Infohrm Launches Industry-Focused Workforce Planning and Analytics Consortiums to Improve Talent Management

Washington, DC – December 31, 2008 – Infohrm, the global leader in workforce planning, reporting and analytics solutions, today announced the formal launch of four industry-specific networking consortiums. Each will address critical and unique industry challenges in utilizing workforce and business data to quantify the impact of human capital, tie workforce measures to business results, and share best practices in workforce planning and risk management.

The consortiums will offer immediate support to human capital measurement professionals in four industries:

1. Energy and Utilities
2. Financial Services
3. Healthcare
4. Retail

Charter members include Williams, Georgia Power, Scotiabank, ING, Aetna, Highmark, Starbucks, Luxottica Retail, and Nike.

Participants will benefit from a broad range of learning opportunities and industry-specific analysis, including:

- Consortium-driven research agendas, supported by Infohrm's global human capital dataset and more than 30 years of analytics and planning expertise
- Quarterly web conferences, semi-annual in-person networking events, and ad-hoc brainstorming calls
- Industry-specific metrics benchmarking reports
- Packaged workforce analytics reports on topics ranging from low-tenure termination patterns to aging workforce profiles
- Sharing of best practices, lessons learned, and opportunities for collaboration

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

"Over the past 30 years, Infohrm has partnered with thousands of practitioners and executives on the forefront of human capital measurement," said Jeff Higgins, Executive Vice President of Client Delivery Services. "Through our consortiums, we'll translate our deep industry experience into tailored support for professionals looking to dramatically improve how their organizations' measure and manage talent."

There is no cost to join a consortium; participation is open to any HR or business professional in the four industry groups with a strong interest in tackling key workforce challenges, benchmarking industry metrics, and identifying best practices in workforce planning and analytics. The consortiums draw from both the public, private, and non-profit sectors and will include participation from academic thought leaders from around the world.

In order to learn about how Infohrm's industry consortiums can rapidly improve your organization's workforce planning and analytics initiatives, go to Infohrm's Consortium homepage. To join a consortium, contact Andrew Jacobus at 202-589 -2061 or email e-mail protected from spam bots.

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 HR professional development services that 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

Contact Information:

Mick Collins
Vice President, Marketing
202-589-2660



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Happy Holidays Heres your pink slip. ACI Specialty Benefits Reports Surge in Layoff Support Calls

SAN DIEGO / December 24, 2008—As the wave of layoffs continue in this economic downturn, ACI Specialty Benefits reports that lay off support calls from workforce clients have more than doubled this year, as compared to 2007. In response, ACI is providing counseling and support services to the newly unemployed and their family members.

"Job loss can be devastating, and many newly unemployed are left to cope with overwhelming feelings of humiliation, depression, and failure," says Dr. Ann D. Clark, CEO and founder of ACI Specialty Benefits. "People are quick to panic, and that's when the EAP can really make a difference by giving someone the resources and support to get back on their feet."

ACI's counselors are available to employees and family members in the weeks and months leading up to termination and up to 30 days after. In addition to helping people cope with the emotional stress of job loss, ACI Specialty Benefits layoff support includes financial planning advice and communication tips. Work/life clients also have access to a wide variety of outplacement services including career counseling, job searching, resume writing, and interview skills.

"It's not just the employees who are laid off that need support," adds Tori Barr, vice president of corporate relations. "The layoff 'survivors' typically need help coping with mixed emotions of relief, uncertainty and guilt."

ACI Specialty Benefits works closely with each client corporation to devise a personalized workforce reduction plan that addresses the practical and emotional needs of the entire workforce and prepares employees for what lies ahead. "Effective communication, support and resources can help ensure that workplace morale is maintained through difficult times," says Barr.

NOTE TO EDITORS: Dr. Ann D. Clark, ACI Specialty Benefits CEO, and Tori Barr, ACI's Vice President of Corporate Relations, are available for interviews.

About ACI Specialty Benefits
ACI Specialty Benefits is a top ten provider of employee assistance programs, wellness, work/life, crisis support and management consulting services to corporations worldwide. ACI Specialty Benefits continually ranks in the nation's top 10 EAPs by Business Insurance and was recently named a 2008 Benefits Superstar by Benefits Compensation Solutions Magazine. Founded in 1983, ACI has grown to international prominence, servicing more than five million people worldwide with a network of over 40,000 providers. ACI remains a privately-owned specialty benefits corporation, headquartered in San Diego. For more information, visit www.acispecialtybenefits.com.

Contact:
Laura McDermott
Media Relations Manager
ACI Specialty Benefits
(800) 932-0034 ext. 207
lmcdermott(at)acieap.com



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Look Past the Torpedoes. Full Steam Ahead!

Novato, California (December 22, 2008) – What if the experts are wrong? The pundits are warning us this may be the worst and longest recession in recent history. They tell us not to do anything because the economy is so bad.

History shows us that when things get bad, true leaders and smart money get glad. When the stock market collapses then smart money buys. When the Republicans turn away from their historical mandate to shrink the size of government and instead go on a huge spending spree, then shrewd Democrats rally behind a smooth talking candidate without a track record to win the presidency. When the other football team is not allowing you to gain any yardage on the ground, then you attack the weakest point of their pass defense. Wisdom recognizes "bad" does not mean all bad or forever bad, and so they are glad to take advantage of a seemingly dismal situation.

Wise people recognize that one aspect of keeping your focus while others are losing theirs is to look beyond your current challenges and push harder to achieve your objective. Admiral David Glasgow Farragut was a senior or "flag" officer of the United States Navy during the American Civil War who is remembered in history as saying, "Damn the torpedoes, full speed ahead!". Farragut's objective was to take over Mobile Bay, the Confederacy's last major port open on the Gulf of Mexico. The bay was full of tethered naval mines, which were known as torpedoes at the time. Farragut ordered his fleet to charge the bay.

When the monitor USS Tecumseh struck a mine and sank, the other ships began to pull back. Farragut could see his ships retreating from a high perch on his flagship, the USS Hartford. One of his men shouted through a trumpet to the USS Brooklyn, "What's the trouble?" "Torpedoes!" was the reply. "Damn the torpedoes!" said Farragut, "Four bells. Captain Drayton, go ahead! Jouett, full speed!" The bulk of his fleet succeeded in entering the bay and won the ensuing battle.

So how can you succeed in a recession? There are two things to do: Fully engage your workforce so they are focused on your key objectives; and inspire their passion to achieve things greater than themselves so they overcome the torpedoes in the close water.

If you are focusing on money more than employees, then think again. Your workforce generates your revenue and controls your expenses. The fastest way to generate cash flow is to focus on better engaging your employees. Let's assume you have 20 employees and your annual sales are $2 million. This means your average sales per employee is $100,000. If you can increase employee productivity by 5 percent, then your sales should grow to 2.1 million. That's an extra $100,000 in your bank account in the midst of a recession!

Here is the first step of a simple three-step process to better engage your employees:

Confirm expectations with your employees. Jud Boies, in his book, The Right Side of the Equation, explains how to do this. As a leader, ask your direct reports what you need to do to become the best boss they ever had. These are their expectations, or if they were writing your job description, these might be your key performance indicators. Ask them to limit the list to around 5 items. Each item should be weighted so the total score of the list is 100%. The weighting emphasizes which behaviors they are expecting of you are most important. You do the same for them. Create a similar list for each person describing what that individual specifically has to do to be the best controller, salesperson... you have ever had.

Meet with each direct report one-on-one to discuss your lists. Confirm you understand each other clearly. Then enter a Task for each of your direct reports in Microsoft Outlook to consider your behaviors and confirm you are meeting their expectations on a weekly or bi-weekly basis. Divide your number of direct reports by five and try to assign no more than two direct reports expectations to consider per workday.

The second step to fully engaging employees is to set clear, measurable goals based on your expectations or key performance indicators for them. We call these Goals That Work and the clear statement that defines achieving the goal is a TARGET statement. You can download an explanation of how to write TARGET statements as part of Goals That Work free on www.SuccessWithPeople.com.

The last step to fully engaging employees is to extend their Goals That Work into defining their key priorities for each week. We do this by defining a Success Plan comprised of weekly Do It Now objectives. Do It Now objectives are the most important activities for them to complete each week, based on their Goals That Work. Each Do It Now activity has a due date (Monday, Tuesday…). You can download a sample Success Plan (version 2) free on www.SuccessWithPeople.com.

Follow these steps manually or in our MANAGEtoWIN employee performance management/HRIS software and you will see improvement in your employee's focus on key priorities within two weeks.

This terrible recession that everyone is lamenting about started in December 2007 and is expected to last 18 months. If that prediction is correct, then the recession is almost over. It will end in six months. Therefore NOW is the best time to build momentum in your organization so your workforce takes advantage of the improvement in the economy when it occurs. Only then will you sail past the torpedoes and secure your future.

About David Russell, CEO, www.SuccessWithPeople.com
David Russell is CEO of Success With People and author of two books on how leaders can overcome their addiction to poor management habits. He specializes in helping small-midsize companies increase profits by systematically utilizing employees. His clients include Microsoft, Cisco, Intel, Ingram Micro, Tech Data and Catalyst Telecom. He also works with global nonprofits such as Opportunity International and Christian Children's Fund.

About Success with People
Success With People, Inc. offers coaching, consulting, assessments and services focused on helping entrepreneurs, managers and business owners manage people and priorities more effectively. Our driving passion is to develop life-changing solutions to big problems.

Media Contact:

Contact Tom Harris direct – email or (415) 524-8313



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tGCP Director Joins IONs Effort to Advance Women in Corporate Leadership

Wayne, Pennsylvania (Dec. 22, 2008) — The Global Consulting Partnership today announced one of its directors, Debra Fish, has joined the board of ION (InterOrganization Network). ION is a national consortium dedicated to helping more women advance to leadership positions in the business world, with a focus on boards of directors and executive levels. Dr. Fish also leads the Women on Boards committee of CABLE, Tennessee's largest and most established network committed to connecting women and opportunity.

An expert in business strategy consulting and the leadership competencies needed to execute that strategy effectively, Dr. Fish brings a wealth of knowledge about corporate leadership to ION. "We are delighted to have Debra join us," says Rona Wells, President of ION. "Her experience and training strongly round out our group, enhancing ION's ability to increase the number of women in the upper echelons of corporate leadership."

Mark Brenner, Chairman of the Global Consulting Partnership, says, "Our firm is excited about the opportunity to support this important endeavor for women. We know from experience that many of the characteristics and skills that are most valuable in the corporate world are ones that women possess innately. Companies with more women in leadership are better prepared for success in today's marketplace than their competitors with fewer women in top roles."

tGCP plans to support ION by helping to implement the organization's strategy for growth and increased influence with those responsible for choosing board candidates. tGCP also hopes to augment ION's message by publishing research related to the factors involved in the functioning of successful corporate boards. "With Debra serving on the board, tGCP stands ready to work with ION in whatever ways we can," says Brenner.

About tGCP:
tGCP shows companies how to create an effective business strategy and build the leadership competencies needed to lift profits to the next level . Experts in leadership, team dynamics and executive and organizational development, tGCP's consultants optimize corporate potential for leading names in health care, transportation, finance, legal services and manufacturing.

About ION:
Formed in 2004, The InterOrganization Network (ION) consists of twelve regional organizations in the United States that combine their energies in advocating the advancement of women to positions of power in the business world, especially to boards of directors and executives suites. Additional information about ION can be found at www.ionwomen.org.




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Accurate Background Announces Selection from Right at Home Background screening services offered to Right at Homes national network of offices

LAKE FOREST, Calif., December 19, 2008 — Accurate Background, Inc., a nationwide background screening company, announced today a relationship with Right at Home, a national in-home care and assistance agency.

