Latest HRmarketer.com Research to Reveal Purchasing Behavior of Human Resource Professionals

CAPITOLA, CA – May 1, 2008 -- Who and what do HR buyers rely on to make purchasing decisions? How does today's uncertain economy affect their purchasing decisions? How do blogs, podcasts and other Web 2.0 tools influence their vendor selections? How important is a vendor's online visibility? These questions and more will be answered in HRmarketer.com's upcoming research report, "Trends in HR Marketing: HR Buyers' Behavior 2008."

The newest installment of a continuing series, "HR Buyers' Behavior 2008" will analyze the perceptions and trends of the HR buyer through the marketing, sales and purchasing cycle; as well as the tools and influencers they use to progress through each stage.

HR professionals interested in participating in the survey may visit: http://www.hrmarketer.com/HRBuyerSurvey2008.

Key topics include the relative value of printed materials, online visibility, the word-of-mouth of trusted sources and informal networks, and professional peers' opinions. This analysis, combined with an understanding of how the Internet is changing the way HR professionals interact with vendors, provides HR suppliers with a better understanding of their target market and the best tools with which to reach them.

"For those HR vendors attempting to reach buyers and inform them about products and services that can benefit their bottom line, new approaches are needed as the Internet dramatically alters how HR professionals make purchasing decisions," explains Kevin Grossman, chief operating officer of HRmarketer.com. "This report will provide valuable insights into the needs and priorities of HR professionals, and help HR suppliers better allocate their marketing and PR dollars."

Last year's HR buyer behavior research report – along with all of HRmarketer's white papers and research – is available to download for free by visiting http://www.hrmarketer.com/home/whitepaper_main2.htm. This year's HR buyer report will be available late in the second quarter.

About Fisher Vista, LLC

Fisher Vista, LLC is a marketing and information services firm focusing on the human capital and senior care industries. The company's flagship product, HRmarketer.com, is the No. 1 online marketing and PR service in the human resources industry, helping HR suppliers generate publicity, website traffic, sales leads and improved SEO. SeniorCareMarketer.com is scheduled for launch in mid 2008 and will achieve similar results for companies selling products and services relating to the aging of America.

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nowHIRE Implements Applicant Tracking System for Global Medical Manufacturer

DETROIT — May 1, 2008 — nowHIRE.com announced the successful applicant tracking system (ATS) implementation of nowHIRE's Government Contractor Edition for Terumo Medical Corporation, a global medical manufacturer of more than 1,500 products.

Since implementing nowHIRE's ATS, Terumo has fully automated the tracking of applicants and has experienced over $60,000 in annual savings in recruitment and onboarding costs. The nowHIRE ATS has created a streamlined and efficient process for Terumo, enabling the company to ensure OFCCP compliance, reduce time-to-fill and measure the recruiting team's performance by generating custom reports.

Prior to the nowHIRE ATS implementation, Terumo's human resource staff was manually tracking applications for open positions. The manual process was labor-intensive and compromised data integrity, and the staff was spending approximately 16 hours per week tracking applicants. Terumo made the decision to invest in an ATS to bring value to the company by filling positions quickly and effectively.

In looking for an ATS, Terumo found that most vendors required them to purchase a complete system, including many features and components that Terumo didn't need.

"nowHIRE allowed us to configure a system to perfectly match our needs," said Marsha Greene-Jones, Terumo vice president of human resources. "This enabled us to purchase the most cost-effective product for our needs, not to mention the most user- friendly system."

Due to the success of this implementation, Terumo plans to expand the nowHIRE ATS functionality. Future expansion includes fully automating the recruitment process through online requisition approval, automatic job posting to required sites for Affirmative Action Plan compliance and a link from the nowHIRE ATS to Terumo's payroll system for automatic data transfer from the ATS system to payroll.

"This is yet another successful ATS implementation, which we attribute to nowHIRE's recognized ability to configure perfect systems for our customer's needs," said Joseph Impastato, nowHIRE president. "Not only that, but we go beyond treating our customers like just another sale —we look forward to building partnerships with them."

For more information on Terumo's implementation of the nowHIRE ATS, download the case study at http://www.nowhire.com/register_casestudy.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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Employee Performance and Talent Management Technology a Sound Investment in Uncertain Economic Times

OTTAWA, ON – April 30, 2008 – A new study by Creelman Research asserts that companies who use employee performance and talent management technology can achieve numerous benefits that are especially important during an economic downturn. These include better decision making about their workforce, an improved ability to manage and align organizational and employee goals, and tighter management control. Authored by human capital analyst David Creelman, the report identifies examples of this type of skillful management among customers of Halogen Software, a leading provider of web-based employee performance and talent management software.

When a down cycle hits, C-level executives need to recast their thinking from growth to conserving strength. As the economy changes direction, executives want to groom their top performers and drive changed goals throughout their organizations quickly. Traditional, paper-based employee performance and talent management has not been an effective steering tool because it is too slow, but technology has changed this. With technology, executive teams can take a company-wide view of talent, run short performance management cycles or even implement "as needed" changes, driving new goals through the system quickly.

"Infrastructure that helps organizations get the most out of their existing talent is a good investment even in a downturn because of the short payback time," said David Creelman. "The time it takes to get a solution in place is just one to three months. Real world experience shows over and over how a system can begin providing a return after just two quarters, based on better agility and control."

Engineering and architecture firm WHPacific uses Halogen technology as a key development process. "It is a tough time in our industry. We have to be careful to provide honest and accurate feedback to the individuals who work for us so we can assess their value to the company," said Juliana Cobb, corporate counsel at WHPacific. "We don't use the Halogen system to hammer people down. We use it mostly as a tool to help them climb up the ladder and find how they can become more valuable. It is one of our most important investments."

"In uncertain times, employee and talent management programs should not be switched off, but how you use your systems may change," added Creelman. "Your system ought to focus less on reward and more on control. Solutions like those from Halogen can help with decision making about talent, provide a mechanism to quickly drive changes through the company and tighten the reins to more closely manage the company."

For more information on managing employee performance and talent in a down cycle download the Creelman Research white paper.

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 planningand learning management. Halogen's offering makes HR best-practices accessible to companies of all sizes and its healthcare, financial services and professional services specific suite! s 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.

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



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C&B Consulting Releases 10th Annual Benefit Plan Survey Participants to Receive Free 2008 Benchmarking Report

April 29, 2008 – Syosset, NY – C&B Consulting, a division of Gallagher Benefit Services, Inc., today announced the release of their 2008 Benefit Plan Survey, a questionnaire that compiles regional benefit plan benchmarking data.

Each year, C&B Consulting conducts their benchmarking survey and gathers insightful data on practical benefits-related topics such as cost control strategies, employee contributions, employee communication methodologies, wellness initiatives and others. Once survey results from the questionnaire are compiled and analyzed, C&B publishes their Benefit Plan Report, which is typically available by mid-summer. All participants in this year's survey will receive a complimentary copy of the Benefit Plan Report as well as a $15 gourmet coffee card.

C&B's Benefit Plan Report, designed for employers as a useful benchmarking tool, allows human resources and financial professionals to compare their benefit program components against survey data from anonymous organizations within the same region. Depending on the number of respondents, industry-specific reports are also produced to provide employers with a more comprehensive report.

"Our Benefit Plan Survey is a great benchmarking tool for regional organizations that are seeking to gain a better understanding of their current benefit offering," stated James Buonfiglio, President of C&B Consulting. "Employers have found our Benefit Plan Report to be helpful in measuring the success of their own benefit plans, as well as discovering new strategies that may enhance their current benefit programs."

Last year's Benefit Plan Report was compiled from the survey responses of over 300 employers from New York, New Jersey, and Connecticut. Collectively, these organizations employed over 112,000 people with an average group size of 319 employees.

If you would like to participate in this year's Benefit Plan Survey, please go to www.candbconsulting.com and fill out a copy of this year's survey.

About C&B Consulting
C&B Consulting, a division of Gallagher Benefit Services, Inc., is a leading benefits consulting firm that helps organizations design, secure and manage cost-effective benefits programs. The firm's benefits expertise is supported by services and resources that help control costs, reduce administrative burdens, and improve employee relations. For further information, please contact Russell Hoernig at (516) 333-8787 or go to www.candbconsulting.com.

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TRACOM Group Introduces New Line of SOCIAL STYLE Books

Highlands Ranch, Colo. – April 30, 2008 – The TRACOM Group announced a new book series that teaches how to apply the SOCIAL STYLE Model to improve interpersonal skills in the workplace. The first three titles in the "With Style" series are "Managing Conflict With Style," "Coaching With Style" and "Working in Teams With Style."

The books teach readers how to apply SOCIAL STYLE concepts and provide Style-specific advice for common workplace challenges. The books are written for people who have previously participated in SOCIAL STYLE training. "Managing Conflict With Style" is the first title in the new series to be published and is available now. It teaches how to use SOCIAL STYLE to anticipate conflicts, reduce conflict occurrence, deal with conflicts as they arise and
repair damage caused by conflicts.

"'Managing Conflict With Style' is an effective way to help people use SOCIAL STYLE in their daily work with a nice balance of background and application advice," said Laura Robinson, divisional manager of Employee Development at AEGON Direct Marketing Services. "It's an easy read that directly addresses the issues related to so many conflict situations."

Robinson has been involved in teaching SOCIAL STYLE for more than eight years and is responsible for a variety of leadership development and training programs at AEGON USA.

"Hundreds of thousands of people have participated in SOCIAL STYLE training and benefited from this easy-to-understand, yet powerful model," said David Collins, TRACOM vice president for Training Products. "The introduction of the new "With Style" books reflects our customers' interest in continuing their Style education with practical, workplace-focused learning."

Interpersonal skills are a critical element in individual and organizational performance. A new study commissioned by Microsoft identified interpersonal and team working skills as the most important workplace skills. Collins says that companies often see bigger payback in interpersonal skills training than in other types of training.

"When the business environment is challenging, companies are especially interested in controlling costs," said Collins. "Companies that have employees with strong interpersonal abilities are best able to weather the economic downturn."

"Managing Conflict With Style" is available for $45 and can be purchased at www.tracomcorp.com. Corporate and volume discounts are available. The next book in the "With Style" series, "Coaching With Style" will be released in May 2008 and applies SOCIAL STYLE to the job of coaching others. "Working in Teams With Style" will be released in summer 2008.

To learn more about TRACOM products and for additional information and research on the impact of SOCIAL STYLE on performance, visit http://www.tracomcorp.com or call 303-265-6105.

About the TRACOM Group
For nearly 50 years, The TRACOM Group has helped individuals and organizations improve workplace performance by building interpersonal skills, improving teamwork and developing leaders. TRACOM offers measurement-based learning models, courses, surveys, assessment tools and consulting services. Much of TRACOM's work is based on the Social Style Model(TM), a proven model for effective work and personal relationships. TRACOM is a division of Reed Business Information.

Media Contact:
Adriana Saldana
Fisher Vista, LLC / HRmarketer.com
831-722-9910
asaldana(at)hrmarketer.com



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While 9 of 10 Companies Plan to Cut Costs, Most Try to Avoid Layoffs

SEATTLE, WA Wash. (April 29 30, 2008) – The cuts are coming suggests a recent study by the Institute for Corporate Productivity (i4cp). According to the study, 88% of companies surveyed plan to implement cost-cutting measures within a year.

When asked about how companies are planning to reduce costs, a full 87% of respondents said they are considering improving efficiency to a moderate, high or very high degree. Seventy-one percent said they are considering cutting discretionary spending to the same degree, and 65% are considering seeking lower costs from vendors. By contrast, just 33% said their organizations are planning to reduce head count to the same degree.

The most likely cutback targets are operations, with 49% of companies reporting they are looking at reducing costs in this area. That's closely followed by administration, at 48%, and the use of external vendors/outsourced partners, at 43%. More than a third (35%) said they'd look to HR as a place for reducing costs. The least likely areas for cost-cutting measures are research and development, with just 19% of respondents saying their firms are – to a moderate, high or very high extent – planning to reduce costs in this area.

"In this uncertain economic environment, it's clear companies are intent on not being caught flat-footed," notes Kevin Oakes, CEO of i4cp, "but so far it's looking more like careful surgery than a bloodbath. Layoffs don't seem to be the first choice for a lot of companies."

Companies were also asked about tactics that are alternatives to conventional cost-cutting. Nearly three-quarters (73%) said they're planning to "design … new strategies to increase revenue" to a moderate, high or very high degree. Seventy percent plan to engage employees more effectively, and 68% are looking for new customer bases. Oakes notes, "Many business leaders are pretty canny about how to deal with a downturn. Raising productivity and designing new strategies to boost revenues are good business practices at any time, but economic slowdowns seem to kick this into gear for many organizations."

When asked about the degree to which certain types of products and/or services would best help them in the upcoming year, 61% said that – to a moderate, high or very high extent – they would benefit from "research that helps us anticipate future needs." A total of 56% cited research that will help them become better at strategic thinking, and 54% would like to see studies that show what other organizations are doing with regard to workforce management in challenging economic times.

The Cost Cutting Measures "Taking the Pulse" Survey polled 265 companies and was conducted by i4cp, in conjunction with HR.com in April 2008.

About i4cp, Inc.

i4cp is the world's largest private network of corporations focused on improving workforce productivity. Our vendor-free community facilitates innovation by giving our members – among the largest and most respected organizations in the world – access to:

1. Peers to spark new ideas and prevent "reinventing the wheel"
2. Research to enable members to understand current practices and next practices
3. Tools to put ideas and research into action
4. Technology to enable members to easily access tailored information and execute workforce strategies.

With more than 40 years of experience and the industry's largest team of human capital analysts, i4cp is the definitive destination for organizations seeking innovative ways to improve workforce productivity.

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Contact:

Greg Pernula
Director of Research Services, i4cp, inc.
e-mail protected from spam bots
(727) 345-2226

Bill Perry
i4cp, inc.
e-mail protected from spam bots
(614) 975-7538



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Morehead Webinar Discusses Measuring Employee Retention Across the Employment Lifecycle

CHARLOTTE, N.C. – April 30, 2008 – Morehead, the human capital research firm, will host a webinar titled "Impacting Retention Across the Employment Lifecycle." Morehead will broadcast the webinar on Thursday, May 15 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 client 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, http://moreheadassociates.com/events/contents_event51.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 ACTion Assessment and Planning Tool Helps Companies Launch Worksite Wellness Programs, Avoid Common Pitfalls

San Diego, Cal. / April 24, 2008 – Most companies' wellness programs are doomed from the start, largely due to a lack of pre-planning. ACI Specialty Benefits is using a revolutionary approach to wellness with ACTion – a six-step assessment and preparedness tool that identifies an organization's readiness level and equips it to avoid the common obstacles that prevent such programs from becoming a successful reality.

"So many efforts to implement wellness program fail before even getting off the ground," says Dr. Ann D. Clark, founder and CEO of ACI Specialty Benefits. "I always hear 'What about the ROI?' or 'How do we know this will work for us?' but what people are really saying is, 'I don't know if we're ready for wellness.'"

A recent National Worksite Health Promotion Survey reports that five obstacles impede successful implementations of worksite wellness programs: Lack of employee interest; insufficient staff resources; inadequate funds; failure to engage high-risk employees; and the inability to elicit the support of upper management.

"Preplanning is the focus of ACTion," Dr. Clark adds. "ACI is excited to help organizations define their wellness goals, create a customized plan to reach those goals, and ultimately implement a fool-proof wellness plan tailored to the values of the target population and workplace culture."

With six simple yet effective steps – Awareness, Contemplation, Testing, Initiation, Outcome, and Next step – ACTion creates a climate for change, a desire for change and a measurable, sustainable willingness to change. The first three steps assess leadership's buy-in, the organization's history of change behavior, corporate culture and values, with key metrics to measure program efficacy. The final three steps then focus on program specifics and internal branding, marketing and promotion for the program.

Moving forward with a timeline, outlined goals, and expected outcomes is key, says Dr. Clark. "With all of these components in place, a corporation will attain a long-standing and successful wellness program."

"Change is a process, not an event," says Danelle Pereira, ACI's Wellness Director. The ACTion system is based on a model of change originally developed by renowned behavioral scientist Prochaska. This model has been the basis for developing effective interventions to promote health behavior change. It has been successfully applied to a wide range of problem behaviors including smoking cessation, exercise, alcohol abuse and stress management, among others. ACI Specialty Benefits' model of change at an organizational level insures wellness interventions match the specific needs of an organization.

About ACI Specialty Benefits:
ACI Specialty Benefits provides Employee Assistance Programs, Wellness, Work/life, Concierge and Crisis Support services to corporations worldwide. In 2006, ACI ranked among the nation's Top Ten list of EAP providers by Business Insurance and Workforce Management magazine. Established in 1983, ACI grew to international prominence serving more than 1.5 million people world-wide. For more information, visit www.acispecialtybenefits.com

Media Contact: Laura McDermott
Phone: (800) 932-0034 x 207
Email: lmcdermott(at)acispecialtybenefits.com
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LifeCare® Partners with AGS Foundation for Health in Aging To Deliver Expertise and Resources to Clients

SHELTON, CT, April 29, 2008—LifeCare®, Inc., provider of comprehensive specialty care services and a longtime leader in the work/life industry, announced today that it has become a corporate partner of the AGS Foundation for Health in Aging, the national non-profit organization of the American Geriatrics Society (AGS), which advocates on behalf of older adults and their special health care needs. LifeCare now offers its clients access to the Foundation's considerable library of web-based health and aging resources. This partnership significantly enhances LifeCare's Successful Aging suite of products, which is delivered to health care plan providers, government agencies and corporate clients.

The AGS Foundation's expertly prepared materials address topics such as the aging process, healthcare decisions, and specific health and wellness issues that affect older adults including cancer, diabetes, mental/neurological/psychological conditions, and more.

"We're very proud of our partnership with the AGS Foundation, one of the nation's most respected authorities on issues of health and aging," said LifeCare medical director and former AGS Board of Directors member, Dr. Barney Spivack. "This relationship puts a wealth of valuable resources at the fingertips of LifeCare's clients and partners."

"The AGS Foundation for Health in Aging is delighted with this partnership," said Foundation Board Chair and past President of the AGS, Dr. Meghan Gerety. "The Foundation works to disseminate its information as widely as possible, and the ability to reach a wider corporate audience and expand its work in aging advocacy is very important to us."

The AGS Foundation's materials are intended to promote good health and disease prevention throughout an individual's life so that wellness, activity, and independence are maintained later in life -- goals that fit perfectly with LifeCare's Successful Aging philosophy. The materials also educate older adults and their families and caregivers about how to live with multiple chronic illnesses or disabilities and access appropriate medical care and rehabilitative/support services.

LifeCare is the only work/life provider licensed to offer clients access to the Foundation's library of web-based health and aging resources.

About the AGS Foundation for Health in Aging
The AGS Foundation for Health in Aging is a national non-profit organization established in 1999 by The American Geriatrics Society. The AGS Foundation aims to build a bridge between the research and practice of Geriatrics and the public, and to advocate on behalf of older adults and their special health care needs.

About American Geriatrics Society (AGS)
AGS is dedicated to improving the health, independence and quality of life of all older people. The organization has a successful history of creating educational programming that enables physicians to update their knowledge and improve patient care. AGS offers continuing education programs for health care professionals and promotes high quality, comprehensive and accessible care. The Society is a leading voice for older adults who often have multiple chronic illnesses requiring comprehensive care and other special services to maximize quality of life.

About LifeCare®, Inc.
LifeCare offers cost-saving benefits that help clients reduce their most pervasive absenteeism and productivity drains, including child and elder care, caregiving support, health and wellness issues, and more. For more than two decades, LifeCare has led the work/life industry in the creation of high-quality, results-oriented programs designed to improve clients' bottom line. LifeCare serves 1,500 client companies with 4.5 million individuals within corporations, health plans, government agencies and unions. For more information, visit www.lifecare.com.

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Notes to Editors

Dr. Barney Spivack is available for interview.

Media contact: Michael Civiello; 203-291-4170


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Insala-Designed Interactive Career Exploration Website Expects to Reach Two Million Students

Dallas, TX - April 29, 2008 - Insala, a leading global provider of talent management software, announces the launch of LIFE, Inc. - the Ultimate Career Guide for Young People, a teen career exploration website based on best-selling author Neale S. Godfrey's book. The resulting unique teacher-led program, designed and supported by an Insala interactive website, gives middle and high school students information, resources and assessments to help them identify business careers that incorporate their own personal interests and abilities.

