer Support office broadens iCIMS' global service levels, while new multi-lingual system functionality contributes to the extension of the platform's already robust international capabilities.

With the recent signing of a worldwide electronics manufacturing giant, iCIMS took proactive steps to deliver an enhanced international offering to all clients. From a service perspective, iCIMS' new China office extends the company's unparalleled Customer Support to 24-hour, Monday through Friday availability for all domestic and international users. The new office, staffed entirely with in-house iCIMS employees, provides clients with support in both Chinese and English.

Over the last three years, iCIMS has emerged as a dominant global player, supporting over 500 clients worldwide on its iRecruiter™ Talent Platform. Customers leverage iRecruiter for all aspects of the workforce lifecycle, including applicant tracking, on-boarding, performance management, succession planning, surveys, and more. The company has experience supporting organizations and users around the globe, including such locations as Ethiopia, China, Germany, Oman, and India. Some notable international clients of iCIMS include Whole Foods Market (NASDAQ: WFM), Terex Corporation (NYSE: TEX), Continental Airlines (NYSE: CAL), and Occidental Petroleum Corporation (NYSE: OXY).

Highly configurable, iRecruiter is regarded as a premiere talent management solution for companies that operate globally. On the back-end, iRecruiter supports full Unicode capabilities, including both single and double-byte character sets. This allows iCIMS to deliver multiple workflows in different languages within the one core platform while enabling clients to have a localized focus on their talent initiatives. Candidates also benefit from iRecruiter's multi-lingual capabilities, and receive unique online application experiences through localized career portals.

"Our new Beijing office and our system developments are two exciting additions to iCIMS' global capabilities," said iCIMS President and CEO, Colin Day. "iCIMS is the ultimate international partner for growing global organizations because of our proven experience and superior, around-the-clock Customer Support offering. iCIMS' expertise coupled with iRecruiter's ability to manage different languages, workflows, and talent initiatives through one easy-to-use system delivers significant benefits to growing multi-national companies."

Leveraging Akamai's global delivery network of more than 20,000 cache servers worldwide, over 92,000 users and five million daily candidates access iRecruiter from virtually every location around the world. The inherent flexibility of the iRecruiter platform allows iCIMS to support clients within any industry, size, or location. With Customer Support available 24-hours a day, five days a week, and a 97 percent customer satisfaction rating, iCIMS provides international best practices and ongoing support to global companies like no other organization can.


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 more than 500 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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Worker Misclassification Webinar Gives Crucial Information to Thought Leaders across Industries

SAN FRANCISCO, Calif., (Feb. 11, 2008)—Having already attracted an audience of senior-level executives from Fortune 500 and Fortune Global 500 companies, "The Costs of Worker Misclassification: How New York is Leading the Charge for National Reform," is an upcoming sponsored Webinar hosted by 1099 compliance and payrolling firm, Secure Talent, in partnership with Advantage, a leader in talent management solutions. Featuring keynote speaker Fred B. Kotler, J.D., faculty member of Cornell University School of Industrial and Labor Relations and director of the New York State AFL-CIO/Cornell Union Leadership Institute, the complimentary event occurs this Wednesday, Feb. 13, 2008, at 1 p.m. EST.

Kotler discusses highlights of his co-authored 2007 research report, which served as a basis for New York Governor Eliot Spitzer's Executive Order for a Joint Enforcement Task Force on Employee Misclassification. In addition, experts from Secure Talent and Advantage join Kotler to speak about up-to-date and time-sensitive issues surrounding worker misclassification.

Attendees of this Webinar can expect to:

- Explore the costs and implications of worker misclassification in New York and the associated financial exposure to employers.
- Discover how New York is leading the charge for national reform on the issue of worker misclassification through recent legislative action.
- Learn about high-profile worker misclassification cases currently in litigation and the potential implications to their own business.
- Investigate current trends including the continued rise in the number of independent contractors and find out why the movement is gaining speed.
- Understand how worker misclassification can impact their business through an anonymous question-and-answer session, led by compliance experts and Webinar hosts.
- Become part of a progressive audience comprised of thought leaders and decision makers across industries.

The registration deadline for this complimentary virtual meeting is drawing near. For more information or to register, please visit http://www.securetalent.com/newsevents-costs-of-worker-misclassification.html.

Headquartered in San Francisco, Calif., Secure Talent, Inc. offers nationwide 1099 compliance and complete payroll services. Its parent company, Eplica, Inc., is a provider of "back office" services for staffing companies across the United States. For more information about Secure Talent, please visit www.securetalent.com. For more information about Eplica, please visit www.eplicaservices.com.

Advantage is a leading provider of professional and support-level talent and innovative workforce management solutions. For further information about Advantage's services, please visit www.hirethinking.com. Media inquiries, please contact Laura McGarrity, director of marketing & communications, at (203) 394-5229.

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Premier Benefits Intelligence Provider OCI Expands Operations with New Office in Denver Technology Center

Denver, Colorado, February 11, 2008 – OCI announced today the opening of its new Business Office in the Denver Technology Center (DTC). The new facility joins the Cheyenne, Wyoming Service Operations Center as OCI expands in order to accommodate growth.

"OCI is taking full advantage of all that being part of Denver has to offer our organization and our customers: the talent pool, transportation, image, and quality of life," said Dan Blaney, OCI President. "We are well positioned to take on new business and pleased to provide high-quality jobs that will contribute to the Denver community."

Current staffing in the DTC location includes senior management, client services, marketing, product development, and sales. Plans are currently underway to add sales representatives, data analysts, account managers, and project managers during 2008.

OCI's presence in Denver is key to its future growth strategy. Benefit Intelligence Consulting continues to provide substantial business expansion opportunities that the company is well positioned to take advantage of in coming years. Demand for OCI's integrated analysis and reporting, absence management, and data conversion solutions also continues to grow. Access to the city's diverse talent pool ensures the availability of resources needed in order to capitalize upon these opportunities.

About OCI

Founded in 1984, OCI helps the nation's largest employers address one of their most expensive and complex business problems: the spiraling cost of benefits. Through its integrated health and productivity model, OCI provides a holistic view of total benefits costs that enables employers to:

• More effectively deliver the health-related programs their employees need
• Identify opportunities for targeted management and improvement of benefits programs
• Improve the overall health and productivity of their employees

www.oci.com



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AutoZone and Independent Research Analyst Co-present Webcast on Best Practices in Selecting Applicant Tracking Systems

Detroit, Mich. — Feb. 11, 2008 — nowHIRE.com, a premier provider of applicant tracking and hiring management systems, will sponsor a webcast presented by Zach Thomas, senior analyst with Forrester Research, and Ann Morgan, vice president of human resources for AutoZone. The webcast is titled Best Practices in ATS Selection and will be broadcast on February 19 at 11:00 a.m. PST (2:00 p.m. EST).

Thomas will present Forrester's four-phase approach to selecting an applicant tracking system (ATS). The unique process helps companies organize, narrow, evaluate and decide on the best vendor to meet their specific needs. Thomas' primary research areas include hiring automation, performance management and human resources management systems. Prior to Forrester, Thomas designed and implemented applicant tracking and performance management products currently in use by multiple Fortune 500 companies across several industries including retail, financial services and healthcare.

To illustrate a best practice, Ann Morgan, vice president of human resources for AutoZone, will present the company's experience in selecting an ATS. In 2007, AutoZone completed an implementation of a new enterprise-wide applicant tracking and talent acquisition system from nowHIRE.