Accurate Background's selection as a suggested vendor provides all of the Right at Home offices nationwide a comprehensive background screening program designed to protect the senior and disabled individuals they serve. A variety of product options are available at a group rate to meet the needs and diverse legal requirements of all locations.

"We are pleased to be selected by Right at Home for their franchise locations nationwide," says Dave Dickerson, president of Accurate Background. "We understand the importance of running quality background checks on in-home providers and caregivers and are committed to providing superior products, intuitive technology and excellent customer support."

Accurate Background offers a broad selection of background screening products such as criminal and driving history checks, drug testing, credential verifications, and compliance services to ensure their customers are getting the sophisticated information they need.

After spending five months researching, vetting, and piloting multiple pre-employment screening providers, Right at Home's Corporate office found Accurate Background to perform amongst the best in their industry. When asked what stood out about Accurate Background, Blake Martin, vice president of Programs and Services for Right at Home said, "Their technological approach to background checks, economical rates, strong customer service and quality reports made them a good fit for our franchise system."

About Accurate Background
Accurate Background, a nationwide company based in Lake Forest, Calif., is a technology leader in the background screening field and currently has two patents pending for unique industry processes. Offering innovative and cutting-edge background check and security research products to organization's nationwide and globally, they continue to be at the forefront in their industry. Through expert leadership and a commitment to quality information, they have illustrated their ability to meet the needs of their client's in employment screening, vendor certification and fraud prevention. In 2008, they were ranked for the third year in a row on Deloitte's Technology Fast 500 and their pre-employment screening solution was awarded the American Bankers Association's exclusive endorsement through its affiliate, the Corporation for American Banking. They
were also given the notable JCPenney Procurement Supplier Diversity Award in 2007 and recognized as one of the top 13 background screening companies nationwide in HRO Today's Bakers Dozen. For more information about Accurate Background and its products, call 800.784.3911 or visit their web site at www.accuratebackground.com.

About Right at Home
Right at Home is a national organization of locally owned franchises that provide home care to seniors and disabled adults. Our bonded & insured caregivers assist clients with their activities of daily living based upon individual needs. Our flexible services include housekeeping, medication reminders, companionship and personal care. Skilled nursing care is offered through select offices. For more information please visit www.rightathome.net.



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Growing Number of Fortune 500 Companies Make the Switch to iCIMS

HAZLET, N.J. (December 19, 2008) - iCIMS, a leading Software-as-a-Service (SaaS) provider of talent management solutions, today announced that the company has seen a growing number of Fortune 500 companies leave competing providers in favor of the iCIMS Talent Platform. Notable signings include The Guardian Life Insurance Company of America, Marathon Oil, Amazon.com and Interpublic Group. iCIMS' sizeable global presence, coupled with the Talent Platform's ability to manage the entire talent lifecycle through a single web-based system, were key determinants in the positioning of iCIMS as the vendor of choice for these top organizations.

More than 600 companies worldwide use iCIMS' Talent Platform to automate and streamline their talent management needs. The company's Fortune 500 client base is comprised of such industry leaders as FedEx, Occidental Petroleum, Rite Aid, Continental Airlines, Genworth Financial, Whole Foods Market, WM Wrigley Jr., Hershey, Liz Claiborne and Toll Brothers, among others. The recent Fortune 500 wins continue to augment the Talent Platform's growing recognition as the top solution in the talent management space.

"While we are still maintaining our strength in the mid-market, where the majority of our clients have traditionally fallen, this growing shift underscores iCIMS' ability to execute as a leader in the Global Talent Management Space," said iCIMS' Director of Sales, Adam Feigenbaum.

It has been the Talent Platform's ability to manage different languages, workflows and talent initiatives through one easy-to-use system, coupled with iCIMS' experience as a dominant global player, which has drawn top multi-national companies away from competing solutions and onto the Talent Platform. Additionally, the reduced costs and increased efficiencies offered with iCIMS' full talent platform have become increasingly appealing to organizations in today's economy. iCIMS' SaaS delivery and service model ensures clients don't have to invest tens of thousands of dollars to create or support an HRIT infrastructure, nor do they run into cost creep for maintenance, upgrades, or service fees.

"Our growing success with Fortune 500 companies is a direct result of organizations recognizing the long-term value the Talent Platform offers," added Feigenbaum. "Because the platform can scale to address the entire talent lifecycle, clients don't need to supplement their Talent Platform with add-on components as is the case with many competing solutions. This makes the platform a cost-effective yet comprehensive solution for large corporations."

iCIMS' client base has expanded tremendously in recent years; a direct result of the company's commitment to providing the best price-value proposition in the industry. Clients are able to configure the iCIMS Talent Platform around their unique HR goals; powering such initiatives as workforce planning, applicant tracking, on-boarding, performance management, employee surveys and more through one core platform. The company also boasts one of the best customer service ratings in the industry, directly leading to a near-perfect customer retention rate.

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' Talent Platform enables organizations to manage their entire talent lifecycle from applicant tracking through onboarding and beyond through a single web-based application. With more than 600 clients worldwide, iCIMS is one of the largest and fastest-growing talent management system providers in the space. To learn more about how iCIMS can help your organization, visit www.icims.com or view a free online demo at www.icims.com/demo.



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










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Showing your employees the door - to innovation

TORONTO – (December 18th, 2008) Google and Procter & Gamble are showing their employees the door.

It's not what you think.

Google and Procter & Gamble are swapping their employees so they can learn each other's tricks in targeting consumers. Over 20 employees at both companies are participating in the exchange.

It's another phase in open-door innovation that companies are embracing to gain an edge over their competitors in difficult times. Open door innovation is a term coined by Kyle Couch, Vice President Client Learning Experience at The Beacon Group.

In far too many cases, leaders of organizations throw out one of the most over used, and under explained terms "we have to think outside the box." While the premise is correct, in most cases, the follow through is less than stellar. This is the basis for open-door innovation.

When it comes to "out of the box" one of the easiest, cost effective ways to be innovative is to get out of the office - the "box". IDEO founder Dave Kelley once noted that most bosses believe that they can tell who their best employees are by keeping track of how much time they spend at their desk. The reality however is quite the contrary. Employees who get outside of their workspace, and see what other companies, industries, cultures and groups are doing - yes out there in the outside world - will be the most innovative.

Open Door Innovation is based on the premise that re-inventing the wheel takes time. And, your organization doesn't have the time to spare. Not with what's happening in today's economy.

Many companies, now including Google and Procter & Gamble, are adopting this technique to foster innovation and open horizons for their employees.

In Google and Procter & Gamble's case, there's a lot to be gained from the experience.

"There's plenty for each company to learn from each other. Google dominates the search advertising market and Procter & Gamble is America's largest advertiser," said Couch.

"It's absolutely essential for Procter & Gamble to understand how younger generations are interacting with the web," he added. "They can't do that sitting at their cubicles".

During the exchange, Procter & Gamble employees learned that searches with the term "coupon" have increased more than 50% in the past 12 months, likely due to recessionary belt-tightening. Procter & Gamble uses coupons extensively in its marketing efforts.

Google and Procter & Gamble's job swapping was launched last January following a meeting between Jim Stengel, the former Procter & Gamble global marketing officer and Tim Armstrong, president of Google's advertising sales and operations in North and Latin America.

Your HR team can use one or more of the following tools to bring fast-paced, fresh innovation into your organization with open-door innovation:

Open Houses - in Canada, a number of manufacturing facilities in non-competing industries regularly meet to tour each other's plants, to learn new techniques, layouts, and processes. This Benchmarking Consortium has led to a number of process improvements, and a wide range of new techniques.

Networking - With the rise of social networking, and sites including Facebook and LinkedIn, the ability to spread knowledge has increased dramatically. Organizations including McCain Foods and Harley-Davidson regularly meet with other executives in non-formal networking groups, in addition to formal Associations to further increase the rate of knowledge sharing.

Friendly Consulting - Constructive feedback tends to resonate when it comes from a friend. Organizations on the cutting edge including The Globe and Mail, VIA Rail, and others have partnered through McGill University to rigorously analyze each other and provide honest, candid feedback at the fraction of the cost of a formal consultant.

Job Shifting - Whether it is the movement of top executives to the front line within their organization to learn (and remember) how their company actually touches their customer - think Southwest Airlines or a number of Major US Banks, or to take this concept further, Samsung regularly sends its top designers and engineers from Korea to Italy, or the US to work in completely different industries including working with artists, and galleries in order to broaden their scope and approach to their respective roles.

Field Trips - One of the easiest ways to start practicing Open Door Innovation is to take groups of employees on field trips. In many cases, simply picking up the phone and contacting another company of interest and asking if you can set up a time to visit their offices or plant is all it takes. This is precisely what Mercedes-Benz USA does within its management training curriculum. If calling on another organization is too daunting a task, websites such as PlantTourUSA.com list every available business related tour across the United States, broken down by State.

The Beacon Group is an authority and global pioneer in the field of organizational development. Companies across various industries have used the firm's assessment products and advising services to leverage their investment in Human Capital. The Beacon Group specializes in Employee Surveys, 360 Feedback Assessments, Early Talent Identification (ETI), Management Training, and Performance Management Systems. Clients including Mercedes-Benz, McDonald's, Xerox, Sony and SAP have used The Beacon Group's services to grow their thriving businesses. For more information visit www.thebeacongroup.ca

For media inquiries please speak to Michael Sitayeb at 1-866-240-3948 or email at e-mail protected from spam bots




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Layoffs in Family-Owned Companies Pose Unique Challenges, says SDL

DENVER – Dec. 17, 2008 – Layoff news seems to dampen holiday cheer almost daily within major corporations. Yet family-owned businesses—employing the majority of U.S. workers—are also being affected, says Strategic Designs for Learning (SDL).

One resource family firms has to deal with such major decisions is "family councils," a group of family members that can provide valuable input to chief executive officers and boards facing potential downsizing. They can provide strategic and value-based input to assist in decision-making, and help smooth out transitions for affected employees, the business and the community.

"Family-owned companies with active family councils have a significant advantage in facing such critical decisions," said Renée Montoya Lado, founder of SDL, a Denver strategic leadership development and consulting firm with extensive experience as family business consultants and coaches. "The councils and corporate management can have quality conversations regarding their options, how their values will inform their decisions, and if layoffs are absolutely necessary, how they ensure full disclosure with the company and community stakeholders."

Those companies without involved family business councils can make the misstep of implementing a layoff without full communications to family business owners not involved in day-to-day management. Those family members then call to complain to the chief executive officer regarding the decisions and process, and even community groups like charities can be caught off-guard when the expected corporate donation is reduced or withheld.

Family councils can vary broadly, Lado explained, from forums for information and advisory to tightly structured groups instilled with specific authority. Their purpose is to provide the non-managing family stakeholders a forum for participating in the company's strategy and policy.

When councils are created earlier in the evolution of the business, the more valuable and creditable they become. In difficult business decisions such as a layoff, respected and informed family councils can provide needed perspective, reflecting their owners' values of fairness, open communication and commitment to employees as well as the broader community.

About SDL
Strategic Designs for Learning (SDL) assists organizations in assessing, aligning and developing talent. Specific capabilities include strategic leadership development, executive coaching, team development, and succession - with particular expertise working with family-owned businesses. SDL provides a unique integration of leadership assessment, organizational development, coaching expertise, and business knowledge to effectively bridge the gap between business strategy and organizational effectiveness. More information is available at www.strategicdesigns.net.