Funded by the Deloitte Foundation, a not-for-profit arm of Deloitte LLP, and Insala, LIFE, Inc. is designed for use in youth organizations, middle schools and high schools. It incorporates student journals, career guides and teachers' guides, and volumes of targeted, contextual content. Complemented by an interactive website, LIFE, Inc. takes students through exercises and games to learn more about themselves and how their likes and dislikes can be parlayed into future career options. Additional content and features rounding out the new site include mentoring, Virtual Role Models, financial management, and the ability to have students' questions answered via e-mail. The Deloitte Foundation expects to reach more than two million students within the next few years.

"Unlike skills mapping exercises that just tell students what they should do or how to build a resume, LIFE, Inc. is wholly unique in its interactive program, bringing in adult, psychologically-based career development concepts and putting them into a context in which younger people can begin to think more holistically, and ultimately more healthily about careers," says Phillip Roark, Insala President and CEO. "The careers of today's youth will be full of changes and opportunities unimaginable to us today because they do not yet exist. LIFE, Inc. is designed to help the next generation be prepared in ways that were just not possible for earlier generations."

Insala adapted Ms. Godfrey's manuscript, taking the intellectual concepts of commonly understood best practices in holistic career development, and turned them into an interactive, self-paced individual or teacher-driven online learning experience.

"Insala's creative design and consultative approach successfully incorporated the next generation research of Deloitte," says author Neale S. Godfrey. "The result of this joint venture is a fun and engaging website that helps young people think about their future career options with games and interactive exercises and with this online presence brings these resources to a wider youth audience."

The Deloitte Foundation sponsorship of the LIFE, Inc. education program resulted from its findings during extensive research on generational differences in the workplace conducted by W. Stanton Smith, National Director, Next Generation Initiatives at Deloitte & Touche. "The goal of LIFE, Inc. is to get kids excited about future careers tracks in pre-teen years, when they are more likely to consider various alternatives, but before they hit mid-teen years when they tend to rule out careers options entirely," says Smith. "Capturing the attention and interest during formative years is intended to create new pools of skilled and invested talent for future workforce needs."

To learn more about LIFE, Inc. and how to use it within your school, youth organization or career development center, go to http://www.nealeslifeinc.com and click on Sign Up.

About Insala

Insala is a leading global provider of integrated talent management solutions to develop world-class working environments that link people, strategy and performance. The Insala Solution Suite spans succession planning, career development, performance management, leadership development, employee surveys, mentoring, and coaching and transition. Delivering unique solutions through advanced technology, content and consulting services, Insala solutions offer sustainable, measurable value with long term impact for organizations worldwide.

Insala is headquartered in Dallas/Ft. Worth, Texas and London, United Kingdom, with offices in New York, France, Belgium, Netherlands, Sweden, South Africa and Australia. Insala's network of Consulting Partners spans the United States and Canada, Europe, Africa and Australia. For more information, please visit http://www.insala.com.


About Neale S. Godfrey

A 30 year veteran in the financial field, Neale S. Godfrey is an acknowledged expert on family and children's finances. Early in her career, Ms. Godfrey was one of the first female executives at The Chase Manhattan Bank and later became the President of The First Women's Bank and founder of The First Children's Bank.

In 1989, Ms. Godfrey formed her own company, Children's Financial Network, Inc., whose mission is to educate children-and their parents-about money. In August 2006, Ms. Godfrey revised and updated her #1 New York Times Best Seller, Money Doesn't Grow on Trees: A Parent's Guide to Raising Financially Responsible Children. Her latest book is LIFE, INC: The Ultimate Career Guide for Young People. She is the author of 16 books that deal with money, life skills, and value issues.

About Deloitte & Touche, LLP

Deloitte refers to one or more of Deloitte Touche Tohmatsu, a Swiss Verein, its member firms and their respective subsidiaries and affiliates. As a Swiss Verein (association), neither Deloitte Touche Tohmatsu nor any of its member firms has any liability for each other's acts or omissions. Each of the member firms is a separate and independent legal entity operating under the names "Deloitte," "Deloitte & Touche," "Deloitte Touche Tohmatsu" or other related names. Services are provided by the member firms or their subsidiaries or affiliates and not by the Deloitte Touche Tohmatsu Verein.

Deloitte & Touche USA LLP is the US member firm of Deloitte Touche Tohmatsu. In the U.S., services are provided by the subsidiaries of Deloitte & Touche USA LLP (Deloitte & Touche LLP, Deloitte Consulting LLP, Deloitte Financial Advisory Services LLP, Deloitte Tax LLP and their subsidiaries), and not by Deloitte & Touche USA LLP..


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Hiring Top Talent Getting Harder, Not Easier

April 28, 2008 - Irvine, Calif. – At a time when recruiting key positions is a cornerstone for corporate competitiveness, a survey of 775 recruiters and managers show that locating qualified candidates for key positions is a huge challenge. The Adler Group, a training and consulting company focused on helping companies hire top talent, today announced this trend among the results of their third annual Recruiting and Hiring Challenges survey.

"When you compare the results of this year's survey to previous years' results, it's clear that the situation is getting worse, not better," said Lou Adler, President of The Adler Group and author of Hire With Your Head, 3rd Ed. (John Wiley & Sons, Inc.) and the new Nightingale-Conant audio program, Talent Rules! Using Performance-based Hiring to Build Great Teams (2007). "Despite all the new recruiting tools and technologies that have been introduced to help recruiters, an astonishing 89% of respondents indicate that hiring top talent is getting increasingly difficult."

775 recruiters and recruiting managers participated in the survey, which included questions on their most significant recruiting challenges, the quality and consistency of hiring processes, the effectiveness of specific recruiting tools, use of metrics, and a self-assessment.

"Recruiters report even greater difficulty in finding highly specialized technical positions including scientists, engineers, health care workers, and software developers," commented Bryan Johanson, Chief Operating Officer of The Adler Group, who analyzed the survey results. "Still, overall it does not appear that companies are managing their recruiting resources and processes to effectively meet their rising sourcing challenges."

The biggest problem identified in the survey is not seeing enough qualified candidates for important positions:
- 76% of respondents indicated this is a growing or a huge problem
- 63% felt that the quantity and quality of candidates from major job boards is dropping

Another major issue is the lack of a consistent hiring process and trained hiring managers:
- 60% of recruiters feel that hiring managers aren't strong at assessing competency
- 60% of recruiters feel that hiring managers won't devote the time needed to recruit properly

Unfortunately, the feeling is mutual. Recruiters' legitimate concerns about hiring managers' commitment to a quality hiring process is also a sign of the growing frustration managers feel when working with recruiters. "Hiring managers feel that recruiters don't have enough job knowledge, and recruiters feel that each hiring manager has his or her own way of doing things, and most of them are pretty ineffective. It's hard to make hiring a core competency of an organization when there is no consistent process," commented Adler.

For a copy of The Adler Group's 2007/2008 Recruiting and Hiring Challenges Survey Whitepaper, please go to www.adlerconcepts.com.

About The Adler Group
The Adler Group is a leading training and consulting firm helping mid-size and large international organizations find, recruit, and hire more top talent. The company created the Performance-based Hiring(SM) system now used world-wide. Over the past 15 years the company has trained more than 25,000 recruiters and hiring managers in the latest interviewing and selection, sourcing, and recruiting techniques. Some of the company's clients include AIG Insurance, Wells Fargo, the YMCA, Yahoo!, Broadcom, Quest Software, Cognos Software, Dallas Semiconductor, Booz Allen, KPMG, and HealthEast Care Systems.

Performance-based Hiring is a Service Mark of The Adler Group.

For more information please visit www.adlerconcepts.com or call 888-878-1388.

MEDIA CONTACTS:

Kathy Barton
VP Business Development and Marketing, The Adler Group
Voice: (888) 878-1388 x127
Email: kathy(at)adlerconcepts.com

Christina Ajam
Marketing Consultant, The Adler Group
Voice: (408) 978-2899
Email: christina(at)adlerconcepts.com
###



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iCIMS Employees Join to Clean Cheesequake State Park

HAZLET, N.J. (April 28, 2008) – iCIMS, a leading Software-as-a-Service (SaaS) provider, announced that employees recently participated in a volunteer effort to cleanup the Cheesequake State Park in Matawan, NJ. Employees worked across the over 1,500 acre park picking up garbage, cleaning the lake and trail areas, repainting bird blinds, planting trees, and beautifying a butterfly garden.

The Park Cleanup and other volunteer events are all part of iCIMS' iCARE program, an initiative that enables employees to support a clean and healthy environment through donations of time, talent, or money. Other events have included a beach sweep of Sandy Hook Bay, in Highland, NJ, which was held in conjunction with the Clean Ocean Action.

In addition to the volunteer activities, iCIMS' partnership with Earth Share of New Jersey, an active network of non-profit organizations in New Jersey working towards improving human health and preserving the environment, provides employees with more opportunities to "give back". Employees can directly support the organizations of Earth Share by participating in local programs or raising funds through payroll contributions, inkjet toner and cell phone recycling, car donations, and more.

"We are really proud to be able to support such great environmental causes," said Colin Day, iCIMS' President and CEO. "The iCARE program has proved to be a great success, which is really a testament to the dedication of everyone here at iCIMS. We look forward to expanding the program this year to include even more opportunities for our company and employees to make a difference."

As a company, iCIMS has worked to reduce its carbon footprint by making corporate donations to 3Degrees, an organization that provides high quality Renewable Energy Certificates (RECs) from National Wind Farms. Thus far, iCIMS has made a corporate donation that not only matches the company's current energy usage, but exceeds it by 92 percent.


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 525 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.



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InterviewStudio Selected by Gartner as Cool Vendor Human Capital Management Software 2008

Bellevue, WA–April 9, 2008 – InterviewStudio, a ground-breaking new rich media platform used for the initial interview of a job candidate, has been selected by Gartner as one of four Cool Vendors for Human Capital Management Software 2008.

As reported by Gartner Research, the highly respected information and technology research and advisory firm, "InterviewStudio is an e-recruitment mashup. It enables job candidates to submit a resume, give a video interview, take a job assessment and manage reference feedback. In addition, it is integrated with LinkedIn and Google Search to enable a recruiter to gather additional information about the candidate. There are other video interviewing providers in the market, but what is interesting is how InterviewStudio has brought together video interviews with assessment and social networking to get a much fuller view of a candidate before an employer spends the money to have a face-to-face meeting."

"With InterviewStudio, in the time it takes a hiring manager to review a traditional resume, he or she can review the candidate's resume, evaluate the results of a nationally recognized assessment test, watch a videotaped interview, find public Google information, check their social network via LinkedIn, all on one screen in one place at one time," said Colleen Aylward, CEO of InterviewStudio. "Gartner sees the value of gathering all these tools in one effective and easy-to-use offering, and we're confident that candidates and employers will continue to see it as well."

About InterviewStudio

Launched in 2007, InterviewStudio is a Bellevue, WA based private company, offering a SaaS model portal for employers and recruiters to quickly view complete Candidate Showcases before bringing the candidate in for the first round of interviews. InterviewStudio is driving a new paradigm shift in the hiring and job-seeking marketplace, bringing the total view of a candidate to the very beginning of the screening process. Visit InterviewStudio at www.interviewstudio.com or contact us at 425-466-7887.



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The Center for Talent Retention Releases Study Results What Matters to Engaging and Retaining NEW Healthcare Employees

New healthcare employees from participating organizations, identified what was most critical to them, rated current performance on the 50 variables that impact engagement and retention, and indicated how long they plan to stay with the organization. Also released in this study, the highest performing most critical need for new healthcare employees is "I have a network of people I can turn to if I need help" and the lowest performing most critical need is "My salary is competitive in the marketplace."

Dale Spartz, VP – Human Resources for John C. Lincoln Network, used their survey data to take action. "By understanding what is most critical to our new employees, we were able to prioritize where to take action to improve engagement and retention".

The SVP – HR from one of the participating organizations, a Texas multi-hospital system, currently has a number of retention efforts underway and is reviewing their initiatives to make sure they are hitting on their employee's most critical needs. According to Derrick Barton, Center for Talent Retention's CEO, "This organization is using their data to take action and make sure they are taking the right actions. The sole reason to survey your employees is to take action."

What Matters to Engaging and Retaining NEW Healthcare Employees identifies the top 10 most critical needs, current performance on the top 10 most critical needs, how long employees plan to stay in their current job and how long they plan to stay with their organization. The report goes on to show how different demographics impact the results. The demographics studied are 1) Job Categories – is there a difference on how nurses rate current performance on the Work, Work Environment, Manager Actions and Organization variables compared to other roles 2) Full-time compared to Part-time Status – are part-time employees rating current performance the same, higher or lower than their full-time counterparts, 3) Length of Service with the organization – does the length of time employees have worked for an organization effect how they rate current performance and do current performance ratings drop more quickly for certain
variables. The report contains recommendations as well as sample solutions to take action to engage and retain your employees.

All participating healthcare organizations are members of The Leader's Board.

To learn more about "What Matters to Engaging and Retaining NEW Healthcare Employees" and purchase your copy of the report for $95, click here. If you would like to learn more about the Center for Talent Retention and our products and services, visit us at www.keeppeople.com or call us at 800-861-6965.

The Center for Talent Retention is hosting a webcast "Create a Competitive Advantage by Engaging and Retaining Healthcare Employees" on April 29 at 3 ET. The results of the survey will be reviewed and two HR Leaders from healthcare organizations will share how they took action to engage and retain their employees. To register for the webcast click here or call HCI at 866-538-1909.

About the Center for Talent Retention
The Center for Talent Retention is the leading expert on "taking action" to increase human capital results. They offer a full range of talentemployee solutions guaranteed to equip your organization, managers, HR professionals, and work groups to take action to make a real impact on organization results by bringing together the best talent practices needed to attract, engage, build, leverage, and retain employees. They are known in the industry as an elite partner equipping companies like General Electric, Microsoft, Becton Dickinson, Qualcomm, Baylor Healthcare, ADP, Children's Healthcare of Atlanta, BMC Software, John Deere, The Home Depot, and McDonalds to increase business performance through people.
www.keeppeople.com

About the Leader's Board
The Leader's Board, LLC is an education, networking and benchmarking organization serving executives from leading US hospitals, health systems and medical practices. It's membership includes 30 of the 2008 Verispan Top 100 integrated health systems.


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AWLP Announces 2008 Work-Life Innovative Excellence Award Recipients Accenture, Ernst & Young and USAA Recognized for Outstanding Work-Life Program

NEWS RELEASE

Contact:
Marcia Rhodes, APR
Media Relations
Direct: 480/304-6885
E-mail: e-mail protected from spam bots


April 24, 2008

AWLP Announces 2008 Work-Life Innovative Excellence Award Recipients
Accenture, Ernst & Young and USAA Recognized for
Outstanding Work-Life Programs

SCOTTSDALE, ARIZ. – Alliance for Work-Life Progress (AWLP), an entity of WorldatWork dedicated to advancing work-life, recently announced the recipients of its 2008 Work-Life Innovative Excellence Award. Established in 1996, the Work-Life Innovative Excellence Award is the highest honor bestowed by AWLP, to recognize organizations that have developed outstanding programs that exemplify the work-life element of total rewards.

This year's honorees are: Accenture, Ernst & Young and USAA.

Accenture – Future Leave
After extensive research on retaining a multigenerational workforce, Accenture realized that the "work experience" needed to look past daily or weekly flexibility and address career flexibility.

"Future Leave" offers an innovative alternative to the traditional leave of absence. Under Future Leave, Accenture employees are assured of a job when they return, can continue their benefit coverage at the same premium, and have the option of budgeting for the time away by having a percentage of earnings placed in a separate account.

The pilot program, which was introduced to more than 30,000 U.S. employees in March 2007, was adopted as an ongoing program in Accenture's U.S. offices this past January.

Ernst & Young – The Parents Network
The Parents Network supports the needs of Ernst & Young (EY) parents of children with special needs. The increase in disabling conditions among children in the United States has major workplace implications. The Parents Network supports partners, staff and family members by offering a safe forum in which to share experiences, needs and concerns and receive support.

The network offers insurance advocacy; educational program awareness; referral to Web site resources, providers, and local community groups; and sharing face-to-face, telephonically and electronically. They discuss career issues and personal and family adjustments related to parenting children with special needs. The experiences of these parents help maximize EY's investment in benefits and services for all its people.

USAA – Personal Balance Tool
The Personal Balance Tool (PBT) was developed in 2006 as a one-stop, Web-based resource to help USAA employees and their family members achieve greater work-life balance. Users access the tool anonymously and can easily identify all available benefits that can help them achieve their personal and professional goals and successfully meet responsibilities at work and at home.

Employees may choose whatever subject they seek to self-educate, including:
• Benefits information, USAA product information and other services
• Helpful articles and tip sheets
• Suggestions to manage personal and work priorities
• Guidance to address issues with a manager/supervisor
• Suggestions for seeking professional assistance, including the Employee Assistance Program provided through Value Options and Work/Life Referral Program provided through Harris Rothenberg, International

Recipients will be honored at a special luncheon on May 20 during the WorldatWork Total Rewards Conference and Exhibition in Philadelphia.

Past Work-Life Innovative Excellence Award recipients have included: American Business Collaboration, AT&T, Capital Metro Transportation Authority, City of Honolulu, GlaxoSmithKline, IBM, University of California–Davis, Marriott, Massachusetts General Hospital, Sun Microsystems, United States Patent & Trademark Office, U.S. Army, and Verizon Wireless. For more information about the Work-Life Innovative Excellence Award and its past recipients, visit www.awlp.org/award.

About Alliance for Work-Life Progress®
Alliance for Work-Life Progress (www.awlp.org) is dedicated to advancing work-life as a business strategy integrating work, family and community. An entity of WorldatWork, AWLP defines and recognizes innovation and best practices, facilitates dialogue among various sectors and promotes work-life thought leadership.

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.



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ARCHIE ANDERSON NAMED PRESIDENT OF OCI, THE PREMIER HEALTHCARE BENEFITS AND RISK DATA MANAGEMENT PROVIDER

Denver, Colorado – April 23, 2008. OCI announced today that Archie Anderson joined the company as President. Anderson has more than 20 years experience in the healthcare, benefits and risk management services industries. At OCI, he will have responsibility for the overall business and will devote his energies toward further growth and expansion.

"I am very pleased to join the OCI organization and look forward to working with a highly talented and dedicated team of professionals in helping clients tackle expensive and complex business problems," said Anderson. "Given current industry trends of increasing costs associated with managing benefits and risk programs, OCI is uniquely positioned to leverage our experience and investment in people, data management tools and systems to create and access meaningful information. The rising cost of healthcare, and the increasing complexity and variations in the legal/regulatory environment for areas like FMLA and disability strain employers' resources to consistently and effectively manage their programs at a time when overall staffing is already lean."

Anderson most recently was President of Intracorp. Prior to that he spent more than eighteen years at GENEX Services, Inc. in a variety of leadership roles including SVP Sales and Marketing. Anderson is a graduate of the Northwestern State University of Louisiana, where he earned both a Master's Degree in higher education administration & counseling and a B.S. in business administration.

Anderson will be based in Denver.

# # #

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

• Manage leave programs and mitigate risks via tailored administrative solutions

www.oci.com



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Lowisz Named SBAs Michigan Small Business Person of the Year

"Stephen Lowisz is the embodiment of a true entrepreneur," said Richard Temkin, SBA District Director. "By working with and listening to his customers to help them identify their recruitment needs, Steve helped his company achieve outstanding growth. This is the kind of small business success that will lead Michigan's come back, and I am very proud to announce that he is this year's winner of the Michigan Small Business Person of the Year award." As the state winner, Lowisz is in contention for the national award, which will be announced during National Small Business Week, April 21-25.

Lowisz's path to entrepreneurship hasn't been an easy road. Graduating from Lawrence Technological University with an architecture degree, Lowisz was going to be an architect until he realized he liked working with people more than blueprints. A chance opportunity introduced him to the recruiting industry and he joined a leading recruitment research firm headquartered in Chicago.

Discovering that he would need to start his own company to accomplish his vision for the business, Lowisz founded Qualigence in 1999. He started the business with a laptop in his basement and was determined to create an organization that would be unique in the recruiting industry. Lowisz was able to solicit a few friends to work for him and cashed in his personal 401k investment to provide payroll.

The company is now headquartered in Livonia with additional offices in Cincinnati, Toledo, and Chicago. As the largest recruitment research firm in the U.S., Qualigence works with companies of all sizes and industries, most of which are Fortune 500 companies from all over the U.S. and the world. Regardless of growth or size, Lowisz operates the business with the same mission he started it with: "People will always come first – the clients and my employees." In eight years the company has grown from four employees to the current staff of 77 with sales of over $10 million annually.