"AutoZone had complex requirements in choosing an applicant tracking and hiring management system provider," said Ann Morgan, vice president of human resources for AutoZone. "We needed to dramatically streamline the hiring and recruitment process across multiple business units, including over 4,100 store locations. Our goal was to find a single vendor with a 'true' enterprise solution that supported recruitment from the boardroom to our stores. nowHIRE was that vendor. They have been outstanding in meeting our needs and providing a smooth implementation."

In addition, the webcast will cover the importance of choosing a system that is configurable to allow adjustments as the company's needs change and that caters to the applicant experience, whether for hourly or salaried candidates.

To register for the hour-long free webcast, visit https://www1.gotomeeting.com/register/867319740

About nowHIRE

Since 1998, nowHIRE has been the 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 configure 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 Contacts:
Joseph N Impastato II
586-778-8491 (x15)
joseph.impastato(at)nowHIRE.com

Gail DeLano
Fisher Vista, LLC / HRmarketer.com
831-685-9700
gdelano(at)fishervista.com

Adriana Saldana
Fisher Vista, LLC / HRmarketer.com
831-685-9700
asaldana(at)hrmarketer.com


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Jobscience Awarded Best Business/Process Improvement Product

San Francisco, CA (February 8, 2008) — Jobscience, Inc a market leader in automated workforce management, recently learned that they had been awarded a first place finish in the eHealthcare Leadership Awards presented by eHealthcare Strategy and Trends. Jobscience was awarded the gold for Business/Process Improvement Applications or Products within the Best Employee Recruitment site category. Over 1,100 entries were received within twelve different award categories.

Founded in 1999, Jobscience has a vast portfolio of automated applicant tracking and management solutions that integrate all key hiring and employee management functions through a central web interface. Automating the process tightens the workflow between HR managers, recruiters and candidates, and ultimately decreases hiring costs. Currently offering such functions as standardized job descriptions and job posting, applicant tracking, HR policy, background checking, and employee referral, Jobscience offers solutions for small- to mid-sized businesses as well as larger, enterprise-wide solutions.

"Jobscience is pleased to be recognized for the important role that we play in improving hiring practices in the healthcare market. Our many years of experience implementing automated workforce management solutions in healthcare have allowed us to successfully migrate into other industries, as well," says Ted Elliot, CEO of Jobscience. "The robust solutions that Jobscience provides streamline the recruiting process, shorten the hiring cycle and decrease administrative costs."

The eHealthcare Leadership Awards are a leading awards program that exclusively recognize the very best Web sites of healthcare providers, health plans, healthcare associations, online health companies, pharmaceutical / medical equipment firms, suppliers, other healthcare organizations, and business improvement initiatives. These awards highlight the Internet's role in achieving business objectives and recognize the hard work that has gone into creating outstanding healthcare Web sites.

About Jobscience

Jobscience, a market leader in automated workforce management, provides a comprehensive suite of web-based products and services that meet the needs of any sized business across any industry. Offering best-in-class technology designed to streamline current recruiting processes while reducing hiring costs, the Jobscience solution is flexible enough to integrate with current third-party applications, or robust enough to standalone. World-class security, disaster recovery, and 24/7 availability all combine to provide a complete, affordable employee management solution.



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

Recruitment videos on the rise as critical recruitment tools for employers

San Francisco, February 7, 2008.
CareerTV, with the nation's largest collection of recruitment videos online, continues to attract job seekers and employers. January was the best month for traffic yet with over 300,000 unique visitors! Over the last two months, the website has undergone a major re-design and the addition of new features, functionality and career videos. A wide range of user optimization tools have been added and as a result traffic has soared.
The market has embraced the use of recruitment videos and this has created a buzz in the industry", says Jim Buttimer, CEO of CareerTV.
CareerTV addresses job seekers' demand for career information through video, as well as the employers' demand for a professional platform to communicate their brands. The company signed a number of successful partnerships last year with other leading sites targeting young professionals, including; Yahoo!HotJobs, CollegeRecruiter, AfterCollege, CareerBuilder, WetFeet, and InternshipPrograms. "There is a tremendous opportunity out there. With the overall number of online video views steadily on the rise, video is still growing very rapidly as a recruiting tool", concludes Buttimer.
Starting in March, CareerTV will also begin producing a monthly 30-minute show highlighting different topics and industries - revealing the top-ranked employer. "This is a way to solidify our position as the #1 site for recruitment videos. The monthly show will air online and through other media distribution channels reaching a potential audience of 6 million viewers", explains Sean O'Grady, Executive Producer for CareerTV.

About CareerTV
CareerTV is the nation's leading career video website and has the largest collection of recruitment videos online. We help students and young professionals learn more about careers at companies across all industries. Our online employer video library includes inside perspectives to corporate culture and career opportunities at some of America's top employers such as Google, L'Oreal, JP Morgan, and Walt Disney. In addition CareerTV works to promote employer brands with media companies such as WetFeet, Jungle Media, and hundreds of colleges and universities across the country. CareerTV is a sister company to Universum – the world's leader in student surveys, and whose independent research is cited by CNN, Fortune Magazine, New York Times, and Wall Street Journal.

Media Contact:
Helen Luttemo, Director of Public Relations, CareerTV.
+1-415-244-4414 or e-mail protected from spam bots



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PDS Revenues Doubled in 2007 Hosted HRMS Model Validated with Increased Sales

Blue Bell, Pa., February 7, 2008 – PDS, an award-winning developer of web-based human resource and payroll systems, today announced that it experienced significant growth in 2007 by doubling its revenues over 2006. Sales from the company's hosted Vista HRMS (human resource management system) model grew from 30 percent of its licenses in 2006 to 55 percent in 2007.

"The fact that more than half of our sales last year were for our hosted solution really validates this approach," said George Brady, vice president at PDS. "We believe that one size does not fit all. Under our model, we host our clients' licensed software in a single-tenanted environment using a secure VPN point to point connection and our clients are able to configure our Vista solution to meet their own needs – all without the need for in-house IT support."

The subscription or rental model offered by SaaS (Software as a Service) vendors requires the user to conform, on the most part, to what those vendors refer to as "best practices". With the Vista hosting model, users achieve superior ROI as a result of paying a one-time license fee and a modest monthly hosting fee. "In most instances the savings over a rental model are achieved by the end of the second year – just about the time the original SaaS contract is up for renewal," explained Brady.

Much of PDS' success is a result of its recurring monthly revenue from its hosted solution. In 2007, this number grew 458 percent from 2006 recurring monthly revenue. PDS ended the year with a strong fourth quarter, adding new clients such as Davaco and Deep South Insurance (Dallas, Texas), Hospital Partners (Charlotte, N.C.), James City County (Williamsburg, Va.), Kongsberg (Milan, Tenn.) and Montecito Bank (Santa Barbara, Calif.).

About PDS
In the software development business for more than 30 years, PDS is a provider of a web-based, feature-rich, completely integrated human resource, benefits administration and payroll software application that enables organizations to focus on more strategic issues and less on administrative HR and payroll activities. PDS offers a full range of professional services to a wide variety of industries in the U.S. and in Canada. Founded in 1974, PDS is a privately-held company headquartered in Blue Bell, Pa. For more information on PDS visit www.pdssoftware.com.

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PDS and the PDS logo are registered trademarks and Vista is a trademark of Personnel Data Systems Inc. All other trademarks or registered trademarks are properties of their respective owners.