Contact:
Gail DeLano
Fisher Vista/HRmarketer
831.685.9700
Gdelano(at)fishervista.com

Renée Montoya Lado
SDL
303.347.0103
SDL(at)strategicdesigns.net









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CERTPOINT TO SPONSOR ASTD TECHKNOWLEDGE® 2009 CONFERENCE AND EXPOSITION

Long Island, N.Y., December 17, 2008 – CERTPOINT, a leading global provider of corporate training software and solutions, today announced their participation as a Gold Sponsor of the ASTD TechKnowledge 2009 Conference and Exposition on January 28-30, 2009 at the Rio All Suites Hotel & Casino in Las Vegas, Nevada. ASTD TechKnowledge showcases the latest features, best practices and learning technology available in the e-Learning industry.

As a Gold Sponsor of ASTD TechKnowledge, CERTPOINT will join over 1,400 attendees and 50 exhibitors in educational programs, demonstrations, workshops and a collection of the best and most innovative technologies offered in e-Learning. An annual event since 2001, this year's ASTD TK show will offer new features such as a Learning Technologies 101 Webinar designed to give the basic concepts and grounding for sessions during the show, an Advanced Practitioners Preconference Workshop and a number of educational sessions during the show.

ASTD TK 2009 will offer a series of educational tracks, general sessions, creation stations and learning labs for both the novice and experienced learning professional. New in 2009, TK will hold four sessions on Wednesday, January 28 and Thursday, January 29 titled Professional Development, all intended to enhance personal career goals and achievements in the workplace.

During the show, Senior Sales Executives, Greg Bashar and Stuart Okmin of CERTPOINT will host a demonstration session entitled "The Benefits of Using a Fully Integrated Learning Technology Suite." To take place on Thursday, January 29 at 12:30PM in the Exhibitor Demo Area 1, members of the CERTPOINT team will discuss the benefits of using a fully-integrated learning platform. They will speak on how one solution can streamline the integration process and allow for the delivery, management and tracking of all aspects of people development.

Many workshops and sessions have been expanded and updated from last year's ASTD TechKnowledge 2008 hosted in San Antonio, Texas. Included are Measuring Learning Results: Research Insights for Better Evaluation Design, based on a recent research report and recent research surveying e-learning professionals, and Facilitation Skills for E-Trainer, designed to help improve learner retention and increase participation.

"We are thrilled to be working with the American Society for Training and Development (ASTD) again this year. Our involvement in the past has been nothing but positive and we are confident it will continue," said Brian D. Baloga, Senior Vice President of Sales of 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.

CERTPOINTVLS TM is a global learning technology solution that puts talent and knowledge to work throughout the organization and extended enterprise to increase and measure performance on the job for stronger business results. The suite integrates Learning Management (LMS), Content Management, Competency Management and Collaboration into a seamless learning system for creating, managing, delivering and tracking all online learning activities.

CERTPOINT Systems, the CERTPOINT logo and CERTPOINTVLS are trademarks or registered trademarks of CERTPOINT Systems Inc. and/or its affiliates in the United States and/or other countries. Other names may be trademarks of their respective owners.

About ASTD

ASTD (American Society for Training & Development) is the world's largest association dedicated to workplace learning and performance professionals. ASTD's members come from more than 100 countries and connect locally in 134 U.S. chapters, 26 Global Networks, and 12 Global Partners. Members work in thousands of organizations of all sizes, in government, as independent consultants, and suppliers.
ASTD started in 1943. In recent years, ASTD has widened the profession's focus to link learning and performance to individual and organizational results, and is a sought-after voice on critical public policy issues.


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InterviewStream and Symplicity Partner to Connect Students with Premier Career Resources

BETHLEHEM, PA – December 17, 2008 –InterviewStream.com, the premier provider of video interviewing solutions, today announced new horizons for job-seeking students through an integrated brand-partnership with Symplicity, the leader in career services information management systems. The relationship was established as a result of the growing trend, virtual gridlock—when online resources are unattainable because of the frequent requests for privacy data and passwords. As a result of this vendor integration, career centers around the country can provide students with a more seamless virtual experience and in turn empower students with the best-in-class career resources making the most coveted jobs more attainable and within reach.

For more than a year, Symplicity and InterviewStream representatives have been studying the virtual gridlock theme, which has been widely reported by career-oriented students and respective customers. When online access is denied to students, their resources are limited and therefore education and career advancement suffers. Therefore, the two partner organizations vowed to work together to ensure that participating career service centers across the country feature resources with best-in-class online functionality and ease-of-use. In short, the new integration service allows students to access the InterviewStream Campus interface directly from their Career Services Manager (CSM) student platform, and vice versa offering the most effective career resources on the market to eager students seeking to stand out in a crowded market.

"We are thrilled to offer an integrated solution with Symplicity to further assist students with their practice interviews and the strengthening of their communications skills," said Miles Munz, InterviewStream's co-founder. "Career services centers can now add unparalleled mobility to the list of benefits they offer their students. The vendor-marriage between two of the industry's leading brands establishes career center efficiencies that no other product can provide."

Symplicity has revolutionized career services management information systems. Their Career Services Manager (CSM) unites all facets of the career center under one customizable web-based application. CSM's state-of-the-art recruiting and advising tools have enabled career offices to deliver more services to students and employer than ever before while increasing efficiency and reducing operating costs for the office.

InterviewStream offers candidates the opportunity to review, retry and reconsider their interview skills before applying for a job; ultimately allowing the user to showcase their personality and unique skills with a perfectly crafted custom video interview. Once perfected, the video interview provides the candidate leverage over their paper-resume counterpart.

Now, using any internet-connected computer and webcam, students at participating schools will also be able to conduct virtual "mock" interviews using the InterviewStream technologies at the career center or from the privacy of their dorm room, while the schools will be able to customize the mock interviews using thousands of interview questions from industry-leading HR professionals.

"We are confident that our partnership with InterviewStream will yield participating schools and their respective students' easier access to mock interviewing software," said Ariel Friedler, President of Symplicity. "The highly-respected InterviewStream platform rounds out our package which includes the top career resources available on the market today."

The affordable integration of one or both of the services is as seamless as the service itself and is being implemented at over 400 schools around the country. For more information on InterviewStream's technology, media may contact Kristi Hughes at 215-816-2954 or e-mail protected from spam bots. To learn more about what Symplicity's CSM tool can do and how it integrates with InterviewStream, please contact Matthew Kelley at e-mail protected from spam bots.

About InterviewStream
InterviewStream, LLC (www.InterviewStream.com) is the premier provider of video interviewing solutions. Their product suite of proprietary online technology provides video interview solutions to universities, employers, and workforce investment boards around the globe including nine of the top 10 global MBA Programs and the world's leading global outplacement firm.

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

InterviewStream, LLC is a privately held company headquartered outside of Philadelphia in Bethlehem, PA.

About Symplicity
Symplicity is reinventing information technology (IT) consulting by streamlining development processes and deploying the most advanced and proven technologies. Symplicity is passionate about providing its clients with IT solutions; services and products that enable them to maximize productivity, increase their return on investment, and enhance their relationships with customers and constituents. Symplicity's Career Services Manager (CSM) Deployed at more than 500 institutions, is the first product of its kind that allows institutions to replace half a dozen niche products with a one-stop integrated solution for enterprise wide management of: job postings, on-campus interviewing, employers, clerkships, students, alumni, calendaring, communications, customer relationship, and more. The system is 100% customizable -- fulfilling the unique needs of each and every client.
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Kevin Sessions of TalentQuest Honored as One of Atlantas 40 Under 40 Up and Comers

ATLANTA / December 15, 2008 – The Atlanta Business Chronicle recently named Kevin Sessions, president of human capital management and software solutions firm TalentQuest, to its exclusive list of the "40 Under 40" Up and Comers.

Sessions, who was chosen from among nearly 200 nominees, was recently named president of the integrated human resources consulting and software solutions firm. The 2008 class was announced during a special event at the Grand Hyatt Buckhead in Atlanta on Thursday, November 13.

Each year, "40 Under 40" nominees are selected based on their professional and civic achievements. To make the list, nominees must demonstrate unique and remarkable accomplishments in their professional fields as well as a commitment to making a difference in their business and community. An internal editorial selection committee, aided by leaders in the business community and former 40 under 40 alumni, carefully reviewed each application before choosing this year's Up and Comers.

"Kevin has been a core member of TalentQuest for eight years, and he eagerly embraces new challenges, poses new ideas and identifies unique opportunities," said Frank Merritt, TalentQuest CEO. "His exceptional communication style instantly endears him to colleagues, clients, and friends."

Sessions was recently promoted to President of TalentQuest. In his previous role as Senior Vice President, Sales and Marketing, he generated a 20-30% year-over-year revenue growth for the last four years. As president, he is responsible for overall business management, growth strategies, and the delivery of TalentQuest's integrated solutions. He also oversees Consulting, Sales, Marketing, Public Relations, and the various satellite offices.

In the business community, Sessions is a member of the Technology Association of Georgia, on the Metro Atlanta Chamber of Commerce Board of Advisors, and the Georgia Chamber of Commerce Board of Directors.

"Kevin consistently demonstrates a range of leadership and relationship management skills that are rare for his age, and he upholds and embodies ethics in every action and decision," Merritt added.

About TalentQuest

TalentQuest has been strengthening organizational performance and advancing leadership for more than 35 years by blending the art of consulting with the science of technology. The company's consultants and organizational psychologists deliver fully-integrated human capital management consulting and talent management solutions that span the entire employee lifecycle - from talent selection to leadership succession -enabling organizations to maximize the value of their investment in people. The company provides strategy alignment, assessment and selection, management and talent development at every level to enable clients to increase profitability and competitive positioning, and achieve peak performance.

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Manda Hunt
TalentQuest
(404) 441-3455
manda(a)lenoxcommunications.com




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USNews.com Hosts New Job Search Engine Powered by Simply Hired

Mountain View, CA – December 16, 2008 – Simply Hired (www.SimplyHired.com), the largest job search engine and recruitment advertising network, announced today that it will power a new job search engine for USNews.com, one of the nation's leading sources of service journalism and news. The release will coincide with USNews.com's "Best Careers 2009" Guide released on Friday, December 12, 2008. Through Simply Hired's tool, USNews.com visitors will have access to millions of jobs at http://jobs.USNews.com.

"With Simply Hired, we will complement our outstanding career advice content with actual job opportunities to help our audience advance their careers," says Tim Smart, Executive Editor of U.S. News. "With Simply Hired's extensive job database, our visitors can now search jobs across the web, and, hopefully, find the career of their dreams from USNews.com."

Through the Simply Hired search engine, employers looking to attract highly educated and influential candidates can now post job listings exclusively on USNews.com.

"The Simply Hired Network connects over eight million people each month with relevant jobs, and we're pleased to expand our reach to include the knowledgeable and well-rounded individuals who rely on U.S. News," said Gautam Godhwani, Co-founder and CEO of Simply Hired. "Working with U.S. News will bring our job search technology to a broader set of job seekers as well as give our advertisers access to a new pool of talented candidates."

U.S. News joins the ranks of LinkedIn, MySpace, CNET, the FOX Television Stations, and over 5,000 other content sites and blogs, which use Simply Hired's job search and recruitment advertising technologies.

About Simply Hired
With more than 5 million job listings worldwide and over 5,000 job search partners, Simply Hired (www.SimplyHired.com) is the largest job search engine and recruitment advertising network. The company has exclusive partnerships with MySpace and LinkedIn as well as the largest set of professional apps on Facebook. The company has international sites in the United States, Canada, United Kingdom, Australia and India. Simply Hired has been lauded as one of the "50 Coolest Websites" by Time Magazine and declared "Best of the Web" by Business Week. Simply Hired has raised $17.7M in funding from News Corporation's Fox Interactive Media, Foundation Capital, Garage Technology Ventures and individual investors. The company is privately held and is based in Mountain View, California.