Qualigence was named as one of the Edward Lowe Foundation's "50 Companies to Watch" in 2006. Lowisz is a member of both the Livonia and Detroit Chambers of Commerce, and is also committed to his community. In that regard, he is a board member of Pathway Family Center, a non-profit organization dedicated to the long-term treatment center for adolescent substance abuse. As a very active board member, Lowisz was determined this year to launch the first annual Magic of Kids Fundraising Event in Detroit. Qualigence employees planned and facilitated the Detroit Magic Event, investing hundreds of hours of time. The event raised over $36,000, and the second annual event is already being planned. In 2004, Qualigence became a supporter of the Motor City Blight Busters and Lowisz and the Qualigence team helped facilitate events to eliminate blight from area neighborhoods in northwest Detroit.

"Building a successful company that operates under the basic values of putting people first (my clients, my employees, and the community) has been my mission. I am proud to be recipient of this prestigious award as well as having Qualigence recognized for its growth, success, positive impact in the recruiting industry" comments Lowisz.

Lowisz will receive his award during the fourth annual Michigan Celebrates Small Business awards dinner at the Kellogg Hotel & Conference Center in East Lansing on April 24, 2008. For more information on this event, please go to www.michigancelebrates.biz. For more information on Lowisz, please contact the SBA Michigan District Office at (313) 226-6075 x225 or e-mail e-mail protected from spam bots. Photo available from SBA upon request.



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Lucas Group Announces Its Participation at the Virtual Career Fair Sponsored by the Career Journal on May 6th, 2008 Attracting More Than 3,000 Candida

Lucas Group announces it's participation at the Virtual Executive Career Fair being held on May 6th, 2008 from 9am to 8pm EST, sponsored by the Career Journal.

The fair offers candidates the opportunity to not only learn but briefly interview with a wide range of top companies and determine if there is a potential fit for them within the organization at their convenience. At the Lucas Group's booth, candidates are able to see multiple opportunities within their specialty and speak directly with a recruiter who specializes within their industry. This promotes not only our clients but allows candidates to see a variety of positions within a day rather than weeks.

The last Virtual Executive Career Fair Lucas Group participated in with the Career Journal introduced over 1,750 prospective candidates viable for our clients.

"We are very pleased to actively participate in the fair with Career Journal," said Art Lucas, president and CEO of Lucas Group. "Companies with a competitive edge and those that are seeking top talent can rely on Lucas Group to bring together executive talent with top corporations and organizations around the country. Our previous success from our prior participation within these virtual fairs is a testament to the needs in the marketplace. We hope to help these companies and candidates come together and form opportunities and prosperous relationships."

About Lucas Group
Lucas Group is one of the nation's largest executive recruitment firms that built a reputation for successfully providing human capital placements in multiple markets and industries. The search firm has increased its reach, while maintaining a commitment to high performance and unsurpassed industry knowledge. Lucas Group focuses on recruiting top executives in management, advertising/marketing, sales, accounting, manufacturing, legal, military personnel transitioning and technical positions across all major industries. With offices nationwide and its expansion into Europe, Lucas Group performs search assignments for Fortune 100+ companies, as well as regional businesses and entrepreneurial firms.



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Halogen Software Achieves Record First Quarter, Marks 22 Quarters of Year-Over-Year Growth

OTTAWA – April 23, 2008 – Halogen Software Inc., a leading provider of web-based employee performance and talent management software announced that the company's first quarter of 2008 broke previous first quarter records for both new customer wins and revenue. This also marks the organization's 22nd consecutive quarter of year-over-year growth.

Halogen's record first quarter included the addition of new customers including Brant Community Healthcare Systems, Burson-Marsteller, LLC, Caron Treatment Centers, Central Bank & Trust, JT3 LLC, Gentiva, Memorial Health Center (Wisconsin), Penson Financial Services Inc, Purdue University, Sycuan Casino, The Corporation of the City of London, TYBRIN Corp and Wipfli LLP. Halogen's positive first quarter results are a testament to the importance that organizations of all sizes place on effectively managing employee performance and talent regardless of economic cycles.

"Due to the highly classified nature of our business, we needed an employee performance management vendor that would allow us to host our system internally. Halogen allowed us to do this and it was incredibly easy to use and implement. The IT staff who have been involved at our end love the system," said Robert C. Donovan, Corporate Director of Human Resources with JT3 LLC. "The Halogen system will contribute to our goal of creating a focused, uniform culture among the original organizations that have come together to make up JT3 LLC."

Record new customer numbers for the first quarter reflect the continued strong momentum of Halogen's vertical specific solutions for healthcare, financial services and professional services. These solutions are tailored to meet industry specific challenges and are designed with the input both customer and leading experts from each industry.

Located in Wisconsin, Memorial Health Center is a 25-bed, not-for-profit, primary care hospital and clinic organization. "Our employee appraisal process needed to be streamlined and the quality, accuracy and consistency of the final product had to be improved. Halogen will enable us to address all of these issues," said Angela Hupf, VP of Human Resources at Memorial Health Center. "It gave us great faith in both the organization and the solution to know that it was already in place with over 400 healthcare facilities and the solution has been endorsed by the American Hospital Association."

Industry Recognition

During the quarter the company also garnered industry recognition in key research papers covering timely HR trends including:
• FactPoint's research on deployment models for employee performance and talent management software
• Creelman Research's paper on the importance of employee performance and talent management during a down cycle
• Bersin's report on talent management, which ranks Halogen as a market leader with strong ratings in multiple categories related to product strength, architecture and customer satisfaction
• IDC's study recognizing Halogen customer O'Sullivan Creel for best practices in employee performance and talent management

Halogen User Conference Announced
During the first quarter of 2008, Halogen announced its upcoming User Conference taking place September 15-16, 2008. The third annual conference is designed to enable the company's customers to maximize the value of their Halogen Employee Performance and Talent Management solutions. Attendees will learn how to develop and deliver key initiatives such as talent pool-based succession planning, compensation management and organizational goal alignment, through use of the features available in Halogen's employee performance and talent management software.

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.

-30-

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



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Lead Change successfully with a new free ebook from Interaction Associates

-8859-1 From: michael@michaeltirrell.com Reply-To: bounce@hrmarketer.com The 40-year innovator in change, collaboration tools, and methods to develop leaders - Interaction Associates (IA) - is out with a timely new e-book based on the firm's popular and practical methods for achieving success at leading change. The ebook is available free of charge for change leaders, project managers and executives who must make a case for, and manage, complex change.

The digital publication - Little Book of Big Change - provides a brass-tacks change management plan and a focused three-step strategy for leading change without losing your mind - or your nerve - especially in today's softening economic climate and shifting market dynamics.

"Seventy percent of business change initiatives fail - a shocking statistic," according to Linda Dunkel, President and CEO of Interaction Associates. "The Little Book of Big Change delivers a practical three-step strategy that enables leaders to succeed at change - including proven methods and tools for seeing the big picture, defining success correctly, building leadership alignment, and engaging stakeholders successfully."

The Little Book of Big Change is designed to deliver fast results by helping leaders learn: why change fails most of the time; how to avoid common mistakes and surmount common hurdles; how to truly engage senior leaders for alignment and success; what tactics win over stakeholders; the best change frameworks for strong results; and what to focus on first to get fast results.

"We are in a constantly shifting business climate and the pressure to adapt and change is unrelenting," said Linda Dunkel. "Though business changes constantly - the nature and pace of change is much faster and more critical now," she added. "Leaders need to excel at successfully managing change initiatives because so much is at stake. Yet the common denominator in failed change efforts is overlooking the people part."

"There is no one right way to lead change, but the biggest single element affecting the success or failure of a change initiative is the people factor. Because people tend to support what they help to create, effective stakeholder involvement is the most important variable in overcoming resistance to change," said Dunkel.

The Little Book of Big Change is available as a free download at www.interactionassociates.com.

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. Learn more at interactionassociates.com

###




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New WorldatWork Survey: Trends in Employee Recognition 2008

News Release

Press Contact:
Marcia Rhodes, APR
Media Relations
WorldatWork
Phone: 480-304-6885
E-mail: e-mail protected from spam bots
www.worldatwork.org

New WorldatWork Survey: Trends in Employee Recognition 2008
Employee Recognition Still Prevalent

SCOTTSDALE, ARIZ. – A survey released this week by WorldatWork shows employee recognition continues to be important to employers. 89 percent of companies use recognition programs as part of their human resources strategy, up from 84 percent in 2002. 96 percent report their recognition strategy aligns with their organization strategy.

The top three recognition programs are:
-- Length of service (86%)
-- Above and beyond (79%)
-- Peer-to-peer (42%)

Top tangible recognition awards presented to employees include:
--Certificates and/or plaques (78%)
--Cash (60%)
--Gift certificates (51%)

Companies today are realizing there are some tangible benefits to having recognition programs in place. The most common objectives for having recognition programs include:
--Create a positive work environment (77%)
--Motivate high performance (71%)
--Create a culture of recognition (69%)

"In the current tug of war between workers' demands for higher wages to pay for higher living costs and companies looking to cut costs, recognition programs play a key role in creating a positive environment," said Alison Avalos, the practice leader for WorldatWork who focuses on recognition. "As such, we expect budgets for recognition programs – currently at 2.7 percent of payroll – to rise steadily. It will continue to be a critical component of an organization's total rewards toolkit."

Key survey findings:
--81% of organizations do not have a formal training program for managers about the organization's recognition programs
--64% of survey respondents have a budget for recognition programs
--58% of survey respondents report that their HR department administers the majority of their company's recognition programs
--52% of organizations do not have a written strategy behind their recognition programs
--47% of organizations are considering implementing new or additional recognition programs in the next 12 months
--36% of organizations do not measure the success of their recognition programs

About the Survey
The 2008 WorldatWork "Trends in Employee Recognition" survey was conducted in December 2007. Surveys were sent electronically to a random representative sample of 4,617 WorldatWork members in the United States. There were a total of 554 responses received for a 12-percent response rate. The survey's margin of error should not exceed +/- 3 percent.

Journalists may request a complimentary copy of the full survey report by contacting Marcia Rhodes, e-mail protected from spam bots or (480) 304-6885.

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.



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New Report Identifies Who Is Most Likely to Succeed in Fundraising

[April 23, 2008—Old Saybrook, CT] – Who is most likely to succeed as a fundraising executive? Performance Programs, Inc. now offers NPEdge Job Fit Assessments to identify who has the "edge" for this growing career track in all types of nonprofit organizations, including schools, hospitals, museums, foundations, charities, and many others. These personality-based assessments locate the key temperamental characteristics important to fundraising jobs.

Each individual's personal report contains clear, easy-to-interpret, graphics-rich results that show a "high," "medium," or "low" fit between the individual and the position.

The reports were developed by executive recruiter David Edell, who specializes in placing executives with nonprofit organizations. Edell learned from years of experience that it's difficult to find effective fundraising professionals. He particularly noticed that employers and job candidates alike often assume, erroneously, that success in sales is a good indicator of potential success in fundraising. Edell joined with Paul Connolly, Ph.D., an expert in assessments for the workplace, to develop personality-based tools that would help employers and candidates alike find the right job fit.

Because there are several types of fundraising job, individuals and employers can choose between two reports: Fundraiser Generalist and Major Gifts Professional. The NPEdge web site offers suggestions to select the appropriate report.

Note to nonprofit employers: An optional interview guide is also available, including customized questions based on test results. It is designed to make interviews more productive and predictive.

The assessments were created under special arrangement with Hogan Assessment Systems and are based on the Hogan Selection Series. The underlying test is the Hogan Personality Inventory, a test well validated by thirty years of job personality research and which creates no adverse impact. NPEdge reports are also supported by additional original research with successful fundraising professionals in well established nonprofit organizations.

Performance Programs, Inc. is a leading distributor for Hogan Assessments and an authorized provider of Hogan Certification Workshops. Performance Programs specializes in surveys, tests, and assessments of all types for human resources management, including job personality testing, employee surveys, 360 feedback, and employee engagement assessments. For more information call Performance Programs at 1-800-565-4223, or visit http://www.NPEdge.com

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RECRUITMENT INDUSTRY VETERAN PATRICK BEHARELLE JOINS SEATONCORP AS CHIEF OPERATING OFFICER

CHICAGO, IL – April 21, 2008 – SeatonCorp, a Chicago-based staffing and recruiting firm, today announced the appointment of Patrick Beharelle as Chief Operating Officer. Beharelle will report to Michael Miles, Chief Executive Officer, who will continue to be directly involved in setting the strategic direction for the company.

In this newly created position, Beharelle will be responsible for overseeing SeatonCorp's daily operations and leading two of its divisions, Staff Management and PeopleScout. Staff Management began with SeatonCorp's inception in 1988 and is a pioneer in high-volume, vendor-on-premise (VOP) staffing solutions; PeopleScout, founded in 1990, is a leading provider of end-to-end recruitment processing outsourcing (RPO) and employee retention solutions. Mr. Miles will continue to oversee Student Scout, SeatonCorp's third and newest business unit, which designs and implements student recruitment solutions for post-secondary educational institutions.

"We are excited to welcome Patrick to our executive management team," said Miles. "His deep industry experience and unique combination of sales, operations and financial expertise will be instrumental in competitively positioning and expanding our businesses in the U.S. and abroad."

"I'm thrilled to join the SeatonCorp family at this exciting time in their business and help continue building on the momentum they've established" said Beharelle. "I was very impressed with SeatonCorp's financial performance and exceptional service commitment to their clients – this represented a great opportunity for me to help grow the businesses."

During the course of its 20-year history, SeatonCorp has built a solid foundation for future growth, consistently reporting exceptional revenue and margin performance. The firm posted a 22% increase in gross profit for 2007 and is on pace through the first quarter of 2008 to deliver on its sales projections.

"Patrick's bottom-line, results-oriented background aligns very well with our overall business strategy and supports our aggressive client acquisition and expansion goals," stated Miles. "With his wealth of experience in the recruitment and staffing industry, Patrick will be a tremendous asset to our organization and an instrumental driver of our growth."

Recently, Beharelle was a Senior Vice President at Spherion and head of its RPO division, where he oversaw a tripling of revenue and clients in three years. Prior to that role, Beharelle served several years in Accenture's Strategy Formulation Practice and was President and Co-Founder of a successful, venture-backed financial services provider. Beharelle received his Master of Business Administration degree from The Wharton School.

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For More Information:
Rich Cilia
Marketing Director
(312) 397-3459
e-mail protected from spam bots


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NCOA Announces Grants for Expanding Self-Management Program

WASHINGTON, D.C. - April 22, 2008 – The National Council on Aging (NCOA) is making grants available to eight states to improve access among older adults to the Stanford Chronic Disease Self-Management Program (CDSMP).

California, Hawaii, Iowa, Maine, Massachusetts, New Jersey, Oregon and Wisconsin will receive Sustainable Systems Grants to design and establish systems that lead to statewide access to the best-known, evidence-based self-management program for people with chronic conditions.

The goal of CDSMP is to offer older Americans, who have more chronic conditions than younger persons, an opportunity to take control of their health through behavior changes that have proven effective in reducing the effects of disease and disability.

"There is a large body of scientific evidence that low-cost self-care programs are an effective way to reduce the risk of disease, disability and injury among seniors," said NCOA Senior Vice President Nancy Whitelaw. "These states have demonstrated that they can replicate successful programs and have a strong capacity and commitment to this work, and are ready to work with us to design and establish permanent systems for statewide access to the CDSMP and other evidence-based prevention programs."

According to Whitelaw, NCOA and its partners believe that the overall goal of fostering widespread, nationwide access to the CDSMP and other evidence-based prevention programs will be advanced by supporting these eight states in moving faster and more systematically toward sustained statewide programming, with an emphasis on reaching diverse and vulnerable populations. Strategies and tools that prove successful among these states will be shared so that older adults across the nation can benefit from these valuable programs.

These grants are part of a major evidence-based prevention initiative supported by the Administration on Aging and its federal partners, 27 states and more recently, The Atlantic Philanthropies. Over the last five years, NCOA's Center for Healthy Aging, which Whitelaw directs, has served as the National Technical Assistance and Resource Center to both local and state grantees. Collectively, this initiative includes more than $50,000,000 in philanthropic, local, state, and federal funding to help bring CDSMP and other evidence-based programs to older adults in the United States.

"The CDSMP is a well-tested approach to helping people with chronic conditions care for themselves," said Laura Robbins of The Atlantic Philanthropies. "Most exciting is that CDSMP helps older adults to gain more of what they want -- improved health, increased independence, improved communication with physicians, and fewer visits to physicians and hospitals."

CDSMP was developed by Dr. Kate Lorig and her colleagues at Stanford who have received research support for over 20 years from the U.S. Agency for Healthcare Research and Quality, the National Institutes on Health and the Centers for Disease Control and Prevention. It has been widely adopted around the world, including in Canada, Australia, and England – where it is a part of the National Health Service.

NCOA's Center for Healthy Aging (www.healthyagingprograms.org ) invited the 24 states receiving the Administration on Aging's Evidence Based Prevention grants to apply for the Sustainable Systems Grants.

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

The Atlantic Philanthropies are dedicated to bringing about lasting changes in the lives of disadvantaged and vulnerable people. Atlantic focuses on four critical social problems: Ageing, Disadvantaged Children & Youth, Population Health, and Reconciliation & Human Rights. Programmes funded by Atlantic operate in Australia, Bermuda, Northern Ireland, the Republic of Ireland, South Africa, the United States and Viet Nam. To learn more, please visit: http://www.atlanticphilanthropies.org.

Contact:
Scott L. Parkin
(202) 479-6975 (office)
(202) 657-2894 (cell)
scott.parkin (at) ncoa.org

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CERTPOINT TO FACILITATE ECOPYS TRAINING DEVELOPMENT

Long Island, N.Y., April 21, 2008 - CERTPOINT, a leading global provider of corporate training software and solutions, has signed a deal to facilitate the learning and training development for eCopy™ Inc., a provider of document imaging solutions that integrates paper documents into business software applications. Through the use of CERTPOINT's learning management platform, VLS Suite 6.0, eCopy will administer and control corporate training for over 2,500 partners and employees. eCopy recognized CERTPOINT as a company offering superior reporting capabilities, a fully integrated course authoring tool, a flexible, user-friendly interface, and a "partnership" rather than a "customer" relationship.

VLS Suite 6.0 offers a number of components eCopy was seeking, such as its "state-of- art" authoring tools, reporting components, informal learning capabilities, and integrated communication tools which can be used on major web conferencing platforms. Even with its many elements, LMS is "easy to use" which is the same approach eCopy takes with its document scanning software, according to Dale Blanton, Training Manager for eCopy.

"We test-drove several learning management systems and CERTPOINT offered the most intuitive and customizable user interface. The reporting tools is so easy to use that eCopy employees won't mind running their own reports, This is a big benefit to our training department because they can spend time on more important tasks," said Blanton.

During the evaluation process, eCopy sought after a company offering the feel of a "partnership" rather than a "vendor." eCopy understands the great importance of having a genuine relationship with a vendor and the value it can provide for a company overall.

"We went through an extensive fourteen month process in which we considered over twenty LMS vendors. CERTPOINT was the only vendor with a sincere desire to partner with us," said Blanton.

eCopy plans on complementing their time-consuming, instructor-led training with update and refresher courses using CERTPOINT's learning management system. By using this type of training, eCopy can deliver quality training, faster and more efficiently than before....

"Our very talented instructional designers will spend far more time designing and developing training than administering the program, which is not currently the case," noted Blanton.

"We are excited about welcoming eCopy to the CERTPOINT client community. We are looking forward to assisting them in their training efforts as well as being a partner in their continued growth as a company," said Brian Baloga, Senior Vice President of Sales at CERTPOINT.


About eCopy, Inc.

eCopy, Inc. is an innovative provider of open and flexible solutions that rapidly integrate paper-based information into existing business processes and applications. With more than 75,000 units sold, eCopy is the market leader in MFP document imaging software. eCopy customers include GE, Time Warner Inc., Yahoo!, Nissan, Verizon Wireless, BP, Sprint, General Motors, Siemens, Cisco Systems, SAAB, and Sony Corporation. eCopy, Inc. is a global company headquartered in the United States, with subsidiaries in Japan and the UK, offices in Germany, France, Scandinavia, and Australia as well as sales operations in Canada, Singapore, and New Zealand. For more information, visit www.ecopy.com or join the conversation at eCopy's Document Imaging Blog at http://documentimaging.typepad.com.

About CERTPOINT

CERTPOINT provides an all-in-one software suite to manage talent, deliver knowledge, and track business results. Global leaders like Toyota, Honda, 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 1,000 businesses in over 35 countries and languages to deliver knowledge beyond the organization deep into sales and service channels. Please visit www.certpointsystems.com.


# # #

All product and company names herein may be trademarks of their respective owners.

eCopy is a trademark of eCopy, Inc.



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Lucas Group to Host Military Hiring Conferences during the month of May in Dallas TX; Washington, DC; Seattle, WA; Atlanta, GA; Norfolk, VA.