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Sterling Testing Systems Inc. Promotes Alla Schay to Chief Operating Officer

New York, NY, February 1, 2008 – Sterling Testing Systems, Inc., the leading, private provider of pre-employment screening services, today announced the promotion of Alla Schay, from Senior Vice President of Operations to Chief Operating Officer (COO).
"Ms. Schay has proved to be an asset to Sterling in her leadership from the outset of her tenure. In this integral function she has demonstrated success while ensuring a strict adherence to Six Sigma and ISO 9001 processes," said Sterling Testing Systems' CEO, William Greenblatt. "Her operational expertise and innovative techniques have allowed Sterling to sustain high growth levels."
As Chief Operating Officer, Schay will continue to oversee the company's operations across multiple departments. With this restructuring, Sterling will be in a position to continue with its growth projection while maintaining a clear focus to meet the needs of its customers with superior turnaround time and high quality customer service.
Ms. Schay joined Sterling in March of 2007 and has been instrumental in transforming the operations and business processes of Sterling's organization. Ms. Schay created and led operationally-driven teams in order to enable enhanced protocols, streamline processes and create a metrics and evaluation-oriented environment.
"We have an aggressive agenda to grow market share and maintain the highest levels of customer satisfaction," said Sterling Testing Systems' President, Richard Seldon. "Ms. Schay is poised with tenure as a leader in operational excellence to guide Sterling's next phase of growth. We look forward to her continued significant contributions to our organization as Sterling moves forward."
Prior to joining Sterling, Ms. Schay spent six years at CT Corporation where she was the national manager of CT's network of 120 Service of Process (SOP) specialists generating $190mm in revenue across offices nationwide. She also spent five years as a principle consultant with PriceWaterhouseCoopers (PWC).

Ms. Schay received her Bachelors degree from the College of William and Mary.

# # #

About Sterling Testing Systems, Inc.
Sterling Testing Systems, Inc. is the leading, private provider of pre-employment screening, background checking, drug testing, I-9 processing, 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 96 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. Sterling provides clients the most accurate intelligence, at the highest speed, at the most effective cost, utilizing the latest technology to make our screening process a model of service and value. We contour solutions to
our client processes, systems and requirements — no matter how old, new or different. For more information, please visit www.sterlingtesting.com or call 800.899.2272.


Media Contact:
Lauren Friedman
Sterling Testing Systems, Inc
e-mail protected from spam bots
646.485.3767


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Aspire HR to Implement Global E-Recruiting Initiative for Allianz SE

Dallas, TX (February 7, 2008) -- Aspire HR, the recognized leader in SAP E-Recruiting, has been selected for the implementation of a global E-Recruiting initiative for Allianz SE, an international financial services provider in insurance, banking and asset management and the 19th largest company in the world.
With approximately 178,000 employees worldwide and more than 75 million customers in 70 countries, Allianz SE is an ideal candidate for SAP E-recruiting.
"SAP E-Recruiting aligns recruiting efforts with corporate strategy, identifies top candidates, and reduces recruiting and sourcing costs," said founder and managing partner Joseph P. Hillesheim. "With our unique approach Aspire HR will utilize a global template, taking a standardized approach and tailoring it for the client to address their needs for individual geographic regions."
The project with Allianz SE will include global SAP E-Recruiting implementations for the United States, the UK, Ireland, and Canada, according to Hillesheim.
"In today's business climate attracting, recruiting and retaining the right people are more than luxuries. They are essential to the organization's success," said Hillesheim. "Aspire HR has had more SAP E-Recruiting successes than any other SAP implementation partner. Our experience and methodology enables our clients to build long-term relationships with current and future employees empowering the organization to find talented people as positions become available."
Aspire HR specializes in human capital management (HCM) for SAP. This focus has enabled the company to develop unparalleled expertise in HCM, superior HR project management, and packaged software applications that add real value for our customers. These functional resources coupled with our software development center enable us to do high quality implementation quickly, efficiently and with high customer satisfaction.

For Additional Information, Contact:
Susan Kern, Director of Marketing
e-mail protected from spam bots
214-880-0099, Ext. 168



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Vangent's Talent Acquisition Solution Puts New Meaning Behind Improving Quality of Hire

Chicago, IL, February 6, 2008 – Vangent, Inc., a leading provider of results-oriented human capital and talent management solutions, today announced the launch of its latest automated talent acquisition solution. This new offering integrates Vangent's industry leading pre-employment screening and assessment content, with a highly configurable, flexible, and comprehensive Applicant Tracking System (ATS).

The Vangent offering automates the hiring workflow process, tracks and manages critical applicant information, and facilitates efficient, uniform, and compliant hiring practices. What makes the Vangent solution especially powerful and more than just a standard ATS is integrated assessments designed to improve the quality and integrity of the applicant evaluation and selection process. Through the Vangent Talent Acquisition Solution, recruiters and hiring managers will have access to accurate and reliable information about the applicant's job fit, readiness, and potential; thereby facilitating better, informed hiring decisions and avoiding the costs and burden associated with bad hires. By ensuring that the best talent is hired, and that problem hires are avoided, organizations experience bottom line impacts from productivity gains, increased employee retention, and reduced turnover costs.

"There are dozens of applicant tracking systems on the market today, but check the features and you'll find that in nearly every instance the focus is on the automation of the hiring process, with limited to no attention on quality of hire," said David Fabianski, President of Vangent's Human Capital business. "Sure speed and efficiency are important, but we can do so much more for hiring managers by providing a reliable, objective, and standardized way to identify applicants with the greatest likelihood for success."

Vangent's hiring solutions expertise dates back to 1947 when it defined the integrity-based assessments market category. Today the company owns one of the largest libraries of pre-validated assessment scales in the world, and each year administers over 3 million applicant events through the Internet, IVR systems, and onsite kiosks. Organizations deploying Vangent assessments consistently in their hiring process have hired employees who are measurably more productive, safe, honest, and dependable. Vangent's talent acquisition solutions have helped clients reduce time to hire by as much as 50%, decrease cost to hire by as much as 79% and achieve ROI as high as 44 to 1.

"What we are seeing is the recruiting industry come full circle," added Dr. John Jones, Vangent's Vice President and Chief Scientist. "It's no longer enough to automate an existing hiring process, but rather that process must be designed to meet the business' strategic needs and objectives by consistently providing high quality hires. This solution was designed to help organizations select the best talent by offering a highly efficient technology platform coupled with world class assessment content." The Vangent Talent Acquisition Solution will be showcased at the upcoming 2008 Spring ERE Expo in San Diego March 31st–April 2nd 2008.

About Vangent, Inc.
With over 5,500 employees worldwide, Vangent, Inc. is a leading global provider of Consulting, Systems Integration, Human Capital Management, and Business Process Outsourcing services to the U.S. federal and international governments, higher education institutions, and corporations. Through Vangent's Human Capital products and services, thousands of clients have successfully improved their workforce acquisition, development, and advancement. From industry-leading selection and hiring solutions, to best of breed learning, organizational development, and talent management solutions, Vangent helps clients achieve the greatest return from their human capital. For more information, please visit www.vangent-hcm.com.




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Do you know your traits for success? Batrus Hollweg does!