About the U.S. News Media Group
The U.S. News Media Group is a multiplatform digital publisher of news and analysis, which includes U.S.News & World Report magazine, www.usnews.com, and www.rankingsandreviews.com. Focusing on Health, Money & Business, Education, and Public Service/Opinion, the U.S. News Media Group has earned a reputation as the leading provider of service news and information that improves the quality of life of its readers. The U.S. News Media Group's signature franchises include its News You Can Use® brand of journalism and its "America's Best" series of consumer guides that include rankings of colleges, graduate schools, hospitals, health plans, and more.


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Press & Media Inquiries:
Katya White
Marketing Manager
Simply Hired, Inc.
650-930-1019
katya(at)simplyhired.com


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Employment Background Investigations, Inc. Enhances I-9 Solutions with New Interactive 50 State E-Verify Legislation Guide

Owings Mills, MD - December 16, 2008 -- Employment Background Investigations, Inc. (EBI), an industry innovator in global background screening, drug testing and occupational healthcare solutions, has recently enhanced their I-9 screening solutions by unveiling a new, interactive 50 State E-Verify Legislation Guide and Map. EBI's interactive 50 State E-Verify Legislation Guide provides employers with a solid I-9 resource that will help them navigate through the ever-changing immigration and employment legislative landscapes. From one central location, employers can now easily point and cl! ick on a unique link on EBI's Interactive 50 State Map to access a specific
state's detailed E-Verify Legislation Guide. The "Guide" provides detailed summaries of each state's active and/or pending I-9 legislation. State summaries also include important time sensitive materials such as effective dates, links to official state I-9 rulings and access to official government press releases and other media.

EBI's President and CEO, Richard Kurland, stated that "EBI's focus and drive has always been to provide innovative solutions and educational resources to enable our clients and partners to interpret hot-topic background screening issues such as immigration and employment reform focusing on I-9 legislation." Mr. Kurland added, "EBI's 50 State E-Verify Legislation Guide and Interactive Map truly exhibits our focus on industry-specific compliance issues. The combination of our creative solutions and industry knowledge not only differentiates our brand of screening solutions as educational and resourceful, but as pioneering as well."

EBI's Chief Knowledge Officer, Robert Capwell, commented that "Interpreting I-9 legislation without the proper reference guides can be quite a quagmire. We've created our new 50 State E-Verify Legislation Guide to enhance our clients overall knowledge of state specific I-9 legislation and the importance of it to national security, immigration policy and proper hiring etiquette." Mr. Capwell added, "Keeping up on I-9 legislation can also be arduous, so to temper the task, we recommend supplementing our new 50 State E-Verify Legislation Guide with EBI's monthly industry e-publication, 'The Source,' and email addendum, 'The Source Alert.' Our e-publications are aimed at delivering industry news and breaking legislative alerts to keep our subscribers current with all important I-9 legislative and industry happenings."

About Employment Background Investigations, Inc.:
Employment Background Investigations, Inc. (EBI) is a single-source, premier provider of background screening, drug testing and occupational healthcare solutions. EBI specializes in the development and implementation of employment, contractor and volunteer screening programs. From our operations centers in Owings Mills, MD and Pittsburgh, PA, EBI offers a wide array of global and domestic screening initiatives that can be specifically tailored to securely meet even the most stringent screening objectives. EBI's hiring technology and screening solutions are continually enhanced to exceed our clients' expectations.

EBI is a member of the National Association of Professional Background Screeners (NAPBS) and actively involved with the Society for Human Resource Management (SHRM), the Drug and Alcohol Testing Industry Association (DATIA), and the Substance Abuse Program Administrators Association (SAPAA). With European Safe Harbor certification, EBI has positioned itself at the forefront of the global data and privacy protection arena. To learn more about how EBI can help your organization, visit www.ebiinc.com.



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NEW HODES SURVEY REVEALS SOCIAL NETWORKS AS VIABLE RECRUITING SOURCE FOR YOUNGER WORKERS

NEW HODES SURVEY REVEALS SOCIAL NETWORKS AS
VIABLE RECRUITING SOURCE FOR YOUNGER WORKERS

NEW YORK CITY, NY—December 15, 2008-- Bernard Hodes Group, a leading provider of integrated talent solutions, today announced the results of its New Voices Project survey, which measured the workplace attitudes and job search behaviors of the millennial generation. Defined as young adults between the ages of 16 and 29, the millennial generation is considered the most technologically advanced in the workforce, and according to those surveyed, 89 percent stated they spend their free time on social networking sites at least once a week, second only to watching television (91%).

Although most millennial workers (77%) use social media to discuss and share information about entertainment, an increasing number of them (47%) are considering social networking sites as outlets to receive career and employment information, with the majority of that group falling into the 20 to 24-year-old range (53%).

"The New Voices survey confirms assumptions about the millennial generation and the amount of time they spend interacting through online communities. When it comes to engaging and building relationships and trust with this generation of workers, employers need to listen to and participate in the conversations happening in digital communities," said Shannon Seery Gude, vice president of digital and an expert on social media at Bernard Hodes Group. "With that being said, it is important that employers first understand the needs, preferences and influencers of their ideal candidates within different age segments and be very strategic and thoughtful with their interaction, and never compromise authenticity."

The New Voices survey revealed the following breakdown of online social networks usage:

• Facebook is mentioned most by 16 to 19 (81%) and 20 to 24 year-olds (86%) while LinkedIn, a professional networking community, is mentioned most by 25 to 29 year-olds (25%).

• YouTube is visited by many 16 to 19 year-olds (83%) and is visited more by men than women (83% vs.74%).


Before entering into any social networking strategies for recruitment purposes, Seery Gude recommends that companies first listen to the conversations that may or may not exist around their employer brand and assess their existing reputation within online communities.

"Entering into a social media strategy with a baseline understanding of existing conversations is essential to any successful initiative," said Seery Gude. "Companies can do this by conducting an online employer reputation audit and then continuing to monitor the conversations over time, which will help determine the online communities where candidates can best be reached, illuminate the needs of those candidates, and provide direction on topics that candidates are most interested in."

A social media strategy is valuable for more than recruitment purposes. Having a strong online presence also allows companies to lend a critical eye to their brand messaging and discover key attributes through the virtual conversations. This honest communication provides insight into preferred destinations, topics of interest, candidate preferences and the impact of your brand.

To access the executive summary of the Hodes New Voices survey, visit http://www.hodes.com/solutions/research/newvoices_nov08.asp.


About Bernard Hodes Group
Bernard Hodes Group is a leading fully integrated talent solutions provider, Bernard Hodes Group (http://www.hodes.com) offers solutions that often combine multiple service offerings from the Company's core competency areas: Recruitment Marketing; Sourcing/Response Management; Hiring Process Re-engineering; and Staffing Technology (see http://www.hodesiQ.com). All solutions are developed and measured within the company's 360-degree process methodology. The company is headquartered in New York, with over 80 offices and affiliates around the globe. Bernard Hodes Group is a part of Omnicom Group, Inc., (NYSE - OMC) (www.omnicomgroup.com). Omnicom is a leading global advertising, marketing and corporate communications company. Omnicom's branded networks and numerous specialty firms provide advertising, strategic media planning and buying, interactive, direct and promotional marketing, public relations and other
specialty communications services to over 5,000 clients in more than 100 countries. Bernard Hodes Group serves thousands of clients in virtually every industry, helping them to attract and retain talented workers in every skill set.

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FRESHO.COM OFFERS EFFICIENT JOB POSTINGS FOR EMPLOYERS AND RECRUITERS

NEW YORK, New York, December 16, 2008 – in order to help employers fill their vacancies more efficiently during the times of economic decline, job search engine Fresho.com now offers employers to submit their job openings to Fresho.com in bulk using the XML feed. Now large numbers of job openings can be posted easy and free of charge by any company that wants to make its recruiting process more efficient.

With an average 250,000 monthly visitors and growing, Fresho.com can generate significant flow of dedicated applicants for any job opening.

Accepting bulk openings directly from employers is another step taken by Fresho.com to increase the number of job ads available for job seekers. Previously Fresho.com has announced several partnerships with applicant tracking systems, job boards and other partners, all aimed at enhancing the content for job seekers.

In February 2009, Fresho.com will launch online Job Ad Distribution system (JAD) that will be available for recruiters as software as a service (SaaS) solution. The new product will allow distributing job advertisements across the major job search engines and job boards. The new SaaS, called Fresho JAD will allow recruiters to post and manage all their job openings from one place and thus significantly save their time. Recruiters will have full control over their postings – promoting, prolonging or withdrawing openings in different sites will take just few clicks. Fresho JAD will measure return on investment from each posting, providing recruiters with valuable information that will help to make wise decisions and use their recruiting budgets efficiently. Preview of the new product can be seen here – Fresho Job Ad Distribution.

About Fresho.com
Fresho.com lists job openings from a wide range of job boards, applicant tracking systems, direct employers, and recruiters. Currently it has about 250,000 monthly visitors. Job openings can be posted either manually or in bulk. Job seekers can post their CV and find valuable career tips on Fresho.com


Media Contact:
Alan Patera
630-910-4794
e-mail protected from spam bots






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listed above.

Job Searches Increase by Twenty-Seven Percent in November

Mountain View, CA – December 12, 2008 – Simply Hired, Inc., the largest job search engine and recruitment advertising network, released November employment data for location and occupation searches in the United States. Despite the traditional lull in job seeker activity during the holidays, site usage increased by 27% during the two weeks ending November 20, 2008 as compared to the two weeks ending November 6, 2008.

Over the course of these two-week periods, New York topped the list cities with the most searches with an increase of 104%, followed by Sunnyvale, home of ailing internet giant Yahoo and Symantec, with a percent increase of 67%. Sacramento (62%), Miami (58%) and San Francisco (57%) rounded off the top five. The number of searches decreased in a few cities, including Oakland (-37%), Cincinnati (-21%), and San Jose (-13%).

The presence of certain occupations in searches increased as well, with 20 occupations increasing by 25% or more over the two-week periods before Thanksgiving. Searches for entertainment jobs such as actors, athletes, musicians and dancers increased the most (37%) followed by searches for math jobs like actuaries, research analysts and statisticians with a one-third increase. Other occupations with an increased presence in searches during November include production workers (32%), architectural and civil drafters (30%), and hotel jobs (29%). Searches for construction work and forestry occupations decreased slightly over the two-week periods.

About Simply Hired
With more than 5 million job listings worldwide and over 5,000 job search partners, Simply Hired (www.SimplyHired.com) is the largest job search engine and recruitment advertising network. Simply Hired has exclusive partnerships with MySpace and LinkedIn as well as the broadest set of professional apps on Facebook. The company has international sites in the United States, Canada, United Kingdom, Australia and India. Simply Hired has been lauded as one of the "50 Coolest Websites" by Time Magazine and declared "Best of the Web" by Business Week. Simply Hired has raised $17.7M in funding from News Corporation's Fox Interactive Media, Foundation Capital, Garage Technology Ventures and individual investors. The company is privately held and is based in Mountain View, California.

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Press & Media Inquiries:
Katya White
Marketing Manager
Simply Hired, Inc.
650-930-1019
katya(at)simplyhired.com



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SuccessWithPeople.com Offers Invaluable Employee Management Information

Novato, Calif. (December 10, 2008) – SuccessWithPeople.com is offering anyone who registers the chance to improve their employee management and development skills absolutely free.