ATLANTA (April 21, 2008) — Lucas Group, an executive recruitment search firm, announced upcoming Military Hiring Conferences for the month of May in Dallas, TX; Washington, DC; Seattle, WA; Atlanta, GA; Norfolk; VA. The conference dates are:

April
2 – Dallas, TX
7 – Washington, DC
9 – Seattle, WA
16 – Atlanta, GA
20 – Norfolk, VA

Lucas Group's Military Hiring Conferences are avenues for companies seeking former military as part of their hiring initiatives. These are invitation-only events that give progressive companies an opportunity to proactively interview the U.S. Military's best leaders. Candidates are rigorously pre-screened and hand-selected for each company they meet. Military members leaving service are natural leaders with proven capabilities, experience and dedication.

"We have noticed a generally upward trend in starting salaries for our military candidates over the past year," reported Bryan Zawikowski, Vice President of Lucas Group's Military Transition Division. "This is not surprising, because even as the unemployment rate increases slightly, corporations are competing for the best leadership talent. Succession planning and leadership development are topics that are on the executive radar screen now more than ever, as companies prepare to do more with less in the days ahead," added Zawikowski.

Lucas Group pioneered the Military Hiring Conference forum and has conducted them for over 38 years in cities across the country. The search firm screens more than 10,000 military service members annually to identify and place the best and brightest junior military officers (JMOs) and senior military officers (SMOs) into leadership and technical positions across all major industries.

Corporate clients and military members interested in attending the conference should register online at www.lucasgroup.com/military.

About Lucas Group
Lucas Group is one of the nation's largest executive recruitment firms that built a reputation for successfully providing human capital placements in multiple markets and industries. The search firm has increased its reach, while maintaining a commitment to high performance and unsurpassed industry knowledge. Lucas Group focuses on recruiting top executives in management, advertising/marketing, sales, accounting, manufacturing, legal, military personnel transitioning and technical positions across all major industries. With offices nationwide and its expansion into Europe, Lucas Group performs search assignments for Fortune 100+ companies, as well as regional businesses and entrepreneurial firms.


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Austin-Based Executive Search Pioneer Launches New Company

Austin, TX - April 21, 2008 - Hank Stringer, an Austin-based pioneer in executive search and online search technology, today announced the formation of Stringer Executive Search (Stringer ES) to provide premier executive search services to companies throughout the world.

The new search firm, a joint venture with Austin-based RPO provider Novotus, will leverage a variety of Stringer's award-winning hiring and online search methodologies. Methodologies that Stringer Executive Search is launching provide "Synergistic Impact" and "Synergistic Fit" to help CEOs and executive teams ensure they are focused on hiring the right talent.

Stringer built an international reputation pioneering new executive search techniques in the U.S. and Asia for a number of global companies. He applied that knowledge to Hire.com, one of the early innovators and leaders in online recruitment which he co-founded in 1995. Hire.com provided Internet-based enterprise talent acquisition and management solutions to major corporations and was acquired by Authoria of Waltham, Mass.

"Stringer ES is truly a unique opportunity to combine my three decades of search expertise with my executive operating experience," Stringer said. "Moreover, recruitment technology innovation allows me to bring to the market for the first time, an executive search firm powered by leading-edge technology, providing customers an efficient and transparent executive search experience that results in greater bottom-line results."

Stringer Executive Search will focus on director to C-level positions for marketing and sales, product marketing, product management, product development, operations and talent management. In addition, Stringer ES will partner with Austin-based RPO search firm, Novotus, which like Stringer, has gained a global reputation for its unique recruiting methods and technologies.

"Increasingly, many of our clients ask us to get involved in senior-level assignments, both in the U.S. and abroad," said Novotus CEO Mike Mayeux. "And they are expecting an executive search solution that is different and innovative, along the lines of our RPO work. There are only a few people in the country who have the deep search industry knowledge of Hank Stringer.

"When you combine that with the experience he has as an executive who has run fast-growing, industry-leading organizations, he brings an ability to provide executive search services in a fashion that we believe is unique in the industry. This partnership will allow all of us to continue to be innovators in search and recruiting today, and define where it is going tomorrow."

ABOUT STRINGER EXECUTIVE SEARCH
Stringer Executive Search retains executive search services and non-traditional executive search solutions for the emerging industry sector, delivering executive prospect candidates faster while ensuring results well above industry standard. An extension to your executive talent acquisition function, Stringer ES provides operational, event-based or ongoing executive search solutions that immediately scale to your changing business environment. For more information, contact Hank Stringer at 512.904.1038 or visit www.stringersearch.com.

ABOUT NOVOTUS
Novotus, based in the U.S., is a modern recruitment process outsource provider that fuses together the services offered by traditional recruitment process outsourcing companies and staffing agencies. 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 at 817.845.1414 or visit www.novotus.com.

Media Contact:
Jim Taylor
COO, Novotus
Tel 817.845.1414
jtaylor (at) novotus.com

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JWT INSIDE GRAND PRIZE WINNER FOR INTERNAL COMMUNICATIONS AND GENERAL MULTIMEDIA CAMPAIGN AT THE 2008 CREATIVE EXCELLENCE AWARDS

New York, NY – April 21, 2008 – JWT INSIDE, one of the world's largest recruitment marketing and employment communications companies, was honored with 17 Creative Excellence Awards (CEA's), including Grand Prize for Internal Communications and Best Campaign for a General Audience, at the 2008 SHRM Staffing Management Conference in Nashville, Tennessee on April 14th. The CEA's honor the "Best of the Best" in Recruitment Advertising as prestigious companies from across the United States, Canada and Europe enter their most innovative and forward thinking advertising efforts.

JWT INSIDE was presented with not only two grand prize awards, but 15 additional awards in the categories of internal communications, global communications, online media, diversity, print and multimedia - proving their commitment to traditional and emerging media alike.

This year is the first year that the agency, with 50 plus years of experience in recruitment advertising and employee communications, has been honored by the CEA's as JWT INSIDE - newly repositioned, restructured and renamed in 2007. "The agency's new focus on advancing employee engagement takes on a more strategic approach by helping companies align their employment brand with their corporate brand, using these strategies to recruit the right people for the right jobs, and leveraging internal communications to keep employees engaged and productive," said Rob Quish, CEO of JWT Specialized Communications.

"We are continually challenging ourselves and the work we create to be innovative and creative, while truly aiding our clients in their efforts to engage candidates and employees," said Mary Olson, Executive Creative Director at JWT INSIDE. "The awards we have been honored with at the 2008 CEA's are a testament to these efforts, and a great accomplishment for our team and our clients."

Along with the Internal Communications Grand Prize for the Expedia Employee Referral Program and the Best Campaign for a General Audience Grand Prize for the Washington Mutual Multimedia campaign, other award winners included creative work for: The Boeing Company; Shell; Pepsi Bottling Company; Custom Border Patrol; B&Q; and the Metropolitan Police.

View the JWT INSIDE winning work from the 2008 CEA's and other competitions at http://clients.jwtworks.biz/gallery/2008awardwinningwork/.

The Creative Excellence Awards are sponsored by Recruitment Marketplace, a sales and marketing company dedicated to the prospect of helping recruiters and their agencies find the best markets to reach a specific skill set through advertising.

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).


About SHRM:
The Society for Human Resource Management (SHRM) is the world's largest association devoted to human resource management. Representing more than 210,000 individual members, the Society's mission is to serve the needs of HR professionals by providing the most essential and comprehensive resources available. Founded in 1948, SHRM currently has more than 550 affiliated chapters and members in more than 100 countries.


About Recruitment Marketplace:

Recruitment Marketplace is a newspaper sales and marketing company dedicated to the prospect of helping recruiters and their agencies find the best markets to reach a specific skill set through advertising in newspapers and their products. A proven formula using the most modern research available is used to locate those markets that will best satisfy the needs of the recruiter. Recruitment Marketplace is a subsidiary of Landon Media Group, a family owned and operated company for over 100 years.

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Infohrm to Discuss Workforce Analytics at HR Tomorrow Conference

Washington, DC – April 18, 2008 – Infohrm, the global leader in workforce planning, reporting and analytics today announced that Brian Kelly, President of Infohrm North America, will host a workforce analytics panel discussion at the Carlson School of Management's HR Tomorrow Conference on April 25th. Held at the University of Minnesota, the conference will study how progressive HR functions are creating a competitive advantage through talent management.

Infohrm's panel presentation, titled "The Future of Workforce Analytics and HR," will define how workforce analytics differs from HR analytics, illustrate what steps innovative HR functions undertake to create high-impact analyses, and explain how organizations can build their own analytics capabilities. Senior leaders from current Infohrm members Ameriprise Financial, Carlson, Medtronic, Inc., and Thrivent Financial for Lutherans will offer their practical expertise in building workforce analytics programs.

"We are pleased to have the opportunity to speak at the Carlson School of Management event with several of the Twin Cities' leading companies," said Brian Kelly. "The concept of workforce analytics has truly become a reality at many organizations and we look forward to sharing our collective thoughts on how to make such programs successful."

The 29th Annual HR Tomorrow Conference is widely regarded as one of the premier Human Resources conferences in the country and attracts HR professionals from a wide array of public and private sector organizations. Visit the HR Tomorrow conference homepage for more details.

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.

In April 2008, Gartner named Infohrm to its "Cool Vendors for Human Capital Management Software" report.

Learn more at www.infohrm.com



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National Council on Aging and Human Arc: Partnering to Help Low Income Health Plan Members

Washington, DC - April 18, 2008 - The National Council on Aging (NCOA) and Human Arc have established an innovative, nationwide partnership to benefit seniors with limited means. The new partnership enables members of participating Medicare health plans to determine - right at home - their potential qualification for benefits programs and then, if qualified, get expert assistance to apply and get enrolled.

NCOA is a national leader in understanding the issues of older adults and persons with disabilities and fostering innovative solutions to get them benefits for which they qualify. NCOA sponsors BenefitsCheckUp®, the online service that helps people 55 and over find federal, state and local benefits programs for which they potentially qualify. Human Arc is a leading supplier of healthcare coverage eligibility screening and enrollment services to these same populations. It combines decades of special population outreach expertise with the latest in technology to achieve highly effective benefits enrollment results.

"For years, NCOA has looked for the best way to both help people know the benefits to which they may be entitled and then facilitate enrollment in those benefits programs that BenefitsCheckUp identifies," said NCOA Senior Vice President Stuart Spector. "This new, non-profit/private sector partnership builds on our shared NCOA – Human Arc sense of social responsibility to help those seniors most in need. It also provides an industry-wide model for health plans that want to provide a comprehensive benefit to members...from finding out if they qualify for benefits to being able to enroll in them."

The combined efforts of NCOA and Human Arc will allow members of Medicare health plans to determine their eligibility for key benefits such as Medicare Savings Programs that pay for Medicare Part B premiums, and the Medicare Part D Low Income Subsidy (LIS) which pays for most prescription costs and has no gaps in coverage.

In this partnership, Human Arc provides qualifying members with application support through to enrollment. Using NCOA's BenefitsCheckUp with its vast database of over 1,550 programs, Human Arc also can help plan members link with many other benefits programs that can improve their health and qualify of life.

"This partnership speaks directly to our fundamental purpose, increasing access to healthcare for resource-challenged populations such as the uninsured, the aged and the disabled," stated Michael J. Baird, Human Arc's founder and Chief Executive Officer. "New Human Arc technology, combined with NCOA's BenefitsCheckUp, allows us to leverage our decades-long work to connect lower income health plan members and hospital patients with sources that can assist them in meeting critical life needs. The partnership exemplifies well that combining the best resources of the non-profit and private sectors allows us to achieve together what is extremely difficult or impossible when attempted separately."

Through NCOA's BenefitsCheckUp, more than two million users have been screened and found potentially eligible for benefits valued at over $6 billion. NCOA continues to lead both the Access to Benefits Coalition and My Medicare Matters programs to find, educate and enroll older Americans for Medicare Part D. NCOA and its partners have enrolled 200,000 people in the Low Income Subsidy alone.

National Council on Aging
Founded in 1950, the National Council on Aging (NCOA) has a mission to improve the lives of older Americans. A non-profit organization with 3,700 members, we also have a national network of some 14,000 organizations and leaders that help us in our work. NCOA members include senior centers, area agencies on aging, adult day service centers, faith-based service organizations, senior housing facilities, employment services, consumer groups and leaders from academia, business and labor. Our programs help older people remain healthy and independent, find jobs, increase access to benefits programs, and discover meaningful ways to continue contributing to society. For more, please visit www.ncoa.org.

Human Arc
Established in 1984, Human Arc provides innovative revenue enhancement solutions to managed care health insurers, including specialized PremiumAssist(sm) Dual Eligibility and Part D Solutions(sm) Services to Medicare Advantage, prescription drug and special needs health plans, as well as Best Benefits(sm) Supplemental Security Income enrollment assistance to qualified Medicaid managed plan members. The company also serves hospitals with self-pay reimbursement-related services as well as technology to help healthcare providers manage their own in-house self-pay eligibility/enrollment efforts. Human Arc helps its clients optimize their fiscal health in the marketplace while improving healthcare access. For more, please visit www.humanarc.com.

Contact:

Scott L. Parkin
Vice President, Communications
National Council on Aging
(202) 479-6975
Scott.parkin (at) ncoa.org

Mary Jayne Reedy
Vice President, Corporate Marketing
Human Arc
(216) 431-5200
mreedy (at) humanarc.com

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Vandover Launches Enhanced Website

St. Louis, MO – April 17, 2008 – Vandover, a St. Louis-based career management and relocation transition firm, is proud to announce the launch of its newly enhanced website, www.vandover.com. The visitor-friendly site has been designed for quick access to pertinent company information; fresh relocation, recruitment, and retention trends; and a regularly updated knowledge base provided by the industry's thought leaders.

"We aren't considering this a re-launch of our site as much as a re-imagining of our corporate web identity," said Cullen Bunn, Vandover's vice president of marketing and communication. "Our new site utilizes Web 2.0 philosophies in order to put the latest, most insightful information, tips, and trends into the hands of our clients and partners."

In addition to a wealth of information regarding Vandover's benefit solutions, site visitors will be able to access Vandover Viewpoints, an insightful blog written by members of the Vandover Leadership Team, as well as consultants and research experts who work with transitioning employees, spouses, and families every day. Vandover's corporate clients and partners will also be able to view live, detailed reports regarding their participant population via ResultsOnline, which has been streamlined for greater functionality.

"The website launch has been timed with a number of other exciting announcements, including major additions to our senior leadership team," said Mary Quigg, Vandover CEO. "Not only do we have the right staff, but we now have a web presence that accurately represents the partnership and expertise Vandover offers to meet client needs every step of the way."

Vandover is a St. Louis-based career management and relocation transition firm that provides global talent mobility solutions for corporations, organizations, and government entities worldwide.


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Grab Your Life Vest Berkshire Expert to Give Presentation on Surviving OFCCP Audit

COLUMBIA, MD—On April 24, 2008, Kristyn Hurley, SPHR, a leading authority on affirmative action compliance and a senior consultant at Berkshire Associates Inc., will share her expertise during a presentation at the American Association for Affirmative Action 34th Annual Conference, entitled: Surviving an OFCCP Audit—A Guide for College and University Administrators.

When AA/EEO and HR professionals are faced with an OFCCP audit, it's hard for them not to feel like sinking. This session will provide preparation and survival tips to keep a company above water. Ms. Hurley will guide attendees on how to achieve the most successful outcome possible when dealing with an audit. There are a number of best practices, specific to higher education, which will assist administrators in staying afloat for what is often the reality of an OFCCP audit.

For more information about the seminar, please contact Berkshire at 800.882.8904, ext. 1307.

About Kristyn Hurley:
As a Senior Human Resources Consultant for Berkshire Associates, Kristyn is an integral member of the Client Service team. She has a talent for partnering with clients to accomplish their AA/EEO compliance objectives. Over the past seven years she has mastered affirmative action plan preparation and has successfully led major consultant projects for Fortune 500 companies.

About Berkshire Associates:
Berkshire Associates Inc. is a progressive human resources consulting and software development firm, specializing in affirmative action and compensation analyses. For over 24 years, Berkshire has been committed to helping companies find cost-effective solutions to everyday human resources challenges.

About AAAA: The American Association for Affirmative Action is the association of professionals managing affirmative action, equal opportunity, diversity and other human resource programs. Founded in 1974, AAAA is a national not-for-profit association working in the areas of affirmative action, equal opportunity, and diversity.

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Peter Cappelli Joins SkillSurvey Professional Advisory Board

BERWYN, Penn., -- April 17, 2008 – SkillSurvey, Inc. announced today the addition of Dr. Peter Cappelli to its newly formed Professional Advisory Board.

Cappelli was also the keynote speaker at the company's recent seminar, "Moving Talent to the Center of HR—The Next Generation of Talent Management Initiatives." The podcast can be downloaded at http://www.skillsurvey.com/whitepapers/whitepapers.aspx.

Head of The Center for Human Resources at The Wharton School and an acclaimed author, Cappelli is among the nine members of the newly-formed Professional Advisory Board for the on-demand reference-checking pioneer.

The Professional Advisory Board is comprised of nine business leaders and academic researchers, and was recently inaugurated to provide the SkillSurvey executive team with recommendations and support to help guide business and technology growth at the company.

Considered a thought leader in human capital, Cappelli's new book, "Talent on Demand: Managing Talent in an Age of Uncertainty," debuted last week. Earlier this month, he presented the topic as a keynote address, "Talent Management for a New Generation" during a seminar co-hosted by SkillSurvey and DoubleStar, a Pennsylvania-based provider of staffing, recruiting and workforce measurement products and services.

"Modern businesses have lost the ability to plan, with over 60 percent lacking succession planning and workforce planning of any kind," Cappelli said. "This is unheard of in decades past, where the vast majority of large companies planned their workforces and created years-long plans for succession. Talent management in such a climate must be both flexible and designed to handle uncertainty."

Cappelli cited multiple reasons for such changes – including the end of lifetime employment, business cycles of non-stop restructuring, and decentralized operations. Employee commitment has shrunk correspondingly, illustrated by the average tenure of 10 years for a president or chief executive officer during the 1950s to just three years now.

Today's workforce has markedly different attitudes towards employers, changes in life priorities, desire for work-life balance and a focus on building their careers across jobs. As such, Cappelli argues, companies must plan more nimbly and flexibly, offer a clear "employee value proposition," and keep in mind four principles for managing talent:

• Avoid mismatch costs – balance "make and buy"
• Reduce risk with shorter forecasts and portfolios
• Design development to ensure payback
• Balance employee interests in career moves


About SkillSurvey
SkillSurvey is the pioneer and leading provider of on-demand reference checking solutions that increase quality of hire and improve recruiting efficiency. Using SkillSurvey Pre-Hire 360™, organizations improve the quality and quantity of information they collect regarding a candidate's past work performance, enabling them to qualify the pool of applicants in a shorter amount of time. This breakthrough, patent-pending approach to reference assessments was recognized by Human Resource Executive® as a Top HR Product of 2007. Information is available at www.skillsurvey.com.




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listed above.

Emotional Keys to Employee Engagement Revealed in New Juice Inc. White Paper

Ontario, Canada—April 17, 2008— HR consulting firm Juice Inc. announced the release of its new white paper, The Five Drivers of Engagement: The Role of Emotional Motivators in Employee Performance. The paper represents years of theory, practice and research on what drives employees to put forth their best effort.

The Five Drivers can be framed as statements an engaged employee would make:

1. "I Fit"
2. "I'm Clear"
3. "I'm Supported"
4. "I'm Valued"
5. "I'm Inspired"

Research from leaders including Towers Perrin, BlessingWhite and The Gallup Organization all conclude that what matters most to employees in the workplace, and therefore what most influences performance and retention, is how they feel about their company and their role in it.

"When employees have a sense of purpose, significance and security, when they feel that they belong to a group yet have the freedom to work and advance individually—that equals true engagement," said Brady Wilson, a founding partner of Juice Inc. "Workers in this case get fulfillment from their work, so not only will they stay at their job but they'll offer their discretionary effort as well."

The opposite is true, as well. When these feelings aren't present, employees lack the emotional energy to perform at their peak or to give discretionary effort. Since research outlined in the white paper confirms that financial productivity depends on employee engagement levels, managers must learn to not only meet deadlines but to create good feelings in those they lead

In today's tight labor market, the critical task of retaining valuable employees is integrally connected to fostering in them the emotional states that fully engage or "energize" them. To learn more, download the white paper at http://www.juiceinc.ca/whitepaper.htm.