Dallas, TX, Feb.6, 2008 – Batrus Hollweg has continued to be the "thought-leader" in the assessment of executive talent. Based on leading-edge research and decades of assessment experience, BHI has introduced 23 new leadership competencies that are critical for executive success. In addition to updating the battery of assessments that we use, we have also streamlined the process in consideration of the executive's valuable time. The result of our extensive research and experience is an enhanced approach to executive selection and development that is more valid, efficient, and effective.
"Executive talent is critical for an organization's success; therefore, one cannot be too thoughtful or deliberate in the selection and development of senior leadership," says Ashley Hollweg, PhD., senior consultant of Executive Solutions for BHI. To remove some of the guesswork in the executive assessment process, Batrus Hollweg International (BHI), is introducing its Executive Selection Survey. This is a brief client survey administered prior to the assessment that allows BHI assessors to further clarify the specific skills that are considered crucial for success in each executive position within the unique requirements of the client's team, company and strategy . For a sample of the survey and an interesting way to look at yourself and your team, go to www.batrushollweg.com.

ABOUT BHI
Batrus Hollweg International (BHI) is a leading human capital consulting firm specializing in the assessment and development of people to drive organizational results. With 37 years of experience, BHI provides companies with objective, quantifiable solutions for selecting the best talent. For more information, please visit: www.batrushollweg.com

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Do you know your traits for success? Batrus Hollweg does!

Dallas, TX, Feb.6, 2008 – Batrus Hollweg has continued to be the "thought-leader" in the assessment of executive talent. Based on leading-edge research and decades of assessment experience, BHI has introduced 23 new leadership competencies that are critical for executive success. In addition to updating the battery of assessments that we use, we have also streamlined the process in consideration of the executive's valuable time. The result of our extensive research and experience is an enhanced approach to executive selection and development that is more valid, efficient, and effective.
"Executive talent is critical for an organization's success; therefore, one cannot be too thoughtful or deliberate in the selection and development of senior leadership," says Ashley Hollweg, PhD., senior consultant of Executive Solutions for BHI. To remove some of the guesswork in the executive assessment process, Batrus Hollweg International (BHI), is introducing its Executive Selection Survey. This is a brief client survey administered prior to the assessment that allows BHI assessors to further clarify the specific skills that are considered crucial for success in each executive position within the unique requirements of the client's team, company and strategy . For a sample of the survey and an interesting way to look at yourself and your team, go to www.batrushollweg.com.

ABOUT BHI
Batrus Hollweg International (BHI) is a leading human capital consulting firm specializing in the assessment and development of people to drive organizational results. With 37 years of experience, BHI provides companies with objective, quantifiable solutions for selecting the best talent. For more information, please visit: www.batrushollweg.com

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Secure Talent Executive Advisory Board Welcomes New Member

SAN FRANCISCO, Calif., (Feb. 6, 2008)—This month, the Secure Talent Executive Advisory Board welcomes Michèle Coquis as the board's labor sourcing and procurement expert. Formerly an executive at Electronic Data Systems Corporation (EDS), Coquis joins the board with more than 12 years experience in her area of expertise.

For more than two decades, Coquis served in several leadership roles at EDS; most recently she was contract labor category manager for EDS Supply Chain Management. Responsibilities in this role included strategy development, category management and procurement operation of one of the largest technical and clerical buys in the industry.

"Given the rapidly changing landscape of the American workforce, companies are challenged with developing new and innovative ways to attract, retain and assess resource investments. The Secure Talent Executive Advisory Board was attractive to me because it will help shape the solutions for our business community," says Coquis. "I'm looking forward to making a difference through the board's hands-on approach."

Founded by 1099 compliance and payrolling firm, Secure Talent, the Secure Talent Executive Advisory Board is comprised of prominent business experts from a broad cross-section of industries. Targeted to be a national advisory board, it serves as an overall market indicator of emerging trends, risks and opportunities, as well as a resource for local business communities through leadership outreach.

"We are thrilled to have Michèle as our labor sourcing and procurement expert," says Jeff Phelps, president and founder of Secure Talent. "Her industry knowledge will be a tremendous asset to board peers as well as for our colleagues in the business community seeking her expertise."

At this time, the board is searching for additional senior-level business leaders to fill remaining expert positions in technology, legal, staffing and auditing. For more details about becoming a board member or seeking services from the Secure Talent Executive Advisory Board, please contact Secure Talent at (800) 778 – 0197.

Headquartered in San Francisco, Calif., Secure Talent, Inc. offers nationwide 1099 compliance and complete payroll services. Its parent company, Eplica, Inc., is a provider of "back office" services for staffing companies across the United States. For more information about Secure Talent, please visit www.securetalent.com. For more information about Eplica, please visit www.eplicaservices.com.



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RecruitingBlogs.com Partners with John Sumsers Recruiting Roadshow, Sponsors 2008 Series

Toronto, Canada / February 6, 2008 – RecruitingBlogs.com announced today a partnership with John Sumser's Recruiting Roadshow™ becoming a charter sponsor for the entire 2008 series. In support of the Roadshow theme of integrating physical community with online social networks, RecruitingBlogs.com is now also the official online community of the Recruiting Roadshow™. The Recruiting Roadshow™ is free to recruiters and is aimed at bringing continuing education and fostering community among recruiters across the country.

Beginning with the 2008 Las Vegas Recruiting Roadshow on February 27 and continuing through the remaining 10 events of the 2008 series, RecruitingBlogs.com will help underwrite the financial costs of the event as well as provide logistical support.

"It took me about 5 seconds to realize that to be on the road with John Sumser and his Recruiting Roadshow was an opportunity I could not pass up," says Jason Davis of RecruitingBlogs.com. "To get in front of thousands of recruiters in their local community is exactly what RecruitingBlogs.com is about. In 24 months, we will have created an unbelievable community online and off."

With over 1,000 members, RecrutingBlogs.com is now the official online community of the Recruiting Roadshow, continuing as a fast-growing online network for recruiters worldwide.

"Jason is a master at the art of creating online community" says John Sumser, founder of the Recruiting Roadshow. "Having his community, Recruitingblogs.com, as a sponsor will facilitate the integration of online and physical community. That's exactly what the Recruiting Roadshow is all about. Jason's sponsorship is a good thing for my project, his project and the entire recruiting industry."

RecruitingBlogs.com joins Don Ramer and Arbita as the official series underwriters.

About RecruitingBlogs.com
A social network for the recruiting industry, RecruitingBlogs.com has over 1,000 members and is a fast-growing online network for recruiters around the planet. The network is built on the Ning platform and includes a variety of methods for interaction and collaboration between recruiters.

About The Recruiting Roadshow™
Begun as an experiment in 2007, the Recruiting Roadshow™ is a half-day experience for Recruiters in local communities. The events are structured to provide continuing education while helping to develop the local Recruiting network. John Sumser, the founder of the Recruiting Roadshow™ is committed to developing rich regional Recruiting Ecosystems bound together with education and fellowship. The events are free to participants and made possible by the generosity of sponsors and underwriters who want to help strengthen the industry.

Media contacts:

Jason Davis
416.995.3693

John Sumser
415.377.5676

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DoubleStar Executives Shape HR Industry through Conference Participation

West Chester, PA, February 5, 2008 — As part of DoubleStar's education initiatives to promote human capital best practices to HR executives and business leaders around the globe, two of the company's senior executives will launch this year's conference agenda addressing various Talent Acquisition and Talent Measurement topics at several major industry conferences.

On February 6th, DoubleStar Founder and Managing Partner, Harry Griendling, will participate in the 2nd Annual Pharma Talent Management conference in Atlanta, GA, where he will lead a discussion about the current and future state of talent management in pharmaceuticals and biotechnology. Griendling will contribute to the agenda with his insights on making human capital planning, talent strategy, and talent optimization a top priority at companies today.