As the world struggles with economic uncertainty, everyone seems to be offering some sort of solution. Some of these solutions are free, but how many of them are truly helpful? David Russell, CEO of Success With People, Inc. is making a difference by giving away the knowledge he has gained through decades of experience. Corporations such as Microsoft, Intel and Cisco pay Russell to mentor their leaders yet everyone can receive many of his' teachings at SuccessWithPeople.com at no cost.

Every month Russell records new audio, which can be found in the "Free Stuff" section of SuccessWithPeople.com, that provides business leaders, managers and entrepreneurs with vital information needed to achieve success. The audio concentrates on developing every business' most powerful resources, its employees.

December's audio offers a wealth of knowledge which revolves around hiring new talent and mentoring them to become top performers. The message teaches how to hire the right people, set realistic goals, give effective performance reviews and come up with a strategic development plan that is guaranteed to deliver results.

David Russell, CEO of Success With People, Inc. explains, "Even if 2008 was not a challenging year economically, December is always a crucial month for leaders to review their performance for the past year and plan how to achieve their dreams in the year ahead. This month's audio has new ideas for leaders to inspire their people to take greater responsibility for achieving mutually beneficial results. I am using these new strategies not only at work, but with my family. Entrepreneurs in particular should not miss this month's recording."

About David Russell, CEO, Success With People, Inc.
David Russell is CEO of Success With People, Inc. and author of two books on how leaders can overcome their addiction to poor management habits. He specializes in helping small-midsize companies increase profits by systematically utilizing employees. His clients include Microsoft, Cisco, Intel, Ingram Micro, Tech Data and Catalyst Telecom.

About Success with People
Success With People, Inc. offers coaching, consulting, assessments and services focused on helping entrepreneurs, managers and business owners manage people and priorities more effectively. Our driving passion is to develop life-changing solutions to big problems.

Media Contact:

Tom Harris
e-mail protected from spam bots
(415) 524-8313.

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nowHIRE E-Verify Program and I-9 Comply System Ensures Federally Mandated Compliance

DETROIT – Dec. 11, 2008 – Beginning Jan. 15, 2009, the U.S. government will require federal contractors to enroll in E-Verify® to confirm the identity and employment eligibility of both citizen and non-citizen workers in the United States. E-Verify is an Internet-based system operated by the Department of Homeland Security (DHS) in partnership with the Social Security Administration (SSA).

nowHIRE's I-9 Comply™ System is the first offering from an applicant tracking system vendor to deliver paperless I-9 compliance technology and real-time integration with the government's E-Verify system. nowHIRE is a federally approved designated agent, and nowHIRE's E-Verify Program is a government-certified program.

nowHIRE will host a Webcast on Thursday, Dec. 18, 2008 at 10:00 a.m. Pacific time to discuss E-Verify and I-9 compliance with the nowHIRE program. To register for the complimentary Webcast, visit https://www1.gotomeeting.com/register/178764844.

The federally approved nowHIRE I-9 Comply System with the optional E-Verify component is an intuitive Web application that enables employers to verify employee eligibility in seconds. Previously, I-9 compliance was a time-consuming and paper-heavy process. nowHIRE's I-9 Comply offers an automated, paperless and seamless document processing and storage system. The E-Verify Program from nowHIRE is an optional integration with the federal government's E-Verify program and allows organizations to view and directly submit data to the federal E-Verify system. Organizations are able to see results immediately and take the necessary actions.

"In addition to the federal mandate for government contractors, states such as Arizona and Colorado now mandate that employers use the government's E-Verify system for non-federal contractors," said Joseph Impastato, founder and chief executive officer of nowHIRE. "nowHIRE is committed to staying ahead of the government's increased enforcement of employment eligibility by offering our I-9 Comply system."

The Immigration Reform and Control Act of 1986 required all employers to verify the identity of new hires and whether they are legally eligible to work in the United States. Yet fraud and poor verification processes often result in Form I-9 compliance violations.

More recently, the government stepped up criminal enforcement of Form I-9 violations, with penalties ranging upwards to $11,000, prison time, forfeiture of assets and even prison sentences. These consequences, along with the trend towards mandated use and an interest in further automating their hiring systems, are generating increasing interest from employers.

nowHIRE's E-Verify Program electronically compares employee information from the government's paper Form I-9 – name, date of birth, social security number and immigration information – against more than 425 million records in the Social Security Administration database and more than 60 million records in the Department of Homeland Security's immigration databases.

The nowHIRE I-9 Comply system with optional E-Verify Program is available in three versions – a standard version to attach to the nowHIRE ATS, a configurable version that integrates with unique ATS implementations, and a stand-alone version. This means employers can automate and streamline their verification process, regardless of whether or not they have a nowHIRE ATS installed.

For more information about the nowHIRE E-Verify Program, visit http://www.nowhire.com/EVerify.htm.

About nowHIRE
Since 1998, nowHIRE has provided 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 can configure the software to their specific recruiting needs—for hourly, salaried, internal or contingent employees, or any combination thereof.

Media Contacts

Joseph N Impastato II
nowHIRE
586-778-8491 (x15)
joseph.impastato (at) nowHIRE.com

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



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Anderson-davis, Inc. and National Law Firm EpsteinBeckerGreen Announce Strategic Alliance

Denver, Co. / New York (Dec. 11, 2008): A strategic alliance between employee training provider Anderson-davis, Inc. and national law firm EpsteinBeckerGreen will leverage their prominence in the employment law field and strengthen the programs and services offered by Anderson-davis.

Sexual harassment has become one of the most important human resource issues during the past decade, and is now central to the training efforts of every organization in the United States. EpsteinBeckerGreen will team with Anderson-davis to engage in regular, rigorous reviews of state and federal legal developments, in order to stay abreast of new developments and the practical impact of litigation trends.

The announcement was made today by Anderson-davis, a trusted leader in harassment prevention, investigation and respectful workplace training, and EpsteinBeckerGreen, a firm with more than 35 years of providing legal counsel to organizations of all sizes. Anderson-davis also brings a wealth of knowledge to the alliance with more than 28 years of experience in employee training.

"EpsteinBeckerGreen will be involved in our solutions from program conception to product release, participating in review of completed course scripts, correcting errors or omissions and providing ongoing legal updates," said Stephen Anderson, President of Anderson-davis.

Anderson-davis offers complete blended training solutions, including customized training programs on sexual harassment prevention and effective investigation techniques. The company's products and services rely on the latest state law, case law and regulatory guidelines, which made it imperative to form a strategic alliance with a leading law firm.

"In forming our strategic alliance with Anderson-davis, EpsteinBeckerGreen will be deeply involved in highlighting new legal developments," said Jonathan Trafimow, a Member of the Firm at EpsteinBeckerGreen, "such as reviewing legal materials, sharing our courtroom experience and co-presenting with Anderson-davis at future events."

Added EpsteinBeckerGreen co-founder Ronald Green, who manages the Firm's National Labor and Employment practice: "Our alliance will allow us to leverage our depth of experience and knowledge in the employment law field with one of the country's leading anti-harassment compliance training providers, and we look forward to the opportunity to work with Anderson-davis."

"We are delighted to be working with EpsteinBeckerGreen," said Anderson. "As attorneys who handle litigation every day, their experience and detailed knowledge of this legal field will provide an improved level of support for our clients. This relationship will give us the ability to incorporate important changes in the law, and to ensure our courseware immediately reflects these developments."


About Anderson-davis

Anderson-davis, Inc. (ADI) has been an international leader in the areas of harassment compliance, harassment investigations and healing the workplace, and respectful workplace training for more than 28 years. During that time, ADI (www.andersondavis.com) has trained hundreds of thousands of employees and produced award-winning video programs and sexual harassment prevention eLearning courses, always delivering consistent instructional excellence.

About EpsteinBeckerGreen

Founded in 1973, EpsteinBeckerGreen (www.ebglawcom) is a law firm with nearly 400 lawyers practicing in offices in Atlanta, Chicago, Houston, Los Angeles, Miami, New York, Newark, San Francisco, Stamford and Washington D.C. The Firm's size, diversity, and global affiliations allow its attorneys to address the needs of both small entrepreneurial ventures and large multinational corporations on a worldwide basis.

Epstein Becker & Green, P.C., continues to build and expand its capabilities as a law firm focused on five core practices: Business Law, Health Care and Life Sciences, Labor and Employment, Litigation and Real Estate.

Media Contacts:

Anderson-davis, Inc.:
Dennis Barr
(610) 627-0991
e-mail protected from spam bots

EpsteinBeckerGreen:
Josh Karlen, Senior Media Relations Manager
(212) 351-3711
e-mail protected from spam bots

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New Research Reveals Why Pay for Performance is Finally Working for HR

OTTAWA, ON – December 10, 2008 - A new paper by Creelman Research finds that an increasing number of organizations are making pay for performance programs successful through a combination of best practices and technology. By taking a new approach to pay for performance that emphasizes human behavior and leverages technology to simplify administration, organizations have the power to truly drive high performance. Authored by human capital analyst David Creelman, the paper "Why Pay for Performance Can Work at Last," identifies examples of this approach to pay for performance among customers of Halogen Software, a leading provider of web-based employee performance and talent management software.

"We've had the idea of pay for performance for hundreds, or even thousands of years, but the reality is that modern organizations are still struggling with how to actually make it work," said David Creelman. "With the advent of HR software that manages the process along with a new understanding of how to actually deliver these programs in a human way, pay for performance strategies are succeeding like never before."

Traditionally, pay for performance strategies have failed for a variety of reasons. The Creelman paper finds that trend is now changing. Through a combination of best practices and new software technology HR professionals are finally creating pay for performance programs that deliver a more productive, aligned and engaged workforce.

Aprimo, a leading provider of marketing software and services that enhance the productivity and performance of marketing organizations, uses Halogen technology to drive its pay for performance strategies. For this organization, a key part of their compensation and employee performance system is that it provides the data required for decision making. "Managers are making better decisions because they are much more informed," said Leigh Hirnisey, HR Partner, Aprimo.

For more information, download the Creelman Research Why Pay for Performance Can Work at Last white paper.

About Halogen Software

Halogen Software is recognized as a market leader by industry analysts and strongly endorsed by the thousands of HR professionals who use their Talent Management solutions. The company offers a complete suite of web-based products that automate, simplify and integrate performance appraisals, 360 degree 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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ACCOUNTANTS LEARN HOW TO MINIMIZE CLIENT LIABILITIES WITH LAST MINUTE TAX MOVES

Oakland, CA. December 9, 2008 – Perquest, Inc., a payroll service company, will sponsor a one hour, Continuing Professional Education (CPE) Webinar where accountants will learn about recent tax law changes and last minute tax moves that can be used to their clients advantage.

Presenter and tax guru Michael Tucker, CPA, has an extensive background in lecturing and authoring materials on tax analysis.

Tucker will present solutions for a variety of clients including those whose security values have fallen below cost, clients with capital gains from transactions including mutual fund distributions, and share fresh ideas for accountants whose clients have depressed assets.

In addition to identifying the best time to use gift and estate planning vehicles such as defective trusts and contributions to family partnerships, Tucker will evaluate potential savings for clients with a taxable loss, reviewing when the tax loss should be carried back or if the potential savings can be carried forward to 2009 and beyond.

For those clients with taxable income, Tucker will discuss the potential advantages of IRC Section 179 for enhanced expensing deductions and the bonus depreciation deduction.

The one-time, one hour CPE Webinar will be offered on Tuesday, December 16 at 11 a.m. Pacific Standard Time (PST).

Course attendees are eligible to receive one Continuing Professional Education (CPE) credit after passing a brief attendance verification exam within 24 hours of the Webinar.

Although the course is FREE, it is taught as a group lesson and space is limited. Advanced registration is recommended. To register, visit www.perquest.com click on the Register Now link. Registration is easy and can be completed in just a few minutes.