About Juice Inc.
Since 1998, Juice Inc. has been working with organizations to create better business outcomes and improve performance by releasing Intelligent Energy. Juice Inc. has seen a significant return on investment for the companies it has worked for. Juice's client list includes AstraZeneca Canada, Co-operators, Bausch & Lomb, Bayer Canada, Bell, Botsford Hospital, Canadian Tire Financial Services, CIBC, Cooper-Standard, CUMIS, Deutsche Bank, Eaton Electric, Genzyme, Halton Region, Huron Perth Health Alliance, International Truck & Engine, Kellogg, Kraft Foods, LaserNetworks, Linamar Manufacturing, Maritz, NestlePurina, Ontario Police College, Peel Region, Purolator, Seneca College, Sobey's and Saint Elizabeth Healthcare.

Media Contact:
Crista Renner
519-822-5479, ext.222
Crenner(at)juiceinc.com

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JWT INSIDE RECEIVED "OFFICIAL HONOREE" DISTINCTION FOR THE 12th ANNUAL WEBBY AWARDS. Microsoft View My World Microsite Recognized by "Oscars of the I

New York, NY – April 16, 2008 -The Webby Awards, the leading international honor for the Web, recognized the Microsoft 'View My World' Microsite as an Official Honoree, a distinction that recognizes work exhibiting remarkable achievement. The work is produced by the Microsoft team at JWT INSIDE, one of the world's leading recruitment marketing and employee communications companies.

"The Webby Awards honors the outstanding work that is setting the standards for the Internet,"
said David-Michel Davies, executive director of The Webby Awards. "JWT INSIDE's Official Honoree
selection is a testament to the skill, ingenuity, and vision of its creators."

Hailed as the "Oscars of the Internet" by the New York Times, The Webby Awards is the leading
international award honoring excellence on the Internet, including Web sites, Interactive
Advertising, Online Film & Video, and Mobile Websites. The awards are judged by the International Academy of Digital Arts & Sciences, a global organization that includes David Bowie, Harvey Weinstein, Arianna Huffington, AKQA Global Creative Director Rei Inamoto, Matt Groening, Jamie Oliver, Internet inventor Vinton Cerf, and RealNetworks CEO Rob Glaser.

"We're thrilled to have 'View My World' honored by the Webby's," said Mary Olson, Executive Creative Director at JWT INSIDE. "This recognizes not only our dedication to creativity and innovation in employment communications, but also Microsoft's willingness to take risks by truly opening up to job candidates by letting their employees do the talking."

The 12th Annual Webby Awards received nearly 10,000 entries from over 60 countries and all 50
states. Out more than 10,000 entries submitted, fewer than 15% received this honor and were deemed Official Honorees.


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).

About The Webby Awards:

Hailed as the "Oscars of the Internet" by the New York Times, The Webby Awards is the leading
international award honoring excellence on the Internet, including Websites, Interactive Advertising, Online Film & Video, and Mobile Websites. Established in 1996, the 12th Annual Webby Awards received nearly 10,000 entries from all 50 states and over 60 countries worldwide. The Webby Awards is presented by The International Academy of Digital Arts and Sciences. Sponsors and Partners of The Webby Awards include: Adobe; The Creative Group; Verizon; AOL Video; dotMobi; Level3; Adweek; Fortune; Reuters; Variety; Wired; IDG: Brightcove; PricewaterhouseCoopers; 2advanced.Net; KobeMail and Museum of the Moving Image.

About the International Academy of Digital Arts and Sciences (IADAS):

The International Academy of Digital Arts and Sciences is dedicated to the creative, technical,
and professional progress of the internet and interactive media. The Academy is an intellectually diverse organization that includes over 550 members consisting of leading experts in a diverse range of fields, such as musician David Bowie, Virgin Group founder Richard Branson, AKQA Global Creative Director Rei Inamoto, "Simpsons" creator Matt Groening, Real Networks CEO Rob Glaser, The Huffington Post's Arianna Huffington, AKQA Global Creative Director Rei Inamoto and The Weinstein Company's Harvey Weinstein. The Webby Awards and The International Academy of Digital Arts and Sciences are registered trademarks of International Data Group. For more information, visit www.iadas.net.
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Military Service Members and Their Families Now Have Access To Health Coaching, Weight and Stress Management Solutions

MINNEAPOLIS – April 16, 2008 – Military OneSource announced today it will now provide weight management, stress management and cardiovascular health coaching services, delivered by Ceridian LifeWorks, the leading provider of employee assistance programs (EAP) and health and productivity solutions, to all military service members and their families.

"The addition of Healthy Habits Coaching services is another example of assisting our service members with the challenges of every day life, both at home and on the battlefield," said Jane Burke, Principal Director, Military Community and Family Policy, Office of the Under Secretary of Defense. "Maintaining and improving the healthy habits of our military, as well as that of their family members, is a critical part of Military OneSource's mission."

Military OneSource is a Department of Defense program that provides resources, information and one-on-one support to all active duty, Guard and Reserve personnel and their family members. Military personnel and their families can access Military OneSource provided by Ceridian LifeWorks EAP and work-life services via telephone or Internet. The convenient and 24/7 work-life support from the program allows military leaders and their troops to keep focused on their mission. On a daily basis, Military OneSource receives approximately 1,000 phone calls and 6,000 Web site visits.

"Ceridian LifeWorks is a proud partner of the Department of Defense and is honored to extend its current healthy habits services to military personnel and their families," said Ceridian LifeWorks senior vice president and general manager Zachary Meyer. "We commend the Department of Defense's commitment to extending these valuable services to military members and their families."

About Military OneSource
Military OneSource provides confidential resources and support at no cost to the military member or their family, on a wide range of everyday issues including deployment, relocation, spouse employment and education assistance, parenting and child care, education, finances, healthy habits, and everyday issues. Visit www.militaryonesource.com to learn more.
Military OneSource offers:
• A real person who is a professional to talk to when an answer to a question is needed
• Referrals to face-to-face counseling, resources, services and support in the service member's community
• A comprehensive Web site with online articles, interactive tools, discussion boards, workshops, locators and much more
• Free booklets, audio recordings and other materials to help the service members get the answers they need in the format they want
• A commitment to always being there when the service member or the service member's family has a question or needs help.

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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Morehead Webinar to Discuss the Untapped Potential of Employee Opinion Data

CHARLOTTE, N.C. – April 16, 2008 – Morehead, the human capital research firm, will host a webinar titled "The Untapped Potential of Employee Opinions." The free hour-long webinar will be broadcast on Thursday, April 24, 2008, at 1:00 p.m. EST.

Morehead's Senior Vice President of Sales Shane S. Douthitt, Ph.D., and Morehead's Senior Associate of Research & Development Trevor Byrd, M.S., will explain how companies can use predictive statistical analyses to mine existing employee opinion data and address key organizational issues. They will discuss how to use employee opinion data to increase employee retention, improve labor relations and drive patient satisfaction.

Attendees will walk away with an understanding of how to integrate employee opinion data across key organizational outcomes, apply predictive analyses to move an organization to a proactive stance on critical organizational issues, increase the value of employee surveys and leverage current employee opinion data without doing a new survey.

To sign up for the webinar, visit http://moreheadassociates.com/events/contents_event50.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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CERTPOINT RELEASES LATEST VERSION OF ITS LEARNING MANAGEMENT SUITE: VLS SUITE 6.0

Long Island, NY., April 16, 2008 – CERTPOINT, global provider of enterprise performance and learning management software, today released the latest version of its learning management software suite, VLS Suite 6.0. Offering new capabilities such as enhanced e-Commerce, Collaboration and Informal Learning, Performance Management, Ad hoc Reporting, and new Data Import and Export Utilities, this VLS Suite gives the user full ability to customize, track, and facilitate learning through one unique platform.

When designing VLS Suite 6.0, CERTPOINT's Senior Development Team incorporated virtual learning with 'real world' capabilities. One capability that incorporates these two aspects is the enhanced e-Commerce capability. This element of VLS Suite 6.0 offers administrators the ability to assign different prices for different groups of users of the same event. Payments can be processed with ease using a credit card, PayPal, or invoicing. The new e-Commerce feature also enables the user to charge for access, impose account expiration dates and offer limited trial periods.

Ad hoc Reporting is another new capability available in the latest version of CERTPOINT's learning management suite. Using Ad hoc Reporting, administrators can design and distribute reports with charts and graphs. CERTPOINT will offer a "Report Makers' Hotline" where clients can call to have custom reports created for them.

Recording information is easier with new Data Importing and Exporting Utilities. Using these enhancements, administrators can collect data in Excel sheets and import it into VLS Suite 6.0. After the data has been collected and imported, administrators have the ability to track and evaluate users with the performance management functions. This component gives managers and administrators the necessary edge to track competencies and goals for each user and gather multi-rater assessment information for users.

Keeping with the 'real world' product concept, VLS Suite 6.0 offers Informal Learning and Collaboration tools. Designated contributors are given the power to create and manage blogs, wikis, and file libraries. After these "subject matter experts" publish content using these tools, users can read and comment on their entries.

"This version is a state of the art product with a rich set of Web 2.0 capabilities, tightly integrated within the entire suite. VLS Suite 6.0 is unmatched on the market considering its breadth and depth of fully integrated functionality in the space of Learning Management, Performance Management, and Competency Management," said Andrzej Pienczykowski, Chief Technology Officer at CERTPOINT.

About CERTPOINT

CERTPOINT provides an all-in-one software suite to manage talent, deliver knowledge, and track business results. Global leaders like Toyota, Honda, 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 1,000 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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Next Generation of HRmarketer.com to Offer Social Networking, Redesigned Interface, Community and Syndication Tools

Capitola, CA – April 16, 2008 – Fisher Vista, LLC will soon unveil the biggest advance for HRmarketer.com since its debut in 2002. The completely redesigned application, available for a sneak peek at www.hrmarketer.com/screentour/, delivers a bold new user interface, Web 2.0 features, an HR bloggers' database and an innovative HR community allowing human resource suppliers to showcase their company and syndicate white papers and other content to thousands of HR decision makers.

"This is our most significant product launch since our founding," explained Mark Willaman, Fisher Vista founder and president. "The new HRmarketer.com will deliver a substantial productivity boost for marketing and PR professionals in the human resource marketplace by allowing them to customize the information they want, in the format they want, when they want it. But that's only half the story. The introduction of social networking and other community features means our customers can connect with their peers, HR decision makers and potential customers to increase their visibility in the HR marketplace."

HRmarketer.com is the most popular marketing and public relations service in the human resource industry, helping HR suppliers generate publicity, website traffic, sales leads and improved SEO.

In addition to the information databases, press release distribution and campaign management features already available, the new HRmarketer.com platform includes the following enhancements:

- Completely redesigned interface with eye-catching graphics.

- New "alert" system allowing users to customize over 20 alerts (e.g., speaking opportunities, new events, new journalists, award deadlines, editorial opportunities, etc.) to see only the information important to their organization. Customers can also select how they wish to receive alerts (HRmarketer.com, RSS, or Email).

- A new blogs database that tracks recent postings from hundreds of HR blogs and includes tools to engage in and manage blogger relations.

- Community features allow HR suppliers to showcase their company to thousands of HR decision makers and syndicate white papers and other content to generate leads and enhance their web site's SEO.

- Improved social networking including the ability to post comments and reviews of HR conferences and tradeshows, journalists, analysts and media outlets.

A preview of the new platform can be viewed at www.hrmarketer.com/screentour/

The new platform will be available to HRmarketer.com members in the 2nd quarter 2008. The company will also introduce a similar service in the senior care market (seniorcaremarketer.com) in the fourth quarter.

Note to Editors, bloggers and analysts: For a custom tour of the new application or to interview Mark Willaman, call 831-685-9700 or email info (at) hrmarketer.com.

About HRmarketer.com
HRmarketer.com is a service of Fisher Vista LLC, a marketing and information services firm focusing on the human capital and health care industries. HRmarketer.com on-demand software combines a database of marketing and public relations (PR) opportunities with press release distribution, campaign management and content syndication services that help HR suppliers generate publicity, website traffic, sales leads and improved SEO.
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Rideaus environmental commitment - Everyone has a stake, everyone has a role, and everyone benefits

Montreal, Quebec and New York, NY, March 26, 2008 - Rideau Recognition Solutions Inc, North America's leading provider of web based incentive management programs is proud to announce our new "Green Initiative," formally positioning Rideau as a leader in environmental awareness and practices.

With the support and encouragement of Stephen Hart, Chief Operating Officer, an environment committee has been formed to gather ideas, research new concepts, formulate and implement plans of attack. The volunteer team is comprised of 12 Rideau employees from various departments. "Our objective is not to enforce change but to change mentality. We want to get every single member of the Rideau family to feel they can contribute in even the smallest way to conserve energy, reduce waste and make better use of all the resources at our disposal," said Hart of the program.

Some of the 20 or so objectives the environment committee will pursue include:

1. Introduction of environmental questions to the annual employee survey to measure Rideau's environmental contributions as well as to collect feedback on other opportunities for improvement.

2.Enhancement of Rideau's long standing recycling program with the inclusion of full environmental and costs savings analysis to track our waste elimination. This should provide measurable results in terms of savings and environmental impact over the next year.

3.Creation of formal program branding and communication to assure commitment throughout the Rideau Family.

The seeds are planted and the determination and team are in place to continue to make serious environmental changes at Rideau.

The game's afoot!

About Rideau:
Rideau's Technology Enabled Services enhances all of the relationships that impact business performance through a comprehensive suite of rewards and recognition products. Rideau's Human Capital Management (HCM) offerings include performance awards that reinforce excellent work habits and celebrate achievement and service awards that commemorate loyalty. It's a unique, bundled approach that has caught on among many of the Fortune 500 and leading HRO providers. From RBC to Boeing and from H&R Block to Bell Canada, global businesses of all sizes use Rideau's rewards and recognition solutions to reduce turnover and engender loyalty. For more information, please go to http://www.Rideau.com or call 1.877.789.0449, extension 242.


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WorldatWork Goes Green At Its Annual Conference Next Month

MEDIA ADVISORY

April 16, 2008

WorldatWork "Goes Green" At Its Annual Conference Next Month

WorldatWork, an eco-responsible association of human resource professionals worldwide, is "going green" at its 2008 Total Rewards Conference in Philadelphia.

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 ways their organizations attract, motivate and retain employees.

WorldatWork has announced several green initiatives for the conference, including:
• Structures and conference signage will use materials that lessen the impact on the environment.
• Handouts will not be preprinted for each workshop. Instead, attendees will be asked to access the handouts online.
• Individual bottled water will be replaced with a reusable water bottle for all attendees, with several water stations located throughout the convention center.
• Recycle bins for paper, aluminum and plastic will line the convention center.

The organization also announced it is looking for partners among the conference's dozens of sponsors and exhibitors to, among other things, incorporate reusable materials in their exhibit booths and print their fliers on recyclable paper.

For additional information on the conference's green initiative, please contact Marcia Rhodes, APR, WorldatWork Media Relations, at 480-304-6885 or 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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Mid-Market Companies Transform Corporate Culture with Halogen Employee Performance and Talent Management Suite

OTTAWA, ON – April 15, 2008 – Halogen Software Inc., a leading provider of web-based employee performance and talent management software, today announced that a new study, authored by The Human Capital Institute, illustrates how Halogen's mid-market customers increase efficiency, improve employee engagement and transform corporate culture surrounding performance. The study profiles three organizations that implemented HR technology solutions to help them grow and keep up with their competition.

"Mid-market enterprises must be focused on their strategic growth and managing continual change. HR departments within these organizations have an opportunity to leverage their knowledge and technology to make a significant difference in company culture and enable positive, dynamic growth," said HCI analyst and the study's author Sara Palifka. "In speaking extensively with Halogen customers, we found that technology like employee performance appraisal software is an important component of the HR solution which, if leveraged properly, can make a significant difference in the overall success of an organization."

HCI studied organizations in diverse industries, including Clark Nuber, a 55-year old Certified Public Accounting firm in Bellevue, Washington. As a result of moving to Halogen's employee performance and talent management system, Clark Nuber's culture has been transformed. The new review process has helped increase the performance of employees, has instilled confidence in employee confidentiality, and encourages more communication.

"The Halogen system ensures that employees can receive feedback at any point in time. In fact, employees can request on-the-spot reviews and HR will send out an evaluation request within 30-45 minutes to the appropriate parties," said Tracy White, Clark Nuber's Director of Human Resources. "It's really helping our younger generation of employees because they want that instant feedback."

Halogen's performance appraisal solution has also increased efficiency for Clark Nuber. "Our former system was Excel- based, and was very time time-intensive. As a result, employees were not receiving reviews in a timely manner," said White. "With the new paperless system, only a few managers need prompting to get their evaluations completed. And people are happy with a web-based solution because it allows them to work from anywhere."

To download the entire HCI study, please visit: http://www.halogensoftware.com/resources/white-papers/whitepapers_download.php?WhichWhitepaper=12.

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.

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



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Talent Technology Announces General Availability of Resume Mirror Search Enterprise

Vancouver, BC – April 15, 2008 – Talent Technology Corporation, provider of award winning recruiting technology for the staffing industry and corporate HR departments announced today the general availability release of Resume Mirror Search Enterprise (RMS Enterprise).

"With six enterprise customers already signed on prior to the general availability date, Resume Mirror Search Enterprise has already achieved significant traction among leading hiring companies," says Jade Bourelle, CEO, Talent Technology, "And with several more major corporations actively reviewing deployments of this cutting edge recruiting technology, the momentum is building."

RMS Enterprise allows recruiters to quickly search an entire database of candidate resumes using keywords, sentences, phrases or even the entire job description to generate a ranked list of qualified candidates based on relevance to the job requirements, often finding ones that were previously missed in basic keyword searches.

"Previously, if I received 200 resumes for a job opening I would have had to review all 200 resumes," said a Senior Recruiter at a Fortune 500 Company, "Now with Resume Mirror Search enterprise, I get a ranked list and only review the top 10."

Corporate recruiting managers have highlighted that in the past, that by not finding candidates using their traditional keyword search capability, they had paid external recruiting agencies for sourcing candidates. Many of these candidates had applied directly to the company and were already in the corporate database. Using RMS Enterprise will significantly reduce the chance of "double-paying" agency fees in these situations.

RMS Enterprise provides a fast and scalable solution using conceptual search technology which requires a very short learning curve and offers seamless integration to the existing system. While the initial clients were using PeopleSoft systems, future deployments are planned for offering seamless integration to other leading ERP solutions including Oracle and SAP systems as well as other HR/recruiting systems.

Resume Mirror Search Enterprise is available direct from Talent Technology Corporation. For more information or to schedule a live demo of RMS Enterprise's advanced conceptual search technology visit www.talenttech.com.


About Talent Technology Corporation

Talent Technology Corporation is a leading provider of on-demand applicant tracking and component recruiting technologies for the recruiting/staffing industry and corporate HR departments. Our award-winning Resume Mirror products lead the market in providing resume extraction, resume parsing and conceptual resume search solutions for all forms of recruiting systems across all sizes of organizations in all types of industries. Resume Mirror Extraction and Search Technology can be found as embedded components or add-on modules to the world's leading ERP systems, commercial applicant tracking systems, job boards, and custom staffing systems. In addition, hundreds of organizations ranging from Fortune 1000 firms to independent recruiting/staffing agencies rely on our products to automate, improve and better manage their sourcing, recruiting and hiring processes. Learn more about Talent Technology at www.talenttech.com
or call 866.747.3375 for additional details.


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Equinox Fitness Clubs Selects iCIMS Talent Management Platform

HAZLET, N.J. (April 14, 2008) – iCIMS, a leading Software-as-a-Service (SaaS) provider of talent management solutions, today announced that Equinox Fitness Clubs has joined the iCIMS family of clients. The exclusive fitness organization is the latest example of a premium brand that has selected iCIMS' Talent Platform to power its human capital initiatives. iCIMS' all-encompassing talent management platform and supreme customer support offering have made the SaaS provider the vendor of choice for organizations that provide first-class products and services in their respective markets.

On the heels of a strong first quarter, iCIMS has continued to build out an impressive client roster, which now hosts a number premium brands across virtually all industries, including retail, food service, electronics, and more. The iRecruiter platform powers the talent management programs of such brand giants as Juicy Couture, Beam Global Spirits & Wine, Kate Spade, Whole Foods Market, and Universal McCann (part of the Interpublic Group of Companies), among many others. Much like Equinox Fitness Clubs, these companies recognize the value delivered by the industry-recognized iRecruiter solution coupled with iCIMS' superior service offering.

iCIMS offers solutions for organizations that have strategic long-term visions for their talent management programs. Clients are able to configure the iRecruiter platform around their unique HR goals; powering such programs as workforce planning, applicant tracking, on-boarding, succession planning, performance management, and more through one core platform. The feature-rich, yet easily scalable platform is an attractive solution for growing multi-national corporations; as their needs evolve, the platform grows with them. In addition to the award-winning technology platform, executives at premium brands also cite iCIMS' ability to support global HR initiatives and its 'white-glove' customer service as key drivers ! behind their decisions
to partner with iCIMS.