Also on February 6th, DoubleStar's Chief Strategist, Joanne Bintliff-Ritchie, will present "Achieving Talent Optimization through Talent Measurement" at HR.com's virtual conference, Human Capital Metrics, Scorecards and Analytics. In her session, Bintliff-Ritchie will provide participants with an understanding of a phased approach that will help organizations plan their workforce analytics projects for both the short and long term.

Both Bintliff-Ritchie and Griendling will join leaders from other best-in-class organizations to participate in the American Strategic Management Institute's Talent Management Solutions Conference on February 11th and 13th. Griendling will address best practices in talent acquisition and retention measurement, while Bintliff-Ritchie will lead a session on building and maintaining a balanced workforce and HR performance scorecard.

Griendling will also be speaking at the Recruiting Excellence Conference in Vienna, Austria, on February 26th, where he will comment on the rapid changes occurring in recruitment practices worldwide and share the latest advancements in talent measurement solutions. His presentation is targeted to HR professionals who wish to take a more strategic role in supporting the overall objectives of the business.

DoubleStar recently presented to the Human Resources Professionals Association of Ontario on January 30th. Drawing upon DoubleStar's expertise in Talent Measurement tools and practices, Joanne Bintliff-Ritchie spoke about "Demonstrating Workforce ROI through Dashboards," focusing on how to assimilate workforce analytics into an organization's overall management framework.

For more information about these events, visit DoubleStar's website at www.doublestarinc.com.

About Harry Griendling
Harry Griendling is a founder and managing partner of DoubleStar, Inc. During his time at DoubleStar, Griendling has led the design, development and execution of more than 600 high-volume recruitment projects. As a recognized thought leader and visionary in recruiting, retention and talent management, Griendling is a frequent speaker and publisher of provocative content that enables HR and business leaders to look at talent-related imperatives in new and interesting ways. Harry has published multiple articles and authored a monthly feature column on technology and pharmaceutical industry careers for the Philadelphia Inquirer and Technology Times. He has been featured in Inc. Magazine and Benchmark Communications for innovations made in his own firm's internal staffing and retention practices.

About Joanne Bintliff-Ritchie
As Chief Strategist for DoubleStar, Inc., Joanne Bintliff-Ritchie is responsible for directing product strategy related to the company's Talent Measurement practice. With more than 25 years in the HR industry, Bintliff-Ritchie has a strong background as an HR executive, as well as extensive experience in HR management. In addition to authoring thought leadership articles in leading HR publications including Workforce Performance Solutions magazine and IHRIM.link, she has presented at leading HR events including ASMI, SHRM, IQPC, HSPS, HRPAO, Oracle's Human Capital Management User Group (OHUG), and the HRM Strategies conference.

About DoubleStar, Inc.
DoubleStar, Inc, a leading provider of Talent Acquisition and Talent Measurement solutions, helps clients optimize their human capital practices for enhanced operational and financial performance. A two-time INC. 500 consulting firm, DoubleStar has appeared a record six times in the Philly 100 list of fastest growing companies, has been named by Benchmark Communications as one of the top 25 companies in the world for Best Practices in Human Capital Management, and was named by Gartner as one of 2006's "Cool Vendors" for Talent Management solutions. More information can be found at www.doublestarinc.com.

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Morehead Webinar Discusses Measuring Employee Retention Across the Employment Lifecycle

CHARLOTTE, N.C. – Feb. 6, 2008 – The human capital research firm Morehead will host a webinar titled "Impacting Retention Across the Employment Lifecycle." The webinar will be broadcast on Thursday, Feb. 21 at 1 p.m. eastern time.

Research by Morehead suggests that collecting retention-related data throughout the entire employment lifecycle, not just during an exit interview, minimizes employee turnover. This approach provides a broad picture of the drivers of retention and creates improvement opportunities for the organization to reduce turnover.

Morehead's Scott Mondore, senior consultant, and Shane Douthitt, senior vice president, will present the hour-long webinar. Mondore and Douthitt will present this integrated, non-traditional approach to employee retention that will enable senior leaders and HR professionals to achieve long-term, sustainable retention results. Webinar attendees will walk away with an understanding of how to shift an organization's focus from one turnover data point to an analysis across the entire employment lifecycle.

To sign up for the free webinar, visit http://moreheadassociates.com/events/contents_event42.html.

About Morehead
Morehead delivers human capital surveys, metrics and solutions that enable leaders to (1) target and focus human capital initiatives, (2) prioritize systemic change, (3) inform work unit interventions, and (4) align employees with business strategies. Morehead's clients include healthcare providers, financial institutions, government agencies, universities, service providers, and manufacturers. For more information, visit www.moreheadassociates.com.

Media Contact:
Wanda Craig
800.849.2292 x 5515
wcraig(at)moreheadassociates.com



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Halogen Receives High Ratings from Bersin & Associates

OTTAWA – February 5, 2008 – Halogen Software Inc., the leading provider of web-based employee performance and talent management software, today announced that independent research firm Bersin & Associates ranked Halogen as one of the market leaders in its recent report on talent management vendors. Halogen received strong ratings in multiple categories related to product strength, architecture and customer satisfaction.

The research study, Talent Management Suites: Market Realities, Implementation Experiences, and Vendor Profiles, evaluated vendors across seven key areas. Halogen received the highest – a four-star ranking - in customer satisfaction based on its outstanding references, support record and overall customer experience.

"Every single customer reference from Halogen was extremely positive. In fact, I interviewed more customers than planned to ensure that the results weren't an anomaly," said Leighanne Levensaler, principal analyst for Bersin & Associates, a research and advisory firm focused on enterprise learning and talent management. "Halogen's customers are fiercely loyal and all plan to implement additional applications in the future. The company received the highest possible ratings on responsiveness, domain expertise, follow-through, and overall partnership."

The Bersin & Associates study is the first to examine this market, estimated to be at $2.3Billion in 2008, which encompasses strategic HR functions such as recruiting, learning management, compensation, performance management, and succession planning.

"Ensuring a brilliant customer experience is a top priority for our company and every employee's goals are aligned around this," said Paul Loucks, President and CEO, Halogen Software. "Bersin & Associates' high ranking of our company and product suite confirms our strategic direction. This study reinforces that our focus on what really matters – the customer and their needs – is what makes a true market leader."

About Halogen Software
A recognized and award-winning industry leader with over 1000 customers worldwide, Halogen Software is known for its powerful, simple-to-use and affordable employee performance and talent management applications. The company offers a complete suite of web-based products that automate, simplify and integrate employee performance management, 360/multi-rater feedback, compensation management, succession planning and learning management. Halogen's offering makes HR best-practices accessible to companies of all sizes and its healthcare, financial services and professional services specific suites meet the unique needs of these industries. Halogen is consistently recognized by the industry and its customers for its exceptional implementation and support services, and has won multiple awards for its corporate leadership and product innovation, including HR Technology Product of the Year. For more information, visit
www.halogensoftware.com.

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Media contacts:
Donna Ronayne
VP, Marketing & Business Development
Halogen Software
T: 613-270-1011 x 320
E: e-mail protected from spam bots



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Ephor Group Releases Report: 2008 HR Best Practices Guide: A Roadmap for Growing Companies

Ephor Group Releases Report: 2008 HR Best Practices Guide: A Roadmap for Growing Companies

HOUSTON, TX (February 5, 2008) – A report from Ephor Group, a provider of management services to BPO/HRO and outsourcing technology and service providers, found that while more than 50 percent of small and mid-sized enterprises outsourced some HR component, the majority have multiple providers and have struggled with maximizing the value of outsourcing as well as determining the appropriate time to insource these functions.