Perquest believes in the power of education and supports on-going professional learning by distributing a monthly publication called Accounting Trends. The no-cost eNewsletter focuses on industry changes, business growth, and other related topics that are pertinent to a wide-range of accounting professionals. There is no obligation, simply enroll at www.perquest.com today.

About Perquest
Perquest is a better choice for payroll. We provide affordable payroll services that eliminate errors, save time and reduce waste. Designed to mirror actual user needs and supported by responsive service professionals, Perquest makes payroll easy. Our commitment to delivering superior service is demonstrated in our user friendly design, platform independent technology, experienced people and industry leading 95 percent client retention rate. For more information please visit www.Perquest.com.

To learn more about Perquest or the free resources, contact Tamara Deverell, Media Contact for Perquest, Inc. at 510.740.6300, ext. 6402.


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HR.com Announces Launch of HCM Investors Forum January 26-28, 2009 at the Green Valley Ranch Resort, Las Vegas

December 9, 2008 Aurora, ON - HR.com announces the launch of the inaugural HCM (Human Capital Management) Investors Forum.

The HCM Investors Forum is a two-day event that highlights the significant financial, economic, political, and technology trends impacting the Human Capital vertical space worldwide.

The HCM Investors Forum will feature the "who's who" in HCM investment, as well as Senior HR Executives and HCM solution providers, in interactive presentations, hot company pitches, and networking sessions that focus on bringing the right financing and expertise to the future leaders in the HCM universe.

The HCM Investors Forum will also host twelve of the "Hottest New Players " handpicked by HR.com along with twenty, six-minute pitches by CEO's from companies seeking later-stage capital, potential acquirers, or strategic business partners.

The goal of the HCM Investors Forum is to match growth company buyers with sellers, and to identify the most promising, innovation-driven, growth investment opportunities. Attendees will also be able to seek out and identify potential beta clients, board members and advisor roles for top HR Professionals.

Who Should Attend
We expect over 120 attendees to the inaugural HCM Investors Forum.

Attendees will be comprised of:

Finance Professionals including institutional investors, private equity groups, venture capitalists, investment bankers, high wealth investors, investment advisors, research analysts and corporate buyers.

Top influencers and HR Executives will be on hand to evaluate advisory roles and board positions, and to develop relationships with leading-edge opportunities for the new generation of HCM applications, and be available to consult, advise, and influence the future of these new HCM applications and services.

HCM solution providers looking for funding, acquisitions, or partnership opportunities.

HCM advisors and professionals including Consulting Firms, Legal Representatives and Accounting Firms.

Industry Analysts, Media representatives, and the Blogging Community will be moderating debates and following the action.

To view the Agenda, CLICK HERE.

To register online, CLICK HERE.

To register by phone, call HR.com at 1-877-472-6648 and ask for Virginia Bourne or Diane Horton.

To inquire about a complimentary pass or the opportunity to present, call Debbie McGrath CEO of HR.com at 1-877-472-6648 x 102

Press Contact:

Diane Horton
Director of Events
HR.com
877.472.6648
e-mail protected from spam bots


HR.com is a free website that is in business to help build great companies by connecting them to the knowledge and resources they need to effectively manage the people side of business. As the largest social network and online community of HR executives (currently numbering over 188,000), we provide thousands of worldwide members with easy access to shared knowledge on best practices, trends and industry news in order to help them develop their most important asset – their people.



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HR.com Announces Disney Institute Track at the Employers of Excellence National Conference January 26-29, 2009

December 8, 2008, Aurora, Ontario - HR.com announces a new track at its prestigious Employers of Excellence National Conference 2009 at the Green Valley Ranch Resort in Las Vegas, Nevada.

Presented by the Disney Institute, this two-day track is entitled "Leading and Sustaining a Culture of Excellence in a Turbulent Economy" and will be held on January 28-29th. The track will provide HR executives with a series of daylong workshops that showcase how HR can positively impact the organizational culture.

To register or view information online, please click here now.

Participants will discover strategies that will help their organizations to fully engage employees and achieve top-box results. These proven Disney best practices will also provide participating companies with creative ways to weather the economic climate and effectively meet the challenges presented by current conditions.

The Disney Institute is a recognized leader in experiential training, leadership development, and benchmarking and cultural change for business professionals across the globe.

Over 1,000,000 alumni have benefited from inspirational Disney Institute programs. In fact, Disney Institute is the third most recognized brand in the training-and-development industry (only AMA and Harvard were higher).

More than half of Fortune 100 companies are Disney Institute clients who have discovered that that Disney's proven best practices stand the test of time and have a measurable impact on their organizations. The program philosophies are easily adaptable to any industry and are taught by dynamic facilitators with extensive backgrounds in Operations, Leadership, and Engagement.

As demonstrated by numerous case studies, Disney Institute programs have helped companies to:
·Achieve change faster
·Double customer satisfaction
·Decrease employee turnover
·Triple operating margins
·Get a critical mass to see and feel what success looks like
·Inspire new ways of thinking
·Benchmark new ideas and philosophies
·Establish specific strategies and tactics

Participation in the program includes:
·Admission to all conference keynotes on those days
·Two full days of Disney Institute track workshops
·All related program materials

To find out more or to register, please click here or go to www.hr.com/attend2009.

About the Employers of Excellence National Conference

The Employers of Excellence National Conference is unique among HR conferences and provides the best opportunity to learn and network in a less trade-show-like, more intimate environment. As always, our focus is on providing attendees with the best content and the opportunity to learn from some of the top people in the industry.

We provide you with the knowledge you need to build, motivate, coach, lead, and manage. You will walk away with real-world solutions to everyday challenges, ready to take back and implement in your workplace. Join your community of HR professionals and leaders from around the world as we share, learn and inspire each other.

If you would like more information, please call Diane Horton or David Whitmarsh at 1-866-472-6648.

Diane Horton
Director of Events
HR.com
877.472.6648
e-mail protected from spam bots


HR.com is a free website that is in business to help build great companies by connecting them to the knowledge and resources they need to effectively manage the people side of business. As the largest social network and online community of HR executives (currently numbering over 188,000), we provide thousands of worldwide members with easy access to shared knowledge on best practices, trends and industry news in order to help them develop their most important asset – their people.







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The Adler Group and iCIMS Partner to Offer Webinar: Sourcing and Strategy -Use Any Downturn as an Opportunity to Build Up Your Pipelines

HAZLET, N.J. (December 9, 2008) – iCIMS, a leading Software-as-a-Service (SaaS) provider of talent platforms, and The Adler Group, a training and consulting firm specializing in helping companies find and hire top talent using Performance-based Hiring, announced today that they will be offering a complimentary webinar to focus on turning any downturn into an opportunity to build up talent pipelines. The webcast, titled, "Sourcing and Strategy - Use Any Downturn as an Opportunity to Build Up Your Pipeline," will be presented by Lou Adler, president of The Adler Group and a notable industry expert, and Phil Rodriguez of iCIMS, on Tuesday, December 8th at 1 P.M. EST, 10 A.M. PST.

The webinar will highlight cost-effective methods and techniques that can continue to help organizations hire and retain top talent, despite the current economic slowdown. Lou Adler will provide insight on how to leverage current technologies, tools, and processes and turn them into new opportunities to build up talent pools. From candidate relationship management techniques to employee referral program best practices, the webinar will also provide listeners with the strategies they need to remain competitive and continue to develop strong workforces. iCIMS will also demonstrate ways in which organizations can leverage their talent management technologies as a cost-effective Candidate Relationship Management (CRM) tool for building and nurturing relationships with prospective employees.

"We are very excited to be able to offer this webcast in partnership with The Adler Group," said Susan Vitale, iCIMS' director of marketing. "Although the current economy is no doubt creating many talent management challenges, organizations can also use this downturn as an opportunity to look for new ways to increase efficiencies in their existing technologies, while implementing new sourcing and CRM techniques that will ultimately translate to more effective and cost-effective recruitment programs."

iCIMS' Talent Platform allows organizations to streamline the entire talent lifecycle from within one web-based application. Users of the Talent Platform can manage a multitude of pre-and post-hire talent initiatives from within one platform, including applicant tracking, on boarding, performance management, and more. In addition, the technology's powerful reporting capabilities allow users to run source effectiveness reports to more easily identify strong sources of talent and create more strategic and effective talent acquisition programs. iCIMS' Talent Platform also features comprehensive and easy to use CRM tools, ensuring that companies can continue to develop their talent pools by allowing recruiters to engage both active and passive candidates.

To register for this webcast, please click here. There is no cost to attend this event and registration is on a first-come, first seated basis.

About The Adler Group:
The Adler Group helps companies around the world make hiring top talent a systematic business process. As the originators of Performance-basedHiring , they offer a full range of training and consulting services for recruiters and hiring managers. Client base includes Fortune 500 clients like Yahoo!, Wells Fargo, and AIG as well as diverse organizations like the YMCA, Broadcom, HealthEast Care Systems, Lloyd's of London, and Red Bull. The Adler Group is an acknowledged leader in sourcing strategy development, recruiting and hiring process reengineering, and recruitment training. For more information, please visit http://www.adlerconcepts.com/

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. The iCIMS Talent Platform is the industry's premier Talent Platform, and enables organizations to manage their entire talent lifecycle from applicant tracking through onboarding and beyond through a single web-based application. With more than 600 clients worldwide, iCIMS is one of the largest and fastest-growing talent management system providers in the space. To learn more about how the iCIMS Talent Platform can help your organization, visit www.icims.com or view a free online demo at
www.icims.com/demo.
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Trademarks and registered trademarks contained herein remain the property of their respective owners




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ARAG Strengthens Legal Plan Market Presence with Appointment of C.J. Mark and Meghann Brady to Key Positions as Sales Directors

DES MOINES, Iowa – ARAG®, a global leader of legal insurance, has announced the appointment of C.J. Mark and Meghann Brady as Sales Directors. In their new roles, they will work with businesses, benefits professionals and brokers to provide legal solutions to address personal legal needs.

ARAG President and Chief Executive Officer Cam Sutton said, "C.J. Mark and Meghann Brady are important additions to our experienced and dedicated ARAG sales team, and will play a strategic role in serving customer needs and expanding our market presence in employer-sponsored and voluntary benefits."

Mark joins ARAG as Sales Director for the Midwest Region, where she will focus her efforts on growing and serving national accounts. Mark has extensive experience in sales and business development with leading insurance, financial services and employee benefits companies. Most recently, she was Health and Group Benefits Practice Leader for Findley Davies and has held key positions with Gallagher Benefit Services and Fiserv Harrington. Mark is based in Michigan.

Brady has been named Sales Director for Mid-Market Accounts and will work primarily with clients that have 3,000 or fewer eligible employees. Brady was previously a Sales Representative for Luxottica Retail, where she sold voluntary vision insurance and was instrumental in increasing revenue, market penetration and brand awareness in the employer marketplace. She is based in Colorado.

"ARAG-commissioned studies show that seven out of ten U.S. employees are dealing with family, financial, home and automobile-related legal needs," Sutton noted. "Legal plans, such as those provided by ARAG, offer a timely, cost-effective resource to resolve or prevent personal legal matters that often contribute to employee stress, absenteeism, presenteeism, lower job performance and productivity, as well as health concerns."

ARAG (www.ARAGgroup.com) has an international premium base of more than $1.75 billion and protects 15 million individuals and their families – worldwide. ARAG offers comprehensive legal plans that provide a smart and trusted path for resolving legal issues. This enables people to protect their families, finances and futures.



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New Research: Employee Job Satisfaction Related to Personal Vision and Self Confidence

ORLANDO, FL--Job satisfaction may depend as much on the physical, emotional, mental, and spiritual resources the employee brings to the workplace as anything that's happening on the job, according to data gathered from 120,000 working adults.