"iCIMS has seen tremendous success serving the needs of luxury-brand organizations," said President and CEO Colin Day. "These high-end brands understand that in order to consistently be recognized as industry leaders, their organizations need to be rich with top talent. iCIMS is proud to provide the technology and best practices that support so many of today's leading organizations."

More than 525 worldwide companies leverage iRecruiter for their talent management needs, including such Fortune 500 organizations as Toll Brothers (NYSE: TOL), Continental Airlines (NYSE: CAL), and FM Global. iCIMS supports branded career site hosting, recruitment metrics, on-boarding checklists, and more through the iRecruiter Talent Platform. All customers also receive unlimited access to iCIMS' industry-recognized support teams and interactive user forums to share best practices with other HR leaders.


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 525 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.



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listed above.

Menttium Seeks Savvy Corporate Leaders, Refer Someone Today!

Minneapolis, MN/April 11, 2008. Menttium today announced the need for Corporate Leaders to mentor high-potential women.
To meet increased demand for its cross-company mentoring program, Menttium is searching for mentors worldwide. Menttium mentors are men or women and typically hold positions of Vice President or higher within companies of 5,000 or more employees. Mentors are eager to mentor high-performing, high-potential women for one to two hours each month.

"Our mentors give so much, especially in how they contribute to others' professional development, and they gain great rewards," explains Kim Vappie, Menttium's Chief Operating Officer. "We are looking for those special individuals who will make great mentors."

Visit www.menttium.com to learn more and to refer someone today. Refer a qualified mentor before May 31st, 2008 and enjoy a complimentary Starbucks coffee treat on us!

About Menttium
The global leader in today's corporate mentoring models, Menttium Corporation offers comprehensive internal, virtual and cross-company mentoring solutions that support the development and advancement of key talent within the workplace. Since 1991, over 50,000 people have participated in Menttium's mentoring programs. Our strategic approach delivers powerful mentoring experiences that link to business objectives. These objectives positively impact the performance of individuals and the long-term viability of the organization. More information is available at www.menttium.com.




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listed above.

Easy Benefit Statements Opposes HSA Substantiation

(Greensboro, NC) – Easy Benefit Statements (EBS) strongly opposes any proposal that would require substantiation of Health Savings Account (HSA) withdrawal transactions or any radical change to the current administration of HSAs.

HSAs are a dynamic, consumer-friendly and increasingly popular health insurance product enjoyed by millions of Americans. Current law already requires individuals with an HSA to keep and supply receipts to the Internal Revenue Service when requested. It is the individual's responsibility to keep good tax records—through self reporting—just as they do with charitable contributions and other tax deductions.

Imposing substantiation rules on HSAs will add enormous costs to HSAs, which will inevitably be passed on to the consumer. One of the benefits of consumer-directed health care products like HSAs is the removal of unnecessary overhead from the health care process, which has proven to lower administrative costs. Right now, 90% of HSA withdrawals are done electronically through a debit card, ATM or check. The same proportion (90%) of withdrawals from an FSA is done by paper/manually. Adding this new requirement would bring HSAs back into the world of paper/manual transactions thus increasing costs and making it more burdensome for the consumer.

HSA substantiation also fails to recognize that HSAs and Flexible Spending Accounts (FSAs) are inherently different products and should not be treated the same. The HSA is an individually owned account and FSAs are an employer group-owned account. Substantiation of FSAs currently benefits employers because they get to keep any unused funds in their employees' FSA accounts at the end of the year. However, unused funds in an HSA accrue for future health care expenses for the account holder.

HSAs place significant responsibility with the account holder, which is an attraction for the beneficiary and the employer. Ironically, at a time when Congress is seeking to enhance the use of Health Information Technology to help reduce costs and improve quality, efforts to radically change the oversight and administration of HSAs in such a way would be a giant leap backwards.

Requiring substantiation on HSA transactions is a bad idea that would lead to a significant decrease in electronic transactions, longer wait times for reimbursement for individuals and higher administrative costs. We look forward to working with Congress and the administration on making the cost of health care more affordable for all Americans (not less) because insuring more Americans is in everyone's best interest.

Easy Benefit Statements provides simple, effective software to human resource managers and benefit consultants to create personalized employee benefit communication tools. For more information contact J.J. Summerell at 877.282.3303 or jjsummerell(at)easybenefitstatements.com


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Talent Tree to recruit for over 175 call center employees through live electronic job fair

April 10th, 2008: Phoenix, AZ – Talent Tree (www.talenttree.com) announced today they will be holding a live electronic job fair to be held on April 15th, 2008 from 12pm to 5pm. Talent Tree is recruiting on behalf of their inbound call center client to fill over 175 open temporary positions, both full-time and part-time, in Mesa. To help them recruit and screen candidates for these positions quickly they have contracted with eJobFairs.net to host, market and manage a live electronic job fair. Job seekers will be able to login to www.ejobfairs.net between the hours of 12 and 5pm on Tuesday April 15th and interview with Talent Tree recruiters live, one-on-one, right from their computer's desktop. "We have over 175 full-time and part-time temporary positions available for this inbound call center. These positions cover various shifts, including evenings or weekends
only." Stated Talent Tree Vice President of Corporate Connections Ruth McCurdy. "We encourage anyone looking for a new primary or a new secondary customer service or sales job to log on and interview with one of our recruiters."
Founded in Houston, TX in 1976, Talent Tree began with the singular aim of becoming one of the most reputable, forward-thinking staffing companies around. Over 30 years later, they continue in this tradition by taking the charge in leading the staffing evolution with innovation and vision while providing comprehensive staffing services for a wide variety of industries, including banking and finance, communications, healthcare, manufacturing and retail. Today Talent Tree employs more than 35,000 temporary associates and approximately 250 staff employees annually through a network of over 65 offices in 23 states. These resources, as well as strategic corporate partnerships, enable our 4,000 active clients nationwide to increase staff productivity, concentrate on core competencies and maximize financial efficiency.
The electronic job fair is operated by the innovators of the format, eJobFairs.net, LLC. eJobFairs.net has been developing and conducting the electronic job fair format since early 2005. Offering employers "freedom from the booth™", their software and website allow employers and job seekers to meet online and interview live on specific dates and times for specific areas and industries or demographic interests. "These are not virtual job fairs, they are live and fully interactive electronic job fairs. We offer real events where job seekers and employers meet and interview one-one-one with each other in real time." says Jason Vrane, Chief Marketing Officer for eJobFairs.net LLC. Talent Tree's McCurdy adds "We are excited to be using ejobfairs' cutting edge technology to help us recruit for our client."

For more information, please contact Lauren Thomas, Branch Manager for Talent Tree at e-mail protected from spam bots or Jason Vrane, Chief Marketing Officer of eJobFairs.net at e-mail protected from spam bots



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Small Businesses Outsource Two or More Business Functions, Reports Achilles Group Survey

Small Businesses Outsource Two or More Business Functions, Reports Achilles Group Survey

Best practices report examines differences in outsourcing between small businesses and larger enterprises

HOUSTON, TX (April 11, 2008) – Most small businesses outsource at least two business functions, reports Achilles Group in their latest best practice report titled, "2008 Small Business Outsourcing Best Practices Guide."

"The finding reveals interesting differences in outsourcing between small businesses and larger enterprises -- the most common reason to outsource at the enterprise level is to reduce costs and typically focuses on administrative tasks before moving to more strategic matters. Small businesses outsource to save time," says Bill Bradshaw, Achilles Group founder.

Achilles Group's research division surveys small business executives and managers on a quarterly basis with the latest survey being completed by more than 150 small businesses with 25 to 250 employees. The new guide is the latest in a series of benchmarking reports and papers from the Achilles Group, a provider of outsourced strategic HR services focused on providing Fortune 500 HR expertise to small businesses.

Small businesses use outsourcing to replace the significant amounts of time and money they are wasting to refocus on core competencies. The key drivers for small business outsourcing were ranked as follows:
1. Free up executive time
2. Enable on-demand access to specialist expertise not available internally
3. Reduce costs
4. Gain access to best practices processes and best-of-breed technology and tools
5. Gain the ability to scale up and down more efficiently than through the use of internal operations, by shifting the risk of scale to outsourcers (document procedures, M&A experience, incentive pay for productivity and quality)
6. Improve performance: ensure industry-standard service levels, automate manual processes and activities

The report also indicates that small and mid-market businesses will continue to:

- Outsource non-revenue producing functions such as accounting, payroll, information technology, public relations, human resources, and marketing to name a few major business functions that are outsourced
- Integrate information flows from HR to accounting/finance and to front-lines of sales and
- Utilize insourcing and outsourcing to improve the organization
- Improve employee centric decision making while increasing the investment in people, keeping them fully engaged, providing right combination of resources, flexibility, opportunity, and total compensation

"The key is creating agile workforces that can respond to change so that the business is creating talent and ability for the future" said Bill Bradshaw. "While moving beyond traditional activities is uncertain ground; outsourcing brings significant capabilities and business processes that small businesses would otherwise not have."

Given factors such as increased competition, outsourcing, technology advancement, and the war for talent, today's small business' profits are based more than ever on how well they focus on core revenue-producing activities. One of the ways Fortune 500 corporations improve employee capabilities is by utilizing outsourcing to improve employee productivity, train new managers, provide compliance, and free executives time.

Achilles Group's small business outsourcing report includes topics such as:
• Outsourcing Functions by Company Size
• Outsourcing Scorecard for Selecting a Vendor
• Insourcing versus HR Outsourcing versus HR Shared Services
• The Future of Small Business Outsourcing

The complimentary report is available for download at: http://www.achillesgroup.com/resources_outsourcing.php


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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Vitruva Revolutionizes Job Advertising, Announces First Web Site with Performance-Based Business Model

WALTHAM, MA – April 10, 2008 – Vitruva, Inc. today announced the launch of the first and only career website that offers a performance-based business model. Employers pay only when they receive the best-qualified candidates for a posted job opportunity. This ensures a high degree of success and satisfaction for both employers and job candidates.

The quality of the match between a candidate and a job opportunity is determined in real-time by a high-accuracy artificial intelligence job matching engine—unlike traditional job boards and newer job matching sites, which lack the matching accuracy to establish true performance-based models. They continue to charge their customers for postings, applicants, resumes, subscriptions and other fees whether or not they actually deliver a highly-qualified candidate. Vitruva's patent-pending job matching engine has reached the level of accuracy that ensures a true customer-centric, performance-based model.

"Performance-based business models have achieved enormous success since Google introduced them into online advertising," said Jindrich Liska, CEO and founder of Vitruva. "Vitruva is now applying this proven methodology to the job advertising industry."

This high accuracy is achieved with Vitruva's intelligent engine, which is profile-based rather than keyword-based. It performs a multi-dimensional job match between a candidate's professional profile and a job description. The engine takes into account all the important job requirements such as skills, industry experience, management experience, and education. Job matches are ranked on a scale from zero to 100 percent. Candidates can also apply a host of personalized filters to target jobs that offer specific benefits such as health insurance coverage, stock compensation, on-site child care, or retirement plans.

"The accuracy of our job matching engine allows us to introduce a performance-based model to the job advertising industry," Liska added. "Now for the first time, businesses large and small can reap the benefits of instant job matching with great confidence and no financial risk whatsoever."

Vitruva is free for all job candidates. Employers and recruiters pay only for the highest-ranking job candidates, ranging from $25 for entry level candidates to hundreds of dollars for senior executives.

Live demos of the Vitruva system are available online for job candidates, employers and recruiters.

About Vitruva
Vitruva is the second-generation career Web site that offers intelligent, real-time job matching services to employers, recruiters and job candidates in technology, sales, marketing, finance and banking, human resources, legal, and engineering. Job candidates are notified of well-suited job opportunities that precisely fit their unique skills, work experience, and work style preferences without having to spend time searching for them. For employers and recruiters, Vitruva offers a powerful talent-sourcing system that instantly and efficiently identifies highly qualified candidates. The company was founded in 2006, with headquarters in Waltham, Massachusetts. For more information, please visit www.vitruva.com.


Media contact:
Jindrich Liska
jindrich(at)vitruva.com
phone: 508-735-5777

###


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Move the X-Box, Im Interviewing. Dorm room interview practice will help you smooth out rough spots when it comes time for the real thing says on-line

New York, NY, April 9, 2008 – Creating a mock interview space in a college dorm room or off campus apartment that simulates an across the desk meeting can help you land the job or internship you want says Robert Graber, founder of WallStJobs.com. "Even if it means having to clean up a space cluttered with clothing, books, or pizza boxes, setting up a faux-office will help put you in the correct mindset."

Graber suggests that students alter the traditional "desk-against-wall" layout to allow for the more traditional interview scenario of being seated across the desk from an interviewer. "Many students are initially uncomfortable with making eye contact and sitting upright," said Graber. "By creating this environment, students can begin to hone their skills."

"College career offices have typical interview questions for the type of position you are interested in," said Graber, "so get a copy of these and have your roommate or a friend sit behind the desk and ask you these questions. Repeat the process until you are able to answer each question comfortably and with a minimum of 'likes' and 'you knows.' Make eye contact and don't fidget."

Graber also suggests the following:

- Wear interviewing clothes (Is that collar too tight? Buy a new shirt!)
- Assume the role of interviewer at least once (What things do you find distracting from a candidate? Learn from others.)
- Consider organizing others in the dorm and use a common area for the mock office (It will be larger and you won't have to clean up your own room!)

"The interview is the make or break moment," said Graber. "By devoting time to developing your ability to handle this critical situation, you will be enhancing your chances of getting a job offer. When you have written your thank you notes and accepted the position, you can move the desk back against the wall and congratulate yourself on a job well done."

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

# # #


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Infohrm Announces Key Themes and Presentations for 2008 Workforce Planning Summit

Washington, DC – April 10, 2008 – Infohrm, the global leader in workforce planning, reporting, and analysis solutions, today announced the full agenda for its upcoming 2nd annual Infohrm Workforce Planning Summit to be held May 19-20. Building on the success of last year's Summit, Infohrm has expanded its thought leadership agenda to cover two full days of leading-edge discussions highlighting how to integrate workforce planning with the organization's financial and strategic planning processes.

Key themes to be discussed include building relationships with cross-functional partners and creating a workforce planning function that can adapt to changing organizational and industry dynamics.

Specific presentation topics include:

--Microsoft: Building Workforce Information in Partnership with Finance
--Ameriprise Financial: The Good, the Bad, and the 'Other' of Launching a Workforce Planning Center of Excellence
--Google: The Google Story – Workforce Analytics and Planning in a High Growth Environment
--Safeco Insurance: Workforce Planning as a Core Business Process
--GBMC, Freddie Mac, and The Williams Companies: Best Practices in Workforce Planning Panel

Attendees will learn from leading-edge experts on how to:

1. Build an integrated workforce planning and analytics capability aligned with the organization's strategic goals
2. Create value-add analysis beyond ad-hoc reporting, avoiding the pitfalls of endless reconciliation, vanishing credibility, and frustrated decision makers
3. Improve the quality of data-driven people decisions through Markov analysis, scenario plans, scientific hiring algorithms, labor supply/demand models, and organizational planning tools

"In partnership with our global membership, Infohrm has identified a pressing need to integrate workforce planning activities with financial metrics and mission-critical business processes," said Jeff Higgins, Infohrm's Executive Vice President for Client Services. "The 2008 Summit offers attendees the opportunity to learn from best in breed HR practitioners and reframe workforce planning as a clear organizational imperative."

The 2008 Workforce Planning Summit also features:

--Financial Services, Healthcare, and Retail industry workforce planning breakout sessions
--Optional two-day, HRCI-accredited, post-summit workshops on Workforce Planning and Workforce Analytics
--Preview of Infohrm's new workforce planning tools
--Publication of Infohrm's 2008 Workforce Planning Survey, which is open until April 11th (The survey is online at http://www.infohrm.com/news/surveys.aspx)

The Summit (at which registrations are filling up fast), will be held at the luxurious JW Marriott Las Vegas Resort & Spa in Las Vegas, Nevada. Early-bird hotel room prices will expire on April 25 and space is limited.

Go to www.infohrm.com/summit for more information or to register.

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. In April 2008, Gartner named Infohrm to its "Cool Vendors for Human Capital Management Software" report. Learn more at www.infohrm.com


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New WorldatWork Survey: Employee Abuse, Lack of Advance Notice and Leave Tracking are Top FMLA Concerns of U.S. Employers

News Release

Press Contact:
Marcia Rhodes, APR
Media Relations
WorldatWork
Phone: 480-304-6885
E-mail: e-mail protected from spam bots
www.worldatwork.org

New WorldatWork Survey: Employee Abuse, Lack of Advance Notice and Leave Tracking are Top FMLA Concerns of U.S. Employers

April 10, 2008 – Washington, DC – Human resource practitioners responding to a survey on the Family and Medical Leave Act (FMLA) indicate a high level of support for most of the United States Department of Labor's proposed FMLA regulations. A total of 450 U.S.-based HR professionals participated in the survey conducted in February and March 2008 by WorldatWork, an association of human resource professionals from FORTUNE 500 and other leading organizations worldwide.

When WorldatWork last surveyed on FMLA practices in 2005, those results were cited throughout the regulations and used as supporting material for some of the proposed changes issued by the Department of Labor (DOL) this past February.

WorldatWork is submitting a comment letter highlighting the results of its 2008 survey, "FMLA Practices and Perspectives: Reactions to the Proposed FMLA Changes and New Military Provisions."

WorldatWork also commends the House Workforce Protections Subcommittee of the Committee on Education and Labor for holding a hearing today titled, "The 15th Anniversary of the Family Medical Leave Act: Achievements and Next Steps." "I applaud DOL's leadership in re-examining some of the regulatory provisions of FMLA," said Cara Welch, Director, Public Policy for WorldatWork. "Our members have frequently asked for guidance on how to implement and administer FMLA under the current rules. The proposed new regulations go a long way towards clarifying key issues."

Key Findings of the 2008 WorldatWork FMLA Practices and Perspectives Survey

• Overall, total rewards professionals support the DOL's proposed regulations as these will help ease the administrative burden of implementing a very time-consuming and labor-intensive set of requirements.

• Top concerns revolve around suspected employee abuse, lack of advance notice and tracking intermittent leave.

 Employee abuse – Suspected employee abuse is the number one concern about intermittent FMLA leave among total rewards professionals. It is reported to cause extreme difficulty in 42 percent of organizations, greatly contributing to the widespread support of many of the DOL proposed changes that would allow employers to better manage these sometimes frequent but brief absences.

 Lack of advance notice – Forty-nine percent (49%) of intermittent FMLA absences are scheduled, but most intermittent leave users (81%) are providing no more than a 24-hour notice, and over half give notice the day of the absence or even later.

 Leave tracking – While not a federal requirement per se, the need to track intermittent FMLA absences in order to comply with various provisions remains a considerable challenge for participating organizations. Good communication is key to successful FMLA tracking; communication breakdowns, not to mention inadequacies in tracking systems and software, often lead to increased difficulty in managing intermittent FMLA leave.

• The top three "serious health conditions" cited for FMLA leave are:
Cancer/chemotherapy = 68 percent
Elder care/child care issues = 47 percent
Migraines/headaches = 43 percent

• Employers want clear definitions surrounding the military provisions – A large portion of survey respondents do not understand what is meant by "exigency." A more understandable term would be helpful since the term "exigency" is not intuitive for many total rewards practitioners.

• In addition, the survey found that FMLA processes are consistent across organizations.

 The 'rolling 12-month period' – used by 71 percent of FMLA-eligible organizations – is the most popular method for determining the 12-month period.

 Only 58 percent of organizations require use of paid leave when an employee takes an FMLA-qualifying leave; the remaining 40 percent allow use of paid leave.

"Based on the survey results and our own experience, FMLA is working as intended – it provides job security for workers who need some time off at their own expense to handle major life events for themselves and their families," said Alison Avalos, a practice leader for WorldatWork who managed the survey research. "Since FMLA was enacted 15 years ago, many workforce management strategies have been deployed for managing the unexpected, such as telework, cross-training and flexible work options, so that employees can step in for one another and work can be done from anywhere, any time."

About the Survey
The 2008 WorldatWork FMLA Practices and Perspectives survey was conducted in February and March. Surveys were sent electronically to 12,080 WorldatWork members in the United States. A total of 450 responses were received (93% of responding organizations are eligible for FMLA).
Journalists may request a complimentary copy of the full survey report and comment letter by contacting Marcia Rhodes at e-mail protected from spam bots or (480) 304-6885.