"While labor costs continue to rise organizations that take advantage of best practices are spending 20 to 80 percent less, providing a more attractive and enjoyable workplace, and outperforming competitors," said Garry Meier, Ephor Group Chairman. "Are clients show us that growing organizations that maximize people value and ensure activity alignment with the firm's goals outperform others 2 to 1."

Ephor Group has made available a compilation report from their research of hundreds of businesses. The complimentary report focuses on best practices for small and mid-sized enterprises (SMEs) and provides a roadmap for a better performing workforce.

"Great leaders are fully engaged in assisting with transformation of business - ready with tools, analytics and ensuring every process is integrated, easy to use and scalable to support their organization." – Rich Dunphy, Ephor Group partner and HR technology advocate.

The report, "2008 HR Best Practices Guide" is a compilation of surveys, interviews, and client results from the past two years and includes:
1. How-to Align Financial Performance with Workforce Analytics
2. Human Capital Scorecard for Small and Medium Enterprises
3. What Is Outsourced Over a Firm's Lifecycle
4. Bringing an Outsourced Function Back In-House: Insourcing Best Practices
5. HR Shared Services for SMEs
6. Aligning HR Technology with Business Goals
7. HR Spend Benchmarks

Download the complimentary report "2008 HR Best Practices Guide: A Roadmap for Companies" at http://www.ephorgroup.com/roadmap.asp

About Ephor Group (www.ephorgroup.com)
Ephor Group increases valuation 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 constraining the business. Ephor has a deep track record for creating wealth for founders, executives, and investors.

Media Contact:
Charles Bedard, Ephor Group
1-800-379-9330

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nowHIRE.com Sponsors Webcast Presenting Best Practices in Applicant Tracking System Selection

Detroit, Mich. — Feb. 5, 2008 — nowHIRE.com, a premier provider of applicant tracking and hiring management systems, will sponsor a webcast presented by Zach Thomas, senior analyst with Forrester Research, and Ann Morgan, vice president of human resources for AutoZone. The webcast is titled Best Practices in ATS Selection and will be broadcast on February 19 at 11:00 a.m. PST (2:00 p.m. EST).

Thomas will present Forrester's four-phase approach to selecting an applicant tracking system (ATS). The unique process helps companies organize, narrow, evaluate and decide on the best vendor to meet their specific needs. Thomas' primary research areas include hiring automation, performance management and human resources management systems. Prior to Forrester, Thomas designed and implemented applicant tracking and performance management products currently in use by multiple Fortune 500 companies across several industries including retail, financial services and healthcare.

"Companies in the market for a new ATS can easily become overwhelmed with time-consuming RFP processes," said Thomas. "In this webcast Forrester will present an alternative to the cumbersome RFP process with a method that allows companies to choose the right ATS vendor to fit their needs."

To illustrate a best practice, Ann Morgan, vice president of human resources for AutoZone, will present the company's experience in selecting an ATS. In 2007, AutoZone completed an implementation of a new enterprise-wide applicant tracking and talent acquisition system from nowHIRE.

"AutoZone had complex requirements in choosing an applicant tracking and hiring management system provider," said Ann Morgan, vice president of human resources for AutoZone. "We needed to dramatically streamline the hiring and recruitment process across multiple business units, including over 4,100 store locations. Our goal was to find a single vendor with a 'true' enterprise solution that supported recruitment from the boardroom to our stores. nowHIRE was that vendor. They have been outstanding in meeting our needs and providing a smooth implementation."

In addition, the webcast will cover the importance of choosing a system that is configurable to allow adjustments as the company's needs change and that caters to the applicant experience, whether for hourly or salaried candidates.

To register for the hour-long free webcast, visit https://www1.gotomeeting.com/register/867319740

About nowHIRE

Since 1998, nowHIRE has been the 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 configure 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 Contacts:
Joseph N Impastato II
586-778-8491 (x15)
joseph.impastato(at)nowHIRE.com

Gail DeLano
Fisher Vista, LLC / HRmarketer.com
831-685-9700
gdelano(at)fishervista.com

Adriana Saldana
Fisher Vista, LLC / HRmarketer.com
831-685-9700
asaldana(at)hrmarketer.com



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Perth Leadership Institute Announces White Paper on a Recessions Role in Transforming Leadership Development

(Gainesville, Florida, February 4, 2008) The Perth Leadership Institute (http://www.perthleadership.org/), the industry leader in business acumen assessment and development programs, today announced the availability of its White Paper on the current economic downturn and its impact on leadership development practices and programs. The White Paper argues that while recessions typically see a reduction in leadership development programs, there are good reasons for it to be different this time as long as HR and leadership development professionals take the initiative.

The approach in the White Paper is based on the book by Dr. E. Ted Prince, Founder and CEO of the Institute, entitled The Three Financial Styles of Very Successful Leaders, published by McGraw-Hill in 2005.

According to Dr. Prince, "Recessions normally see a reduction in leadership development programs and spending since companies typically do not have confidence that these programs can provide short-term solutions to the financial issues that must be addressed. However companies have an unparalleled opportunity to transform both leadership development programs, and the way that they are viewed by their companies by rapidly introducing programs to modify financial behavior, including business acumen programs. These have the potential for rapid financial impacts to help companies in the short-term and to position them better financially for the medium-to-long term."

The Perth Leadership Institute has developed new business acumen assessments based on its research. These form part of its financial performance training and improvement programs for executives. These include its individual, team and C-level financial performance programs.

Perth has already announced the release of its Financial Outcome Assessment™, an online instrument which assesses the business acumen of executives and managers and shows them how to develop it.

The Perth Leadership Institute was founded in 2002 in Gainesville, Florida, by Dr. E. Ted Prince to carry out research into the linkages between behavior and company financial outcomes. Its programs are targeted at executives and managers and are used for leadership and executive development, talent management and to improve individual and team financial performance at the middle and senior levels of organizations.

To obtain more information, email e-mail protected from spam bots or call (352) 333 3768.

Perth Leadership Institute
(352)333-3768
e-mail protected from spam bots
www.perthleadership.org



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Novotus Predicts Rise of RPO Services in 2008: High Employment Rates Not Adversely Affected by Housing Bust

Austin, TX – February 5, 2008 – The slowdown in the housing and mortgage banking industries do not seem to be having a spillover effect into the broader employment market, according to a recent survey conducted by Novotus, an Austin-based recruitment process outsourcing provider. In fact, the survey indicates human resource professionals are increasingly concerned about their companies' ability to hire qualified job candidates.

Fifty-six percent of the human resources professionals surveyed said that finding talent for their organizations has become more challenging, with 49 percent anticipating even more difficulty over the next six months.

These figures indicate that while the housing industry is busting, employment rates are booming. This is good news for the average worker, but for human resources professionals charged with the task of filling vacant seats with quality employees, high employment rates equal major challenges. Thirty-one percent of them reported more difficulty in sourcing candidates over the past year.

Perhaps that is why 59 percent of all questioned already are using or considering the use of recruitment process outsourcing firms to alleviate the pains of sourcing candidates.

Novotus predicts a sharp rise in the rate of employers who will come to depend on recruiting companies for their hiring needs throughout 2008.