"The people who score in the top 10 percent of job satisfaction report they have a much stronger sense of purpose and vision—a stronger personal story—than those who have lower job satisfaction," says research by Dr. Jim Loehr, chief executive officer of the Human Performance Institute in Orlando, Florida. The source of Dr. Loehr's data, the Full Engagement Profile, is based on concepts in his book, "The Power of Full Engagement."

"People who report the greatest job satisfaction are highly self-confident individuals," said Loehr, who noted an 85 percent correlation between high job satisfaction and self-confidence. "They are not only satisfied with their jobs; they also feel competent in work and life. These two are mutually reinforcing."

He added that employers get only one chance at good selection for their openings, but have a daily opportunity to encourage people towards practices that renew physical energy. They also can encourage employees' self-confidence through training and recognition.

"The catalyst to high engagement seems to come from one's personal story—that voice in the mind that tells the person he or she is in the right place and on the right journey," Loehr said. "While engagement is a highly personal process, employers can offer the tools to help people find it and keep it. And employers can remove the distractions that undermine it."

Inspired by his work with top-flight athletes and others in high visibility, high demand jobs, Dr. Loehr's most recent book, "The Power of Story: Rewrite Your Destiny in Business and Life" explains how to examine and rewrite your "inner conversation" for greater congruence between values and actions.

Loehr's organization found the connection between job satisfaction and personal vision and commitment by studying responses to the statements: "I am happy and satisfied in my job" and "I am fully engaged at work." In addition, people who rate themselves in the top 10 percent of job satisfaction and engagement rate themselves as much as two-and-one-half times higher on commitment, passion, vision, purpose, self confidence and spiritual capacity than those in the lowest 10 percent.

"If the tensions of the job or a discouraging environment take away focus, enthusiasm and time to create positive energy," said Loehr, "the individual with high job satisfaction is at risk of becoming a different kind of employee."

Dr. Jim Loehr is author or coauthor of 14 books, such as "Stress for Success." His Human Performance Institute offers high performance training and development for executives and customizes employee wellness programs for organizations. Dr. Loehr and the Human Performance Institute have been featured in Fortune, Business Week, Harvard Business Review, USA Today, and on Oprah.

Media contact:
Jeff Boswell
407.438.9911 x138

The Full Engagement Profiles are operated by human resource assessment company, Performance Programs, Inc., on behalf of the Human Performance Institute.



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Simply Hired Names Brian Corey as Senior Vice President of Sales

Mountain View, CA – December 4, 2008 – Simply Hired, (www.SimplyHired.com), the world's largest job search engine, today announced that Brian Corey has been named Senior Vice President of Sales. As SVP of Sales, Corey will be responsible for extending Simply Hired's booming pay-per-click advertising model globally.

For the past eight years, Corey managed Monster Worldwide's most successful Enterprise sales teams in terms of overall revenue generation worldwide and goal attainment in the U.S. He was named VP of the Year for three consecutive years in recognition of his leadership and performance.

His superlative endorsements from former colleagues and partners include "capable, conscientious and genuine," "a sales professional of the highest caliber, who leads with vision and inspiration, creative thinking, enthusiasm and a great deal of integrity" and "one of the most engaging, dynamic sales leaders in the online recruitment industry."

"Brian is one of the most highly regarded sales executives in the recruiting industry. We are privileged to have him on board to drive our growing sales efforts," states Gautam Godhwani, CEO of Simply Hired. "His reputation for delivering results for his company, his clients and his partners is only surpassed by his own standards for caring leadership, professionalism and ethics. Brian is very passionate about Simply Hired's goal of helping people find a job they love and we look forward to working with him to build a company that will achieve that mission for job seekers and Simply Hired employees alike."

"I am thrilled to join Simply Hired's seasoned management team of talented entrepreneurs," says Brian Corey, Senior Vice Present of Sales for Simply Hired. "It is exciting to be part of a team devoted to transforming the recruiting business with pay-per-click advertising."

Corey's career also includes 20 years of experience in sales and management at both established corporations and startup companies. He holds a Bachelor of Science with Honors in Marketing from Boston College.

About Simply Hired
With more than 5 million job listings worldwide and over 5,000 job search partners, Simply Hired (www.SimplyHired.com) is the largest job search engine and recruitment advertising network. The company has exclusive partnerships with MySpace and LinkedIn as well as the largest set of professional apps on Facebook. The company has international sites in the United States, Canada, United Kingdom, Australia and India. Simply Hired has been lauded as one of the "50 Coolest Websites" by Time Magazine and declared "Best of the Web" by Business Week. Simply Hired has raised $17.7M in funding from News Corporation's Fox Interactive Media, Foundation Capital, Garage Technology Ventures and individual investors. The company is privately held and is based in Mountain View, California.

# # #
Press & Media Inquiries:
Katya White
Marketing Manager
Simply Hired, Inc.
650-930-1019
katya(at)simplyhired.com


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Financial Stress Is "Significant" for Majority of Workers, LifeCare® Poll Finds

SHELTON, CT, December 4, 2008—More than 90 percent of American workers are stressed about their personal finances (with 57 percent describing their stress as "significant"), most of this stress is related to their ability to pay monthly bills, and the type of support they desire most from employers is emergency financial assistance. These are the key findings of a recent online poll by LifeCare®, Inc., a leading provider of health and productivity solutions for employers nationwide.

The poll was conducted throughout the month of November on LifeCare's private web site, where employees of its 1,500 client organizations were invited to respond. Here are the full results of the poll:

Rate your stress level regarding your personal finances:

- Significant – 57%
- Moderate – 36%
- Low – 7%
- None – 0%

What financial issue causes you the most stress?

- Paying monthly bills/cost of living – 61%
- Investment decline – 13%
- Credit concerns – 9%
- Potential job loss – 6%
- Mortgage issues – 6%
- Other – 5%

What financial resources could your employer offer that would reduce your stress?

- Emergency financial assistance – 34%
- On-site individual financial counseling sessions – 21%
- Training opportunities to improve your employment value – 12%
- Financial advice seminars – 11%
- Information about investment and savings strategies – 10%
- General stress reduction strategies – 7%
- Other – 5%

"It's not surprising that people are feeling stressed about their finances these days but the fact that so many people describe their stress level as 'significant' is reason for concern," said Peter G. Burki, LifeCare's CEO. "From an employer's perspective, stress is bad business because it's such a tremendous drain on health and productivity. Stressed employees experience more health problems and file more claims and they're less effective at their day-to-day tasks. To do nothing about this level of widespread, significant stress is definitely not the wisest course of action."

Fortunately, Burki added, there are programs and resources designed specifically for employers to help workers cope with financial challenges. For example, LifeCare offers clients a comprehensive suite of financial tools and resources including financial counseling on credit and debt issues; information on how to take advantage of state and county programs (e.g., child care subsidies, utility assistance programs, rental assistance programs, food stamps, etc.); and a host of online resources such as interactive calculators and quizzes, a library of guidebooks and articles, audio and video tips, podcasts and more. It also provides stress management resources and 24/7 counseling via its award-winning Call Center.

In addition, LifeCare is now delivering to clients a series of 15 new seminars created by award-winning journalist and nationally recognized financial expert, Jean Chatzky. The seminars, available exclusively through LifeCare, focus on debt, financial planning and successful money management. They offer practical strategies for reducing debt, living within a budget, shopping for mortgages, improving credit, planning for retirement, investing wisely and more. Some seminars focus on providing guidance to women and single mothers, in particular.

"Some of our leading clients have been quite proactive on this issue," Burki noted. "For instance, we've already worked with a few organizations to administer emergency assistance programs and others have asked us to deliver customized, onsite seminars and workshops on a regular basis."

Each month, LifeCare posts a poll on its private web site, asking individuals to share their thoughts and opinions on the latest issues and work/life trends. Past polls have addressed topics such as productivity, work/life balance, healthy aging, flexible work arrangements, and child and elder care needs.

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

LifeCare's CEO, Peter G. Burki, is available for interview.
Media contact: Michael Civiello; 203-291-4170



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Success With People CEO: Auto Bailout is the Wrong Question

Novato, California (December3, 2008) – In an open letter to President-elect Barack Obama, Success With People CEO David Russell urges the incoming President to avoid repeating past mistakes by allowing the auto industry to continue its traditional course.

Much has been written about how much money the United States government should spend to bail out U.S. automakers and how it should be spent. In all the debate about arrogant executives, greedy unions, foolish investors, potential job loss and impact on the economy we overlook what should be the most important consideration.

"The primary objective of any government investment in the U.S. auto industry should be to rapidly remove America's dependence on foreign oil," said Russell. "As President-Elect Obama has stated, our nation needs to become energy independent and better stewards of our environment. The auto industry's demise because of the greed and mismanagement of corporate executives and union leaders provides an opportunity for radical reinvention."

Making energy independence the primary objective of any investment in our domestic auto industry transforms the debate and allows us to focus on the steps that need to be taken quickly. Russell proposes some considerations:

1. The auto industry offers us an opportunity for the "man on the moon" project. We need significantly higher fuel efficiencies, hybrid cars and non-oil fueled vehicles immediately. Let's not miss this chance to show the world America can once again do the impossible.

2. U.S. automakers need to seriously consider entering Chapter 11 bankruptcy to restructure their organizations. Management, union personnel and other employees must be paid based on results, not position or union membership. No compensation of any kind should be promised that is not paid within 30 days of the year it was earned. Debt needs to be restructured. People throughout each organization need to be trained how to work more effectively together to improve efficiencies, inspire innovation and increase profitability.

3. U.S. automobile manufacturers have expertise, facilities and skilled labor. What they lack is a shared purpose. No funding should be given to existing U.S. manufacturers for this project, but rather they should be encouraged to start entirely new corporations that are owned by existing shareholders and make use of existing assets. These new corporations can have new employment contracts for all employees and be dedicated to pursue a new, meaningful corporate objective: Energy independence for America.

4. Government should fund projects to rapidly bring a new generation of automobiles to market. Government should work in partnership to accelerate approval processes while maintaining testing standards. Although U.S. manufacturers should be a priority, foreign manufacturers that develop and build automobiles in America should not be removed from consideration.

5. Lastly, part of the government's investment should be to create retrofit hybrid, alternative fuel or all electric engines for existing vehicles. The automobile industry does not want to consider this, but if our objective is energy independence then retrofitting existing vehicles could be the most rapid method of reducing America's need for foreign oil.

President-Elect Obama has talked a lot about change in his campaign," said Russell. "Change is painful, but the good news is the automobile industry is already feeling the pain. Think about it, why buy a car that gets 20 miles per gallon when you know in 2-5 years you can buy a car that will get 50-100 miles per gallon, or not use gasoline at all? You don't have to create pain in the auto industry to bring about change . . . you just need to respond to it.

"This is an opportunity for Mr. Obama to demonstrate the power of change, fully display his leadership capabilities, harness the power of passionate Americans, and instill confidence for the future of America."

About David Russell, CEO, www.SuccessWithPeople.com
David Russell is CEO of Success With People and author of two books on how leaders can overcome their addiction to poor management habits. He specializes in helping small-midsize companies increase profits by systematically utilizing employees. His clients include Microsoft, Cisco, Intel, Ingram Micro, Tech Data and Catalyst Telecom. He also works with global nonprofits such as Opportunity International and Christian Children's Fund.

About Success with People
Success With People, Inc. offers coaching, consulting, assessments and services focused on helping entrepreneurs, managers and business owners manage people and priorities more effectively. Our driving passion is to develop life-changing solutions to big problems.