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.


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New Report Discusses the Role of Assessments in Predicting Exceptional Employee Performance and Retention

SEATTLE – April 9, 2008 – Superior employee performance and retention depends on hiring the right employees. It is often stated that employees are hired for eligibility and fired for suitability. Companies measuring suitability at the point of hire will reap the benefits of employee productivity and commitment.

According to a new positioning paper from Impact Achievement Group, companies can measure levels of candidates' suitability, rather than just traditional eligibility factors, using tools like the Harrison Assessment™ at the point of hire.

Most companies set minimum requirements for open positions, but they only rule out those who don't meet the criteria. What's left open is how to quantify the level of eligibility of the remaining candidates.

Compounding this lack of information, most organizations pay little attention to determining a critical factor – the suitability of remaining candidates.

In his positioning paper, "Best Practices in Assessment Drive Performance, Development and Retention," Dr. Dan Harrison documents the most critical criteria to consider in applying assessments to talent management best practices. The paper can be downloaded free from www.impactachievement.com/articles.html.

"Most hiring processes examine components of eligibility (education, previous experience, skills, abilities or certifications) and occasionally try to assess suitability. Suitability is very difficult to assess with interview questions, so having an instrument specifically designed for this purpose is key," said Lee Klepinger, president of Impact Achievement Group, which exclusively uses the Harrison Assessment® with clients. "We know of no similar instrument that compares candidates' suitability for a position in the comprehensive and predictive way that Harrison's instrument does."

While personality assessments are often considered in recruitment scenarios, the Harrison Assessment is a predictive "job behavior" assessment. It provides valuable data for measuring suitability levels such as attitude, motivation, integrity, interests, work preferences, fit with the company culture, as well as fit with the manager.

Once an employee is hired, the Harrison Assessment data becomes an integral part of further development and engagement.

"The Harrison Assessment is a great tool in helping people understand the importance of balance and how what they say and do ultimately impacts others and the organization," said Lillian Bynum, vice president of human resources, Delicato Family Vineyards. "The Harrison helps participants understand how others operate and builds unity around that understanding instead of opposition."

Bynum added that the Harrison provides participants a plan to leverage strengths and build up weaknesses to increase their personal effectiveness (inward reward), and the effectiveness of the leadership and management team (outward reward) to achieve company goals. The Harrison is also a great tool for Delicato managers to use when coaching their direct reports. It lessens the emphasis of what the manager thinks about the person and places more emphasis on how the person's preferences are viewed by others—a much easier discussion.

More detailed information on the Harrison Assessment Profile is available as a complementary download at www.impactachievement.com/articles.html.

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:

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

Lee Klepinger
Impact Achievement Group
(888) 248-5553
leek(at)impactachievement.com


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New Personality Report Spotlights High Potential Candidates for Fundraising Jobs

—Old Saybrook, CT -- Whether you are interested in becoming a fundraising professional or in recruiting one, NPEdge Job Fit Assessments identify people who have the "edge" for nonprofit fundraising. These personality-based assessments locate temperamental characteristics that can lead to fundraising job success.

Results are presented in clear, easy-to-interpret, graphics-rich reports that assess the relative fit between the individual and the position. An optional interview guide is also available for employers, with customized questions designed to make interviews more productive.

The reports were developed through extensive knowledge of the fundraising profession and deep experience with the science of personality testing. Because there are two distinct fundraising job types, interested individuals can choose between two reports: Fundraiser Generalists and Major Gifts Professionals. The NPEdge web site offers suggestions for fundraising professionals to help them select the appropriate report.

The assessments were created under special arrangement with Hogan Assessment Systems and are based on the Hogan Selection Series. The underlying test is the Hogan Personality Inventory. Both reports are validated by original research with successful fundraising professionals in well established nonprofit organizations.

Performance Programs, Inc. is a leading distributor for Hogan Assessments and an authorized provider of Hogan Certification Workshops. Performance Programs specializes in surveys, tests, and assessments of all types for human resources management, including job personality testing, employee surveys, 360 feedback, and employee engagement assessments. For more information call Performance Programs at 1-800-565-4223, or visit http://www.NPEdge.com

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CAREERTOURS RECEIVED "OFFICIAL HONOREE" DISTINCTION FOR THE 12th ANNUAL WEBBY AWARDS. CareerTours Recognized by "Oscars of the Internet"

Hailed as the "Oscars of the Internet" by the New York Times, The Webby Awards is the leading international award honoring excellence on the Internet, including Websites, Interactive Advertising, Online Film & Video, and Mobile Websites. The awards are judged by the International Academy of Digital Arts & Sciences, a global organization that includes David Bowie, Harvey Weinstein, Arianna Huffington, AKQA Global Creative Director Rei Inamoto, Matt Groening, Jamie Oliver, Internet inventor Vinton Cerf, and RealNetworks CEO Rob Glaser.

"The Webby Awards honors the outstanding work that is setting the standards for the Internet," said David-Michel Davies, executive director of The Webby Awards. "CareerTours' Official Honoree selection is a testament to the skill, ingenuity, and vision of its creators."

"We continue to push the entire recruitment industry towards career video," said Aaron Bare, CEO of CareerTours, "so we are honored to win this award with so many great companies competing in this category."

The 12th Annual Webby Awards received nearly 10,000 entries from over 60 countries and all 50 states. Out more than 10,000 entries submitted, fewer than 15% received this honor and were deemed Official Honorees.

About CareerTours:
CareerTours is a Web 2.0 recruiting platform that offers video career postings and a unique viral marketing strategy for partners and through their website. CareerTours cross-posts with the leading networking Web sites to ensure that the right careers reach the right candidates. See more at www.careertours.com.

About The Webby Awards:
Hailed as the "Oscars of the Internet" by the New York Times, The Webby Awards is the leading international award honoring excellence on the Internet, including Websites, Interactive Advertising, Online Film & Video, and Mobile Websites. Established in 1996, the 12th Annual Webby Awards received nearly 10,000 entries from all 50 states and over 60 countries worldwide. The Webby Awards is presented by The International Academy of Digital Arts and Sciences. Sponsors and Partners of The Webby Awards include: Adobe; The Creative Group; Verizon; AOL Video; dotMobi; Level3; Adweek; Fortune; Reuters; Variety; Wired; IDG: Brightcove; PricewaterhouseCoopers; 2advanced.Net; KobeMail and Museum of the Moving Image.

About the International Academy of Digital Arts and Sciences (IADAS):
The International Academy of Digital Arts and Sciences is dedicated to the creative, technical, and professional progress of the internet and interactive media. The Academy is an intellectually diverse organization that includes over 550 members consisting of leading experts in a diverse range of fields, such as musician David Bowie, Virgin Group founder Richard Branson, AKQA Global Creative Director Rei Inamoto, "Simpsons" creator Matt Groening, Real Networks CEO Rob Glaser, The Huffington Post's Arianna Huffington, AKQA Global Creative Director Rei Inamoto and The Weinstein Company's Harvey Weinstein. The Webby Awards and The International Academy of Digital Arts and Sciences are registered trademarks of International Data Group. For more information, visit www.iadas.net.




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Dayak: Recruiting Marketplace That Saves Employers Money, Fills Jobs Faster

Carlsbad, Calif. / April 9th, 2008 – As US companies continue to struggle to find talented workers, more companies are turning to outside recruiting firms to fill their job vacancies. Many employers have come to rely on outside recruiting agencies as the only reliable and effective method for filling jobs quickly; but with fees that range from 20-30% of first year's base salary, most employers are less than satisfied with this as a primary recruiting resource. A new recruiting solution called Dayak gives employers a much-needed alternative to traditional recruiting firms.

Dayak is an online recruiting marketplace that matches employers to a nationwide network of recruiters. Unlike most recruiting methods available today, Dayak allows employers to set their own fees for a successful hire. "Dayak is a free-market system that fosters competition amongst recruiters," says Allan Sabol, Dayak CEO. "Competition means faster fill rates, higher quality candidates, and much lower fees."

Recruiters also benefit from the Dayak marketplace. Recruiters can earn money in three ways; by filling open job orders, by posting split jobs on the Dayak job board, and by referring other users to the website. "We give recruiters the ability to make more money in more ways," says Sabol.

"We continuously improve our marketplace so that employers can post jobs more easily, and so that recruiters can earn more money," says Dayak Chief Technology Officer C.J. Jouhal. "We have a very aggressive development schedule planned, and we will continue to roll out new enhancements to the site that will make the user experience even better as our marketplace grows".

Dayak is positioning itself to become the "eBay of the recruiting industry". This point is accentuated by the composition of the Dayak team. Dayak's Chief Technology officer, Product Manager, and senior programmers are all eBay alumni and the company recently added Kip Knight, VP of Marketing for eBay North America, to its board of directors. Dayak's lead investor is First Round Capital, a venture capital group founded by former eBay executives.

"Over the last ten years eBay has made inefficient markets efficient for physical goods. Dayak has the opportunity to do the same for the recruiting industry. Dayak's solution benefits both employers and recruiters. I am excited to be on the board of this dynamic company." says Kip Knight, VP marketing Ebay North America.

Dayak's recruiting marketplace is the solution for employers who want full-service recruiting, without a full-service price tag.

About Dayak:
Dayak is an online recruiting marketplace that matches employers with a nationwide network of professional recruiters. Dayak combines the simplicity and convenience of an online job board with the effectiveness and support of a full-service recruiting firm. Employers post their jobs and set their own fee that they are willing to pay for a successful hire. Recruiters compete to fill the job. The result of competition is faster fill rates, higher quality candidates, and dramatically lower fees.

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Note to media - For more information about this topic, or to schedule an interview with Dayak, First Round Capital, or Kip Knight please contact Kristi Palmer at (760) 268-9021or email kpalmer(at)dayak.com.



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Webinar Addresses Best Practices in Talent Acquisition Systems and Performance Management

DETROIT – April 9, 2008 — Effective talent management begins at the point of hire, incorporating a philosophy of assessments and employee development that weave throughout the employment lifecycle.

In the upcoming webinar, "Best Practices in Talent Acquisition Systems and Performance Management," co-sponsored by nowHIRE and Halogen Software, Julie White, Ph.D. of Impact Achievement Group will describe how companies benefit from automated hiring systems that are built on a solid philosophy of validated assessment and ongoing employee development. The webinar is scheduled for Thursday, April 24, 2008 at 3:00 p.m., Eastern Time.

"Recruiting and on-boarding phases are critical dependencies in the performance management process," said Dr. White, an internationally known speaker on employee performance, leadership development and communications. "Automated hiring systems that incorporate trait-based assessments go beyond eligibility to determine suitability among candidates. This produces data with "long legs," that contribute to employees' growth and development."

Such Web-based systems provide value well beyond selection, Dr. White added, to influence training, coaching, succession planning and team development. Also joining the discussion will be Lorna Daly from Halogen Software and CJ Donnelly of nowHIRE.

To register for the free hour-long webinar, "Best Practices in Talent Acquisition Systems and Performance Management," visit http://www.hr.com/stories/1205793813582

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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FreeTotalCompStatements.com Announces Over 400 Clients, Covering 300,000 Employees

ROCKLIN, CA / April 9, 2008 – FreeTotalCompStatements.com (www.FreeTCS.com) the only free, on-demand total compensation statement software available to employers, has now registered over 400 companies representing more than 300,000 benefit-eligible employees.

Launched in December 2006, FreeTotalCompStatements.com is an on-demand application that allows small and mid-size employers to create print-based, total compensation statements at no charge. The free statement software allows businesses to produce high-impact, personalized total compensation reports 24 hours a day, seven days a week, from anywhere. Employers only need an Internet connection and web browser to get started – there is no software to install.

"Surveys show that employees value their benefits as much as their direct pay, so companies need to communicate the full value of the benefits package," said Ray O'Donnell, President of TotalRewards Software, Inc., which developed the free software.

Clients using the software range across all industries, including retail, manufacturing, construction, non-profit, education, banking, insurance, professional services and technology.

"Many of our free edition clients have used a "try before they buy" mentality," said O'Donnell. "They try out the free edition to get a sense of how the program works. Once satisfied, they graduate to one of our premium editions that have enhanced capabilities."

The premiums editions produce online statements as well as print statements, have the ability to add more cash and benefit programs, include enhanced branding, data upload capabilities and a module for candidates among other features. There is also a private-label version for providers of employer services such as insurance brokers, HR consultants, payroll providers, third-party administrators and professional employer organizations.

About FreeTotalCompStatements.com
FreeTotalCompStatements.com is a service operated by TotalRewards Software, Inc., a private company founded by business and technology professionals with a mission to deliver high quality, cost-effective, total compensation software solutions to the millions of small and medium sized employers in North America.

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

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Jobfox Receives Official Honoree Distinction in Employment Category for the 12th Annual Webby Awards

McLean, Va. (April 8, 2008) – Jobfox, one of the fastest-growing job sites on the Internet, today was recognized as an Official Honoree for the 12th Annual Webby Awards. Jobfox (www.jobfox.com) was honored within the Employment category of The Webby Awards.

"The Webby Awards honors the outstanding work that is setting the standards for the Internet," said David-Michel Davies, executive director of The Webby Awards. "Jobfox's Official Honoree selection is a testament to the skill, ingenuity and vision of its creators."

Hailed as the "Oscars of the Internet," The Webby Awards is the leading international award honoring excellence on the Internet, including Web sites, interactive advertising, online film and video and mobile Web sites. The awards are judged by the International Academy of Digital Arts & Sciences, a global organization that includes David Bowie, Harvey Weinstein, Arianna Huffington, AKQA Global Creative Director Rei Inamoto, Matt Groening, Jamie Oliver, Internet inventor Vinton Cerf and RealNetworks CEO Rob Glaser.

The 12th Annual Webby Awards received nearly 10,000 entries over 60 countries and all 50 states. Fewer than 15 percent of entries received honors.

Earlier this year, Jobfox was named a 2008 most promising start-up by American Venture Magazine. Jobfox is led by CEO Rob McGovern, who is also the founder and former CEO of CareerBuilder.

"In a very short time, Jobfox has grown as an internationally recognized leader for innovation in the online recruitment industry," McGovern said. "This award further validates our superior online services for linking professionals with employers."

About Jobfox

Jobfox gives job candidates and organizations complete control to connect with each other – in real time – by providing intelligent skills matching and popular communication tools such as instant messaging and mobile text message alerts. Jobfox provides free Web pages for professionals to showcase their unique skills, talents, work-styles, career desires and job-change receptivity. Visit www.jobfox.com today.

About Rob McGovern

Jobfox is the inspiration of CEO Rob McGovern, one of the nation's leading career experts. McGovern is the founder and former CEO of CareerBuilder and the author of "Bring Your 'A'Game: The 10 Career Secrets of the High Achiever."

Jobfox is a trademark of the company. All other company names are trademarks or registered trademarks of the respective companies.

NEWS CONTACT:
Barry Lawrence
e-mail protected from spam bots
703.748.0162 x1106


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Contractors & Builders Takes the Hassle out of Arizonas E-Verify Legislation

PHOENIX, Ariz., (April 8, 2008)—Contractors & Builders (C&B), a staffing firm focused exclusively on the construction industry, recently stepped up to help ease the pain associated with the newly enacted E-Verify procedure in Arizona. As a designated agent for its clients, C&B has a staff that's thoroughly trained in the E-Verify process to ensure Form I-9 compliance for workers placed in positions with C&B clients.

Although the Department of Homeland Security's E-Verify program has been available to companies nationwide for some time (formerly known as the Basic Pilot/Employment Eligibility Verification Program), new legislation in effect as of January 2008 (House Bill 2779) mandates all employers in Arizona are required to enroll in the E-Verify program.

As a result, the consequences are severe for Arizona businesses employing workers not authorized to work in the United States. Penalties include suspension or revocation of the employer's business license and up to five years probation.

"We're supportive of the new legislation because Contractors & Builders has always taken steps necessary to ensure workers are I-9 compliant," says Dion Trieb, Southwestern regional vice president of C&B. "However, the potential resource drain Arizona businesses now face from having to train staff in E-Verify is massive. C&B wants to help ease the transition by taking care of all details."

When enlisting C&B as a designated agent for E-Verify, or when C&B dispatches its own employees to assist client labor needs, clients can be confident that C&B's E-Verify procedure has been performed accurately, completely and in compliance with applicable federal and Arizona legal requirements.

Additionally, if C&B clients would prefer to learn the E-Verify procedure themselves rather than using a designated agent, C&B offers consultation services to assist and train clients to effectively utilize the E-Verify system.

For more information about C&B's E-Verify services, please contact Megan Kennedy at (602) 437-3355 or visit www.contractorsandbuilders.com/Everify.

Contractors & Builders is dedicated to staffing the construction industry nationally with workers of all trades at every experience level. As a specialty division of The Eastridge Group of Staffing Companies, C&B builds on more than 36 years of staffing industry expertise. For more information about C&B, please visit www.contractorsandbuilders.com. For more information about Eastridge, please visit www.eastridgegroup.com.

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Morehead Webinar Presents Companys Physician Affiliation Survey Model

CHARLOTTE, N.C. – April 8, 2008 – The human capital research firm Morehead will host a webinar titled "Measuring Physician Engagement along the Quality Improvement Journey." The webinar will be broadcast on Tuesday, April 22, 2008, at 1 p.m. eastern time.

Physician relations and quality care are top issues confronting hospitals today. Morehead's proactive Physician Affiliation Survey Model™ provides organizations the data and tools needed to transform the opinions of physicians into focused decisions, targeted actions, and quantifiable results.

Morehead's Brad Morton, vice president of business development and David Rowlee, Ph.D., vice president of Research and Development. They will discuss how the Physician Affiliation survey collects key data about physician attitudes and behaviors that drive the outcomes organizations desire. They will also present how the survey process is helping leading hospitals measure physician engagement along the quality improvement journey.

To sign up for the webinar, visit http://moreheadassociates.com/events/contents_event49.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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Pax Gabriel Introduces the Executive Search Industrys Most Comprehensive Reporting Method for Todays Corporations. Better results through better data.

ATLANTA, April 8, 2008—Filling a position at the highest level of a corporation is critical to maintaining productivity, and making the wrong decision can be costly. Corporations that partner with an executive search firm are not only looking for the ideal candidate, but also utmost accountability and higher return on their investments during the process. Atlanta-based retained executive search firm Pax Gabriel is raising the bar on accountability and ROI with the industry's most comprehensive reporting method. Its 30/60/100-Day Review process doubles the contact and reporting practices of traditional search firms, presenting a safer and more equitable investment for today's corporations.

"Corporations know that identifying, vetting and choosing the best candidate for their leadership team takes time. But in order to make the right decision, they need a completeness and transparency of information during the process that they are not getting from traditional search firms," said Pax Gabriel CEO, Founder and Managing Partner Bob Van Rossum. "We are closing the information gap and also guaranteeing placement of top level talent in less time than it takes traditional firms, or our clients pay less."

Through the exclusive 30/60/100-Day Review process, a Pax Gabriel executive contacts a corporate client's hiring manager at critical junctures—after 30 days and again 60 days into the search process—to ensure the firm and its Search Consultant managing the search on a daily basis have been accountable in all commitments. The same Pax Gabriel executive contacts the hiring manager again 100 days after the chosen executive is hired, to assess his or her success level. The new reporting process is in addition to the ongoing reporting of the Pax Gabriel Search Consultant, and provides corporations a solid feedback loop outside of the Consultant responsible for executing the search.

In addition to the new reporting process, Pax Gabriel was also the first executive search provider to introduce performance-based pricing. The pricing model guarantees that if a search is not completed within 100 days, the shortest average amount of time it takes to place a senior executive in today's market, Pax Gabriel reduces its fee by 25 percent.

Pax Gabriel conducted research among senior-level human resources executives at corporations with greater than $1 billion in revenue, which have used traditional retained executive search firms. Sixty-seven percent of respondents revealed they are not satisfied with their current providers due to weaknesses among the respondents' top four most vitally important attributes of an executive search: top quality talent, speed of search execution, reporting and return on investment. Pax Gabriel is bringing the executive search industry up to speed with the 21st Century by focusing on the attributes and services that are most important to today's corporations, using the most advanced methods and technologies, and an organizational structure focused on execution.

About Pax Gabriel
Pax Gabriel is the next generation executive search firm focused on strategic identification and placement of C-Suite and senior level executives. The company's mission is to give today's corporations what they need most from an executive search firm: the highest quality talent in a shorter period of time, backed by the industry's first performance-based pricing guarantee. Pax Gabriel combines top executive search professionals, advanced methodologies and technology to drive better overall results for clients. More information is available at www.paxgabriel.com.