"Traditional staffing companies have failed to partner effectively to solve the looming talent shortage brought on by the retirement of the baby boomers," said Novotus COO Jim Taylor. "As a result, companies are searching for a cost-effective recruiting solution that drives improvements in recruiting, from employment branding and candidate sourcing all the way through interviewing and onboarding of new employees."

Which employees are hardest to find? According to the survey given at the HR Southwest Conference in Fort Worth, sponsored by the Society for Human Resource Management (SHRM), engineers are in high demand and low supply, followed by information technology and sales professionals.

"For now it looks like hiring will continue to be strong in 2008," continued Taylor. "If it does slow at all that will give companies a window to get their recruiting issues solved, as it will be a short-lived slowdown. By 2012, the Bureau of Labor Statistics forecast projects that in the U.S., we will have 3 million more jobs than available workers for those positions. Companies have to be aggressive about their workforce plans."


About Novotus
Novotus, based in the U.S., is a modern recruitment process outsource provider that fuses together the services offered by recruitment process outsourcing companies and traditional staffing companies. Founded and directed by professionals who sought to meet the changing needs of companies, Novotus has altered the landscape of recruitment process outsourcing. For more information, contact Jim Taylor.

Novotus is a founding member of the Recruitment Process Outsourcing Association.


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Achilles Group Releases Best Practices Report Series for Small Business Executives

Achilles Group Releases Best Practices Report Series for Small Business Executives

HOUSTON, TX (February 5th , 2008) – Achilles Group, a provider of outsourced HR services focused on providing Fortune 500 HR expertise to small businesses, announced the release of a series of reports and papers covering small business benchmarks and human resource (HR) best practices.

Achilles Group's research will release ten reports a year on a series of topics including:
• "2008 Small Business Benchmarks and Best Practices"
• "Employment Management Best Practices: Tips, Tools, and Techniques"
• "Performance Driven HR"
• "Grading your HR: Creating a Scorecard"
• "Increasing Small Business Profitability through People Productivity and HR"
• "Benchmarks and Best Practices for Small Business"
• "Protecting Your Small Business: Workforce & Compliance Best Practices"
• "Operational Mapping Tying People and Processes"

Achilles Group's research group surveys small business executives and managers on a routine basis using a database of more than 20,000 employees.

One of the ways corporations improve employee capabilities is by utilizing best practices and benchmarking to improve productivity and compliance. "Clients are attracted to Achilles Group due to the proven ability to support their business initiatives with best practices and expertise," said Bill Bradshaw Achilles Group founder. "We routinely deliver new ideas, tools, and techniques to drive their business performance."

"Our goal from day one was to help small businesses," said Bill Bradshaw Achilles Group founder. "As our clients expand, the partnership with Achilles Group enables us to provide holistic HR management services to improve our client's business performance. Very simply, we handle HR so executives and managers can run their business".

The complimentary reports are available for download at: http://www.achillesgroup.com/resources_library.htm

About Achilles Group
Achilles Group (www.achillesgroup.com) becomes the HR Director for small and mid-sized businesses with 25-2,000 employees. Through a HR Shared Services model, Achilles Group provides human capital expertise for about half the cost of hiring an internal HR director. Typical clients include executives looking for an alternative to building an HR department and companies outgrowing their current HR capabilities. Started in 2002, Achilles Group provides strategic HR services in support of business goals for more than 17,000 client employees in over 30 states.


Media Contact:
Charles Bedard
281.469.1800

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HireAbility.com and Broadlook Technologies Partner to Provide Recruiters Enhanced Portfolio of Recruiting Tools

Londonderry, NH - HireAbility.com, a leader in recruiting software and services, and Broadlook Technologies, the leading developer of lead generation and recruiting software solutions, today announced they have joined forces to broaden staffing professionals' access to an abundance of staffing resources and recruiting training tools at discounted pricing.

Under the agreement, executive-level members of HireAbility's recruiting network will receive an exclusive special offer on Broadlook Diver, the latest in active and passive candidate research tools from Broadlook Technologies. Broadlook will also provide a free license of their Contact Capture tool to all members of HireAbility's recruiting network.

HireAbility will grant Broadlook customers access to their recruiting network with HireAbility's premier Executive Membership on a trial basis. With this level of membership, Broadlook customers will be granted access to Talent Trader, the fastest growing network for staffing professionals available, complete with social networking and HireAbility's split placement exchange functionality for sharing job orders and candidate resumes.

This partnership will also include a series of cooperative marketing efforts to promote online training events as part of HireAbility's Recruiter Training Center. These training sessions will be offered at no charge to the recruiting community and will feature speakers discussing the most up-to-date technologies and how they can be best applied to the recruiting goals of event attendees.

"Partnering with Broadlook Technologies is such a natural fit for us at HireAbility," said Craig Silverman, Executive Vice President of Sales and Marketing. "As proven leaders in the recruiting industry, we are building a relationship so strong and unique for the staffing and recruiting community that it is going to be impossible for others to compete."

"HireAbility has obviously earned an impressive reputation in the recruiting industry, and Broadlook is excited to enter into this mutually-beneficial partnership," said Broadlook founder and CEO Donato Diorio.

For more information about this press release, please contact Jill Sullivan Grueter at 603.661.4775.

About HireAbility.com
HireAbility.com 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 recruiting software and services have raised the bar for staffing industry excellence. HireAbility enables collaboration between staffing agency, corporate and independent recruiters on Talent Trader, their recruiter networking platform.

About Talent Trader
Talent Trader is a hosted social networking platform for recruiting professionals which combines the best features from professional networking sites with functionality and tools developed for the staffing industry. It features an intuitive interface allowing users to share information in a web 2.0 platform. Talent Trader is used by HireAbility for connecting their Recruiter Network, which is comprised of hundreds of staffing firms, independent recruiters, and corporate hiring authorities and is available in a private labeled. Visit http://www.hireability.com/rn for more information.


About Broadlook Technologies
Broadlook Technologies is the leader in the development of innovative software applications and services that empower B2B business professionals to leverage the Internet for the market, sales, candidates and competitive intelligence necessary to grow revenues and improve productivity. For more about Broadlook, visit their website at http://www.broadlook.com.

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WorldatWork to Hold Annual Conference in Philadelphia in May

NEWS RELEASE

Contact:
Marcia Rhodes
Media Relations
Phone: 877/951-9191 (toll free)
Direct: 480/348-7285
E-mail: e-mail protected from spam bots


February 5, 2008

WorldatWork to Hold Annual Conference in Philadelphia in May.
Event expected to draw more than 2,000 HR practitioners and business leaders from 30 countries

Scottsdale, Ariz. – WorldatWork, an association of human resource professionals from FORTUNE 500 and other leading organizations worldwide, is holding its annual conference in Pennsylvania in May. This is the very first time the Scottsdale-based association will be holding its annual conference there.

Talent leaders and HR executives from large corporations, educational institutions and government agencies will gather May 20-23 at the Pennsylvania Convention Center to discuss and rethink the ways their organizations attract, motivate and retain employees. Is it better to focus rewards on the top performers or broaden talent management strategies to target a wider segment of the workforce? Besides money, what are other effective ways to motivate sales employees? Is flexibility the new currency?

A special session titled Future of Attraction, Motivation and Retention Forum will focus on the dramatic transformations expected to occur in workforce management, work design, outsourcing and training.

Jonas Ridderstrale, Ph.D., author of Karaoke Capitalism: Management for Mankind and Funky Business: Talent Makes Capital Dance, will deliver the opening keynote. Dr. Ridderstrale, recognized as Sweden's outstanding young academic of the year, believes that when it comes to business strategy, organizations need to develop a new set of employee skills: hope, confidence and loyalty. To achieve this, employers must share a dream, not a "five-year plan." It is the dream that attracts, motivates and keeps people committed to a cause.

Now in its 53rd year, the WorldatWork Total Rewards Conference is expected to draw more than 2,000 HR executives and corporate leaders from 30 countries involved in attracting, motivating and retaining employees. Talent leaders from organizations such as Accenture, Buck Consultants, Bureau of Labor Statistics, Hay Group, Loyola University Chicago, Microsoft Corporation, Motorola, Towers Perrin, and University of Connecticut will be speaking.

For additional information, visit http://www.worldatwork.org/waw/philadelphia2008/attendee/index.html.


About WorldatWork®
The Total Rewards Association

WorldatWork (www.worldatwork.org) is an association of human resource professionals from FORTUNE 500 and other leading organizations worldwide focused on attracting, motivating and retaining employees.

Founded in 1955, WorldatWork provides practitioners with training and education to effectively design and implement strategies and practices in total rewards, including compensation, benefits, work-life, recognition, and career development. With offices in Scottsdale, Arizona and Washington, D.C., WorldatWork supports its 30,000 members and professionals in 75 countries with thought leadership, publications, research and community. WorldatWork administers certification through the WorldatWork Society of Certified Professionals.

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 WLCP®, 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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Finally, an employment law event specifically for Hawaii employers.

Honolulu, HI, February 5, 2008 - Council on Education in Management announces The Hawaii Employment Law Conference taking place March 4-5, 2008 in Honolulu, Hawaii. The conference will cover compliance updates on Federal and Hawaii laws and regulations including the FMLA/HFLL, new EEOC guidelines, drug testing, discipline and termination, and much more.

Confirmed speakers include:

James H. Ashford, Esq., Partner
Cades Schutte

Patrick H. Jones, Esq., Partner
Marr Hipp Jones & Wang, LLLP

Kitty K. Kamaka, Esq., Principal
Kitty K. Kamaka, A Law Corporation

Kenneth M. Nakasone, Esq., Partner
Kobayashi Sugita & Goda

Gregory M. Sato, Esq., Partner
Kobayashi Sugita & Goda

Sarah O. Wang, Esq., Partner
Marr Hipp Jones & Wang, LLLP

Richard E. Wilson, Esq., Principal
Law Office of Richard E. Wilson

Christopher S. Yeh, Esq., Partner
Marr Hipp Jones & Wang, LLLP


The two-day conference has been approved for 9.25 credit hours toward PHR and SPHR recertification through the Human Resource Certification Institute (HRCI). Each half-day workshop has been approved for 2.75 credit hours.


For more information, visit http://www.hiemploymentlaw.com.


For over 30 years, Council has provided high-quality employment law, workers' comp, and HR training to human resource and other business professionals across the U.S. Over one million delegates have attended our programs to date! Our events provide innovative solutions to the workplace challenges you face every day, from FMLA compliance to managing an internal investigation, and everything in between.


Media Contact:
Mike Fitton
Phone: 704-561-0255
e-mail protected from spam bots


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Courting Your Career: Put Dating Advice to Work for You

CONSHOHOCKEN, PENNSYLVANIA - February 4, 2008 – InterviewStream.com, the premier provider of video interviewing solutions, recently announced the 'Top Ten Tips for Romancing Your Dream Job'—just in time for Valentine's Day. The tips include expert advice from Shawn Graham, author of Courting Your Career, and Randy Bitting, InterviewStream's founding partner.

"Fall in love with your job again… it IS possible," says Randy Bitting, InterviewStream's co-founder. "One of the most important skills to possess as you head out on the job market or dating scene is the ability to sell yourself and then to seamlessly seal the deal. Whether you're romancing your dream date or your dream job, the goal is to get the 'call back'. Our video technology is poised to help you communicate yourself right into the position, whatever that may be," he continues.

Shawn Graham, author of Courting Your Career, agrees, "From the moment you walk in the door, what you say—both verbally and non-verbally—will often determine whether you're going to score with your dream company. In fact, like with many dates, an interviewer will make judgments about you in the first few seconds. Be sure all of your work and preparation is noticed," he continued.

Bitting and Graham offer the following tips to help job seekers get past first base to land their dream offer or a second-round interview this Valentine's Day:

1. Know your type. Self-awareness is critical to an effective job search because it enables you to determine what you want from your next opportunity. When you know what you're looking for, you can target careers or organizations that fit your wants and needs.

2. Play the field. Reaching out to family, friends, alumni from your college or university, or others will allow you to gather information about a company of interest. Then you can reference them during the interview, in addition to sending a signal to the company that you're 'into them'.

3. Always get their number. When you hit it off with someone you'd like to ask out, you ask for his or her number. When you hit it off with someone you're networking with, requesting a business card is just like asking for his or her number.

4. Leverage the Law of Attraction. When it comes to the job search, attraction can be just as important as it is in the dating world. From a professional-looking résumé to wearing a sharp suit and looking your best during an interview, if you look the part, you'll often get the part.

5. Break the ice. Come ready to concisely highlight your background and clearly articulate how your choices led you to the interviewer's doorstep. Avoid using canned or overly-rehearsed answers—the dating equivalent of using lame pick-up lines.

6. Give the right signals to heat things up. If you're saying one thing but your body language is saying something different, employers notice. Non-verbal communication is critical.

7. I mean, like, be smooth with your, umm… pick up lines, you know. Using filler words or sounding like you're overly nervous will make you seem distracted and unprepared. However, when your confident about scoring a job, it will help you loosen up.

8. Don't bash your 'Ex'…employer. Recruiters don't want to hear about how bad your ex-boss or company was and why they are the reason you're back out playing the field. Stay positive.

9. Be honest. When you explain your skill level or the gap in your employment or dating history keep in mind that employers and significant others might notice. Whatever your story is you should be prepared to explain it and move on.

10. Don't be a run-away bride or groom. Don't commit too early. Give the job offer some thought. Then, make sure you know what it is you are committing to in order to avoid backing out or leaving three months into the job. Word travels fast and employers (potential spouses included) will ask tough questions about your willingness to commit in the future.

Founded in 2003, InterviewStream.com was quickly adopted as the premier practice and screening interviewing tool for job seekers, career counselors and employers across four continents and in 44 states. InterviewStream now provides video interview technology to hundreds of universities, MBA Programs, job boards, and employers around the globe including nine of the top ten global MBA Programs and the leading, entry-level job board.

InterviewStream also offers the #1 video-based practice interviewing system. The software showcases one's personality and unique skills with a perfectly crafted custom online video interview while providing feedback of non-verbal behavior and communication missteps. It is an invaluable tool for objective communication assessment.

Shawn Graham is an Associate Director with the MBA Career Management Center at UNC's Kenan-Flagler Business School and author of Courting Your Career: Match Yourself with the Perfect Job (www.courtingyourcareer.com).

For more information about InterviewStream's suite of products or an interview with one of the founders or Shawn Graham, contact Kristi Hughes at 215-816-2954 or email e-mail protected from spam bots.

About InterviewStream.com
InterviewStream.com is the premier provider of video interviewing solutions. Its six product suite of proprietary online technology provides video interview solutions to universities, career candidates and recruiters around the globe including nine of the top 10 global MBA Programs and the leading, 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, and employers—across four continents and in 44 states.

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

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