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JWT INSIDE Presents Summer Webinar Series

New York, NY – April 7, 2008 – JWT INSIDE, one of the world's leading recruitment marketing and employment communications companies, announced it will host a webinar series for clients discussing trends and current topics related to health care recruitment. The tight team of experts from JWT INSIDE will present on the topics of Search Engine Marketing, Emerging Media, Metrics, Social Networking and more. The webinar series, "Health Care Summer Series of Webinars" begins this month with "Search Engine Marketing in Health Care Recruitment".

This series, offered by JWT INSIDE, utilizes their tight team of experts to provide information and education to clients as a part of their 360 degree approach to advancing employee engagement. Creativity and innovation are at the forefront of the agency's values, and this series is a way to offer expertise to their client base, keeping them up to date on the latest and most innovative topics in their space.

The first webinar, "Search Engine Marketing in Health Care Recruitment", will cover the use of SEM for health care recruiting, with descriptions of Pay-Per-Click (PPC) and Search Engine Optimization (SEO). Attendees will learn what is needed to include SEM as part of their media plan: measuring ROI, how much SEM costs and how to measure effectiveness using a variety of analytical reports. The Webinar will be led by Marc Eberhart, Search Engine Marketing and Web Anaytics Specialist at JWT INSIDE.

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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Los Angeles HR Outsourcing Firm CPEhr Celebrates 25th Anniversary by Supporting Local Non-Profit Organizations

West Hollywood, Calif – March 19, 2008 – In celebration of its 25th year in business, CPEhr, a leading California Human Resources Outsourcing firm, announced its plans to support California-based non-profit organizations, including clients and local firms. Non-profit clients were earmarked to receive donations, while other organizations were identified to receive support in recognition of the valuable services they provide.

Founded in Los Angeles, CPEhr has been serving, and has been supported by, local California employers since 1982. In honor of their 25th anniversary, the CPEhr management team decided it was time to give back to the community and its clients. "We were hoping to find a way to express our appreciation to our clients," says Faith Branvold, president of CPEhr. "We are very fortunate to have the support of our clients, and we are constantly thinking of ways to thank them for their business."

During a three-month process, management reviewed their client roster and identified a dozen non-profit clients. Each of CPEhr's 300 for-profit clients received a thank you card, with a request to identify their non-profit of choice. CPEhr received the selections, and earmarked the funds. In total, over $10,000 was donated to the various non-profit client organizations.

"Every year CPEhr and its employees are involved in charitable causes," explains Branvold. "This year, we wanted to go to our clients in selecting a non-profit organization within the CPEhr family for our donations. This let them learn about, and support, the non-profit organizations with which swe have the pleasure of working. "

In addition to supporting their clients, CPEhr recognizes the valuable work of other charitable organizations in the region and makes an effort to support them, whenever possible.

Despite the abundance of catering services in the Los Angeles area, CPEhr selected the non-profit Fresh Start Catering as their caterer of choice for their monthly in-house Management Training Seminars. Fresh Start Catering is a division of Step Up on Second, a non-profit organization whose mission is to develop opportunities for individuals with severe mental illness and to integrate them into the workforce.

CPEhr also identified Junior Achievement as a cause it is proud to support. Junior Achievement is the world's largest organization dedicated to educating young people about business and entering the workforce, therefore it was a natural fit. "As an HR firm, our mission is to promote the success of the business community," explains Branvold. "A key to that success lies in all of our future employees and leaders. Junior Achievement is a perfect compliment to our corporate objectives."

About CPEhr:
Founded in 1982, CPEhr is one of the largest, privately owned human resources consulting and professional employer outsourcing (PEO) firms in California. With 25 years' experience in the California market, CPEhr has an advantage in its knowledge of statewide employment challenges. CPEhr provides a personalized service that extends to 35 states. CPEhr offers an array of integrated human resources services that includes: employee administration, human resources and labor law compliance, payroll and tax administration, benefits administration and compliance, workers' compensation administration, risk management, training and development and recruitment.


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Infohrm Named Cool Vendor for Human Capital Management Software 2008 by Leading Industry Analyst Firm

Washington, DC – April 8, 2008 – Infohrm, the global leader in full-service workforce planning, reporting, and analysis solutions today announced that Gartner has named Infohrm to its "Cool Vendors for Human Capital Management Software, 2008" report, published on April 1, 2008. Infohrm was one of four technology vendors evaluated in this year's Cool Vendors report authored by analysts James Holincheck and Thomas Otter.

This year's report notes that workforce analytics is a major emerging trend in HCM software that provides the context for better talent management and more focused HCM interventions. The report also finds that HR leaders looking to build strong links between HR and business bottom-line success will require strong empirical and analytical proof points. Gartner expects the demand for tools and services that collate, present, and interpret HR analytical data to grow significantly in 2008.

Infohrm has an innovative Software-as-a-Service (SaaS) offering, providing sophisticated analytics, benchmarking, and workforce planning capabilities. Infohrm has more than 60 members, including General Dynamics, MetLife, Time Warner, Nokia, and Starbucks.

"We are delighted that Gartner has analyzed Infohrm, which we feel is acknowledgement of our innovative solutions, as one of the most intriguing, and "cool", offerings in the HCM marketplace," said Brian Kelly, President of Infohrm North America. "Our proprietary on-demand software is unmatched in its ability to help business leaders manage their human capital through increasingly sophisticated analytics."

"Nokia has partnered with Infohrm for several years and we're extremely pleased to see Gartner include them as a Cool Vendor", said Matthew Hanwell, Senior Manager at Nokia. "Workforce analytics is a key capability we are developing to support strategic talent management at Nokia."

About Gartner's Cool Vendors Selection Process

Gartner's listing does not constitute an exhaustive list of vendors in any given technology area, but rather is designed to highlight interesting, new and innovative vendors, products and services. Gartner disclaims all warranties, expressed or implied, with respect to this research, including any warranties of merchantability or fitness of a particular purpose. Gartner defines a cool vendor as a company that offers technologies or solutions that are: Innovative, enable users to do things they couldn't do before; Impactful, have, or will have, business impact (not just technology for the sake of technology); Intriguing, have caught Gartner's interest or curiosity in approximately the past six months.

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 human capital 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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HRmarketer Webinar to Highlight 'Marketing to HR' with Traditional and Web 2.0 Integrated Strategies

Capitola, Calif. / April 8, 2008 – Following the successful launch of HRmarketer's latest Marketing to HR eBook, the HRmarketer.com team will present a free one-hour marketing and PR Webinar on Thursday, April 10, from 11:00 a.m. to 12:00 p.m. PST.

The Webinar will highlight how to create a successful marketing and PR strategy that integrates both traditional and Web 2.0 activities to generate more visibility, website traffic, sales leads and improved search engine rankings.

The HRmarketer team will walk HR suppliers through the proven framework its Services Group pioneered for increasing visibility (standing out in a crowded HR marketplace) with HR decision makers. HRmarketer.com calls this the Marketing PR Lead-Gen Process(sm), a three-step process that produces measurable results focusing on:

• Infrastructure – your business strategy, messaging, website SEO and marketing website
• Content – white papers, research reports, case studies, surveys and webcasts
• Promotion – monthly media releases, search-optimized releases and direct marketing

"The days of hit-and-miss traditional marketing tactics are being transformed by online marketing efforts," notes Kevin Grossman, chief operating officer for HRmarketer.com. "Our lead-generation process is proven to generate measurable results and our own research validates that more HR vendors are increasing Web 2.0 marketing activities with much success. Our latest Webinar will include real world examples of these types of marketing successes."

Webinar registration is available at http://www.hrmarketer.com/MarketingPRWebinar

About Fisher Vista, LLC

Fisher Vista, LLC is a marketing and information services firm focusing on the human capital and senior care industries. The company's flagship product, HRmarketer.com, is the No. 1 online marketing and PR service in the human resources industry, helping HR suppliers generate publicity, website traffic, sales leads and improved SEO. SeniorCareMarketer.com is scheduled for launch in 2008 and will achieve similar results for companies selling products and services relating to the aging of America.

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Corporate Counseling Associates Helps Law Firms Retain Top Talent with Integrated EAP & Work/Life Programs

NEW YORK / April 3, 2008 -- In recent years, the legal industry has become more entrenched in the ongoing war for talent, and Corporate Counseling Associates (CCA) is helping law firms develop a work environment that focuses on attracting and retaining the brightest individuals—partners and associates alike.

While lawyers' material benefits have swelled in recent years, such traditional perks alone are insufficient to retain or even attract top talent. CCA, a New York-based human capital consulting firm, is building on years of experience with its law firm clients to expand its menu of services, which include EAP & Work/Life, coaching, consulting and more—all designed to improve the work environment of lawyers. CCA now helps associates make a smooth transition into the high-stress law firm culture, provides relocation services for individuals and their families, assists with attorney mentoring and diversity programs, and delivers executive coaching.

CCA's services are designed to ensure that associates' needs are taken care of, freeing their time at work to concentrate on being a lawyer. Family support services such as child and elder care, housing and relocation services, marital support, stress management counseling and concierge services all combine to ease the demands of the unique law firm culture.

"It's a simple case of retention versus attrition," explains John Levy, Esq., who joined CCA as a legal consultant after three years as an associate at a top-tier Wall Street law firm. "We understand that most firms don't expect all first-year associates to remain for six years, but their goal should be to keep the most talented people, as opposed to the most durable."

CCA's integrated EAP & Work/Life programs for law firms enjoy utilization rates of 4-7 percent, far above the historic range of 1-2 percent. This is due partly to the way services are marketed: promotional efforts target all levels of the firm—during the recruitment process, in new/returning associate orientations, and in midlevel/senior associate trainings. Specific services are also highlighted—for example, concierge services for employees who work long hours are regularly promoted. Eldercare assistance is also available to partners, who often request help in dealing with the complex issues of an aging parent. Additionally, increasing the visibility of CCA aids law firms in their recruitment and retention efforts.

Executive Coaching provides managers with leadership skills to guide and inspire their teams—to avoid "information-hoarding" and instead motivate associates by explaining the bigger picture, such as why they're taking on a heavier caseload or working weekends.

"What attracted me to CCA was their ability to make the legal work environment the best it can be," says Levy, who graduated Magna Cum Laude from NYU's School of Law. "Law firms make such a large investment in recruiting, and CCA is here to help these firms control their future. You don't want to leave your talent in the hands of fate."

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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listed above.

Valtera Experts to Speak at 23rd Annual SIOP Conference in San Francisco

Rolling Meadows, IL (April 2, 2008) — Valtera, a leading provider of human capital consulting and technology, will participate in the 23rd annual convention of the Society for Industrial and Organizational Psychology (SIOP) held in San Francisco on April 10-12. This marks Valtera's twenty-second year as a sponsor and exhibitor at the annual SIOP event.

Valtera CEO Dr. William H. Macey and Senior Research Fellow Dr. Benjamin Schneider are featured speakers at an invited symposium on employee engagement. The two co-authored an article called "The Meaning of Employee Engagement," that appears in the inaugural edition of Industrial and Organizational Psychology: Perspectives on Science and Practice, along with written commentaries. This special SIOP event will provide a platform for Macey and Schneider to discuss the article and continue the dialog on engagement with a moderated panel of colleagues.

Twelve other Valtera consultants will chair or participate in more than 20 conference events addressing diverse topics such as: individual assessment, internet testing, applied research issues, test validation, employee surveys, employee engagement, and the future of education for industrial and organizational psychologists.

SIOP, a division of the American Psychological Association, is an organization that promotes the science, practice, and teaching of industrial-organizational psychology. To register for the conference, please visit www.siop.org.

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, Surveys & Analytics, Employee Engagement, Testing & Selection, 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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listed above.

SNAPforSeniors® now helps BenefitsCheckUp® users locate housing options

WASHINGTON,D.C. - April 2, 2008 - The National Council on Aging (NCOA) and SNAPforSeniors® today announced the launch of the Senior Housing Locator, an online navigational tool that provides America's seniors and their loved ones access to a current and comprehensive database of more than 60,000 senior housing communities nationwide. The resource can now be found at www.BenefitsCheckUp.org.

A recent analysis of the traffic on BenefitsCheckUp® — NCOA's popular service which allows older Americans to identify benefit programs for which they may be eligible - indicated that one third of users are interested in finding senior housing.

"The Senior Housing Locator allows those who use BenefitsCheckUp to find senior housing options in their desired area," says Stuart Spector, NCOA senior vice president. "For instance, a daughter in Maine who is looking for assisted living for her Dallas-based dad can now find options in that city without spending hours online or on the phone."

Users can search a database of assisted living communities, nursing homes, residential care facilities, continuing care retirement communities and independent living communities, all at the click of a mouse. Like BenefitsCheckUp, the Senior Housing Locator is free to users.

"The Senior Housing Locator lists every licensed senior housing community in the nation," says Eve M. Stern, RN, MS, president of SNAPforSeniors. "We do not collect referral fees from housing providers, meaning that the information is objective and reliable."

BenefitsCheckUp provides a questionnaire that, in a few minutes, identifies benefit programs for which users are potentially eligible. Users answer a series of questions about their health and income, which are then used to determine whether they are eligible for more than 1,550 public and private benefits programs such as subsidized housing for the elderly, energy assistance, prescription drug savings or health care.

To date, BenefitsCheckUp has helped more than 2 million older Americans find benefits programs valued at more than $6.1 billion.

To use the Senior Housing Locator, go to www.BenefitsCheckUp.org. The Senior Housing Locator can also be found at www.NCOA.org.

About SNAPforSeniors
SNAPforSeniors®, Inc. is a Seattle-based information company and developer of the most current and comprehensive web-based senior housing resource and listing service in the United States. This resource puts objective information about the nation's 60,000+ licensed senior housing facilities at the fingertips of consumers and their advocates. SNAPforSeniors combines advanced search tools with detailed information to connect seniors with the right housing options the first time. Through the Alliance Network Program, SNAPforSeniors licenses and private-labels its database and search tools to the websites of leading trusted sources, including the Alzheimer's Association and the Case Management Society of America. For more information, e-mail info(at)snapforseniors.com or call 1-206-575-0728.

About the National Council on Aging
Founded in 1950, the National Council on Aging (NCOA) has a mission to improve the lives of older Americans. A non-profit organization with 3,700 members, we also have a national network of some 14,000 organizations and leaders that help us in our work. NCOA members include senior centers, area agencies on aging, adult day service centers, faith-based service organizations, senior housing facilities, employment services, consumer groups and leaders from academia, business and labor. Our programs help older people remain healthy and independent, find jobs, increase access to benefits programs, and discover meaningful ways to continue contributing to society.

Contact:
Scott Parkin, NCOA
(202) 479-6975
Scott.Parkin(at)ncoa.org

Karla Hurter for SNAPforSeniors
(703) 319-0957
khurter(at)health2resources.com

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listed above.

Alliance for Work-Life Progress Announces 2008 Work-Life Rising Star Honorees

Media Contact:

Marcia Rhodes
Media Relations
Direct: 480-304-6885
Email: e-mail protected from spam bots

April 2, 2008

Alliance for Work-Life Progress Announces 2008 Work-Life Rising Star Honorees

Alliance for Work-Life Progress (AWLP), an entity of WorldatWork that defines and recognizes innovation, best practices and work-life thought leadership, recently announced the recipients of the AWLP Work-Life Rising Star recognition program. Now in its second year, the AWLP Work-Life Rising Star recognition program identifies stellar professionals who exhibit a combination of professional and personal attributes that demonstrate emerging leadership and growing contributions to the work-life community. The four recipients will be acknowledged publicly at the WorldatWork Total Rewards Conference & Exhibition Work-Life Reception.

For this year, four professionals have been selected as AWLP Work-Life Rising Stars:

Reed Engel, Director, Wellness Strategies, Mather LifeWays Institute on Aging
Engel is honored for his role in introducing the health risk assessment program. The results from the first assessment revealed a significant risk for diabetes and heart disease. As a result, Engel implemented a 10,000 steps pedometer-based program that promotes both physical activity and proper nutrition. In addition, he began a Wellness Coaching service and made it available to employees and their family members.

David Lock, Founder/Managing Director, Arrows with Soul
A work-life coach and thought leader, Lock has achieved tremendous milestones in the fields of work-life effectiveness and employee engagement. He developed Arrows with Soul, a holistic work-life integration program based in Singapore. Lock has appeared on national radio and television and has spoken at numerous conferences spreading the message of work-life integration and encouraging greater understanding and acceptance of work-life programs.

Nina Madoo, Director of Workplace Strategies, Marriott International
Madoo is honored for her work with WFD to pilot and implement a Teamwork Innovations process to enhance management engagement and work-life effectiveness by reducing non-essential work and increasing flexibility and work efficiencies. She is a board member of Corporate Voices for Working Families and is on the Conference Board's Work Life Leadership Council.

Danielle Shanes, Director, Work Environment—Benefits Planning & Design, The McGraw-Hill Companies
Shanes developed and carried out McGraw-Hill's first-ever work-life strategy, which resulted in placement on the Working Mother Top 100 list. Under her leadership, McGraw-Hill has maintained or improved its Working Mother ranking.

"Alliance for Work-Life Progress (AWLP) is proud to honor these stellar, up-and-coming professionals who embody passion for change, for work and for life as an AWLP Work-Life Rising Star," said Kathie Lingle, executive director of AWLP. "They are the future leaders to whom we will pass the torch to ensure work-life effectiveness values and principles live on."

Work-Life Rising Star award honorees will be recognized at the 2008 Total Rewards Conference & Exhibition, May 21-24, 2008, to be held in Philadelphia, PA. They will have the opportunity to be mentored by icons in the work-life field and to enhance their career in work-life through exclusive professional development opportunities. They will also be involved in next year's selection of AWLP Work-Life Rising Stars.

John-Anthony Meza, Associate Director, National Community Involvement at KPMG and a previous Rising Star, served as chair of the Work-Life Rising Star Selection Committee this second year. To learn more about how to nominate someone for next year's Work-Life Rising Star visit www.awlp.org/award.

About Alliance for Work-Life Progress®
Alliance for Work-Life Progress (www.awlp.org) is dedicated to advancing work-life as a business strategy integrating work, family and community. An entity of WorldatWork, AWLP defines and recognizes innovation and best practices, facilitates dialogue among various sectors and promotes work-life thought leadership.



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Lucas Group to Host Military Hiring Conferences in Washington, DC, Atlanta, GA, Norfolk, VA and San Diego, CA.

ATLANTA, GA - April 2, 2008 - Lucas Group, an executive recruitment search firm, announced upcoming Military Hiring Conferences for the month of April in Washington, DC, Atlanta, GA, Norfolk, VA and San Diego, CA. The conference dates are:

April
1 - 2 – Washington, DC
4 - 5 – Atlanta, GA
8 - 9 – Norfolk, VA
8 - 9 – San Diego, CA

Lucas Group's Military Hiring Conferences are avenues for companies seeking former military as part of their hiring initiatives. These are invitation-only events that give progressive companies an opportunity to proactively interview the U.S. Military's best leaders. Candidates are rigorously pre-screened and hand-selected for each company they meet. Military members leaving service are natural leaders with proven capabilities, experience and dedication.

"We have noticed a generally upward trend in starting salaries for our military candidates over the past year," reported Bryan Zawikowski, Vice President of Lucas Group's Military Transition Division. "This is not surprising, because even as the unemployment rate increases slightly, corporations are competing for the best leadership talent. Succession planning and leadership development are topics that are on the executive radar screen now more than ever, as companies prepare to do more with less in the days ahead," added Zawikowski.

"Our January hiring conferences hosted more than 135 corporations and nearly 300 candidates in five cities from coast-to-coast," noted Zawikowski. "This is surprisingly strong given general economic conditions, and is a positive leading indicator looking to the months ahead."

Lucas Group pioneered the Military Hiring Conference forum and has conducted them for over 38 years in cities across the country. The search firm screens more than 10,000 military service members annually to identify and place the best and brightest junior military officers (JMOs) and senior military officers (SMOs) into leadership and technical positions across all major industries.

Corporate clients and military members interested in attending the conference should register online at www.lucasgroup.com/military.

About Lucas Group
Lucas Group is one of the nation's largest executive recruitment firms that built a reputation for successfully providing human capital placements in multiple markets and industries. The search firm has increased its reach, while maintaining a commitment to high performance and unsurpassed industry knowledge. Lucas Group focuses on recruiting top executives in management, advertising/marketing, sales, accounting, manufacturing, legal, military personnel transitioning and technical positions across all major industries. With offices nationwide and its expansion into Europe, Lucas Group performs search assignments for Fortune 100+ companies, as well as regional businesses and entrepreneurial firms.

Contact:
Samantha Bontrager, Marketing Director
Lucas Group
3384 Peachtree Road, Ste. 700
Atlanta, GA 30326
(404) 239-5620 x103
sbontrager(at)lucasgroup.com
www.lucasgroup.com

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