Media Contact:

Contact Tom Harris direct – email or (415) 524-8313



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Employee Counseling on Sharp Rise, Reports Corporate Counseling Associates

NEW YORK / December 3, 2008 – As the volume of employee assistance counseling swells, three stories embody an all-too-common theme:

- A stock broker blames his own company for helping to cause the recession; his financial situation, his family and their future have been upended. He describes his situation to an EAP counselor as "fighting fires" constantly both at home and at work.

- A 65-year year old man, recently widowed, is laid off from his banking industry job. Despite supporting a disabled teenage son, he may have to sell his home, and turns to his EAP for emotional support.

- A 37-year old woman calls her EAP with financial and legal issues, particularly a huge credit card debt that she can no longer manage. Her marriage is "over the edge," and she needs referrals to assist with divorce, debt consolidation and depression.

All three stories have a common thread: employees who have turned to their employee assistance program to deal with overwhelming stress. These and other cases are being addressed by workforce consulting firm Corporate Counseling Associates; the provider experienced a 15 percent rise in severe worker stress cases in September and October 2008, compared with the same time frame in 2007.

Even more troubling, the increased volume is accompanied by a rise in severity, say CCA experts. As the firm's utilization numbers climb, so do the severity of work and personal problems. Counselors are working with more suicidal, severely depressed, severely anxious clients—employees and managers alike who are struggling to maintain their work performance.

"People are calling for help with multi-faceted, complex situations, including both financial and psychological issues," said Bob Levy, CEO. "They include families losing their homes, individuals mired in emotional distress, and people with tremendous debt who are experiencing intense anxiety."

CCA is assisting individuals and families with credit and debt management, psychiatric evaluations and medication, and referrals for continued counseling. Counselors are calling 9-1-1 on a weekly basis for assistance with emergency client evaluations and transport to local hospitals—most commonly for acutely suicidal patients. CCA is responding to immediate crises as well as fortifying clients to prevent future emotional meltdowns.

In response to the situation, CCA is also providing on-site services for employees at client organizations, including seminars on money management, stress management amid economic uncertainty, and change management, which addresses how to adjust to new economic conditions and balance work and life needs.

"This is a crucial time for employers to make use of their EAPs and mitigate the risk the current economic crisis presents to their organizations." added Levy. "These employees report their problems are having significant impact on their job performance. CCA's goals are to get these employees back to acceptable job performance and help the organization successfully move forward."

Levy advises employers to use their EAP proactively to deal with critical people issues created by the downturn. "Companies shouldn't make their employees or managers work hard to get help," he said. "Maintain your EAP's visibility and have counselors and services readily available and on-site, if necessary."

More importantly, EAP services are also designed for managers and senior leaders, to help them address the workplace and performance issues that worsen during difficult economic times—retention, dis-engagement, absenteeism, lowered productivity, fear of job loss, resentment towards employers, anxiety and lower morale. Training and consulting for managers is vital during these difficult economic times.

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. Key service offerings include EAP & Work/Life, Risk Mitigation, Learning and Organization Development and Human Capital Consulting. CCA fields a full-time staff of industrial and clinical psychologists, social workers and counseling professionals. For more information, call (212) 686-6827 or visit www.corporatecounseling.com.

Media Contact:
Georgia Critsimilios, Corporate Counseling Associates
212-686-6827






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Axiom Consulting Partners announces the results of its Return on Sales Investment Survey

Chicago, IL, December 3, 2008 – Axiom Consulting Partners LLC announced today that it has released the results of its Return On Sales Investment Survey.

The Return On Sales Investment (ROSI) Survey found that just 12% of large sales organizations sustained revenue growth over the last ten years. The research revealed that the top-ranked sales organizations simultaneously adapt three dimensions of growth capability – sales strategy, sales force productivity and sales force performance, while those that lag appear to focus their efforts in only one or two of these areas.

The ROSI Survey is a self assessment for sales leaders that examines the three dimensions of growth capability. It is deployed in partnership with The Sales Management Association and asks insightful questions to reveal a sales organization's strengths and weaknesses, thereby uncovering opportunities for improvement.

"Axiom is delighted to be releasing the results of the Return On Sales Investment Survey" said Steve Strelsin, President – Axiom Consulting Partners. "With today's weak economy and the ever increasing demand from sales organizations, sales leaders need to be attuned to where the greatest opportunities for improvement lie. The ROSI Survey allows them to do just that."

The ROSI Survey results are available at "Closing the Gaps in Sales Organization Capability"

Self assess your sales organization with the ROSI Survey.

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

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



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Record Number of Professional Services Firms using Best Practices Talent Management to Increase Billable Hours, Improve Retention

OTTAWA, ON —December 03, 2008—A growing number of professional services firms across North America are succeeding at talent management with Halogen Software's Talent Management Suite for Professional Services. Now, hundreds of professional services organizations throughout North America are improving employee retention and organizational goal alignment, increasing billable hours and easily consolidating crucial performance data from multiple sources. In the third quarter of 2008, Halogen's 24th consecutive quarter of year-over-year growth, professional services organizations made up almost 25 percent of Halogen's new customers.

Halogen professional services clients use their talent management solutions to help develop their reputations as progressive, professional and employee-focused firms, attracting and retaining top talent in highly competitive environments. In these organizations performance management is an ongoing day-to-day process, employee development is key, and the link between individual and corporate goals is part of the culture.

Based in Pensacola Florida, O'Sullivan Creel distinguishes itself through its commitment to retaining and developing its more than 170 high-caliber employees. "Every member of our team is vital to achieving the extraordinary goals of our firm, " said Kathy Anthony, Partner with O'Sullivan Creel and 2008 Business Leader of the Year for the Pensacola Bay Area. "Over the past 4 years, Halogen has enabled us to improve the communication and understanding between our employees and the firm, which drives employee satisfaction and retention. Our team values the employee performance management process, viewing it as a roadmap to achieving their personal success in the firm."

In many professional services firms, employees work on several projects or client engagements, with different leaders, in a given year. Halogen eAppraisal Professional Services is the only product on the market that provides both built in project and engagement reviews, and an integrated multi-rater feedback tool. This unmatched functionality enables managers to gather and analyze crucial performance data from multiple evaluators and projects, and have it automatically rolled into the employee's performance appraisal form, for broader, fairer reviews.

Recently named one of South Carolina's Fastest Growing CompaniesSM DeVita & Associates needed an employee performance management system that could accommodate matrixed reporting and project reviews. "As an engineering firm dedicated to the success of our employees, we knew we wanted to move to an online talent management system, but really needed to ensure that the implementation would be simple and not waste valuable time," said Carrie Scott, HR Manager with DeVita. "Halogen was the only vendor that offered a system that was flexible enough to capture our existing processes and that truly addressed the needs of our industry."

For professional services organizations, where billable hours equal revenue, easing the time-consuming burden of paper-based performance appraisals is critical. Halogen's offering enables organizations to automate and streamline workflow, centralize employee performance data, and assist managers in writing meaningful appraisals, saving everyone valuable time.

Halogen customers like management and technology consulting firm North Highland are freed up to focus more time on providing high-value services to clients. As illustrated by consecutive top 4 rankings on Consulting Magazine's Best Firms to Work For list, North Highland sees employees as its greatest asset. "Our growth is tied directly to our clients' success," said Rebecca Arnold, North Highland's Director of Human Resources, "and our ability to help our clients succeed is tied directly to our employees' total focus on activities that add value to their clients' businesses. Halogen has saved us considerable time in terms of our performance management processes. More importantly, it has increased the quality of employee reviews, given us excellent authoring tools and specific competencies for our industry and improved the insight we have into performance."

About Halogen Software
Halogen Software is recognized as a market leader by industry analysts and strongly endorsed by the thousands of HR professionals who use their Talent Management solutions. The company offers a complete suite of web-based products that automate, simplify and integrate performance appraisals, 360 degree 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 i! ndustry 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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CPEhr and New Directions Prepare Veterans for Workforce with Free Career Day

Los Angeles, Calif. – December 3, 2008 – CPEhr, a California HR Consulting firm, and New Directions, a non-profit providing services to U.S. veterans, will be conducting a joint "Career Day" training event on Friday, December 5. The purpose of the event is to assist veterans search for, locate and maintain a job.

New Directions was founded in 1989 and is housed on the campus of the Veterans Administration in West Los Angeles. Its mission is to empower veterans and to facilitate their successful return to families and society; they have teamed with CPEhr to provide their residents with free training to assist them in finding employment.

"We wanted to give our veterans an edge and get them more competitive in this tough economy," says Brigitte Slayton, New Direction's Vocational Program Manager. "Since CPEhr has HR professionals who have worked in many different industries, we felt they were the best choice to give our veterans advice from the employer's perspective, help them overcome obstacles, and help build their self esteem."

The training curriculum includes workshops on various topics, geared towards assisting veterans successfully locate and get a job. Workshop topics include: How to Look For a Job, Putting Your Best Foot Forward, Grooming and Interviewing Etiquette, and How to Keep Your Job. The curriculum was designed by CPEhr, a professional human resources consulting firm that has provided training for California employers since 1982.

"For over 25 years, we have helped local businesses manage their employees, and have helped employees be more successful in their jobs," explains Ari Rosenstein, Director of Marketing at CPEhr. "We wanted to offer that expertise back to the community, and felt that supporting our veterans find jobs would be the perfect way to do it."

Rosenstein contacted the Veterans Administration, which referred him to New Directions' Slayton. After a few discussions, the curriculum was finalized and the "Career Day" was scheduled.

About CPEhr:
CPEhr (www.cpehr.com) was founded in 1982 and is one of the largest, privately owned Human Resources and Professional Employer Organization (PEO) firms in California. With over 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 HR services that include: Employee management, human resources and labor law compliance, payroll and tax administration, benefits administration and compliance, workers' compensation, risk management, training and development and recruitment. By outsourcing their human resources, CPEhr clients are able to focus on executing strategies that deliver profitability and cost-savings.

About New Directions:
New Directions, Inc. (www.newdirectionsinc.org) is a non-profit organization that provides services and programs to assist U.S. veterans with the challenges of life after combat and military service. Since 1992, New Directions has helped veterans by offering them safety, shelter and support, drug and alcohol detoxification, classes in life skills and personal money management, as well as vocational training, job placement, and much more.

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CONTACT:
Ari Rosenstein, Director of Marketing | 310.734.4222 | ari(at)cpehr.com
www.cpehr.com




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Lucas Group Announces Their Executive Recruitment Military Hiring Conference Schedule for December 2008

Lucas Group, an executive recruitment search firm, announces its Military Hiring Conference schedule for December 2008.

December 2008
December 4th – 5th, San Diego, CA
December 8th – 9th, Norfolk, VA
December 8th – 9th, Washington DC
December 11th – 12th, Atlanta, GA
December 11th – 12th, Chicago, IL

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.

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 Non-Commissioned Officers (NCO's), Junior Military Officers (JMO's) and Senior Military Officers (SMO's) into leadership and technical positions across all major industries.

"As many corporations across the country tighten their belts, they are being even more selective about the people they hire to fill strategic positions," said Art Lucas, president and CEO of Lucas Group. "Candidates with military experience who offer unique skills, strong work ethics and integrity are of particular interest as they bring an unparalleled value to the workforce."

Lucas Group has been experiencing a steady stream of job opportunities for its military candidates throughout the year. Areas including, Manufacturing, Operations, Engineering and Information Technology (IT) were responsible for the majority of the hires, with Manufacturing positions accounting for 26% of all military transitions made by Lucas Group in 2008, Operations accounting for 18%, Engineering jobs accounting for 17% and Technical positions accounting for 9% of the jobs placed.

The registration deadline for corporate clients to attend the conference is eight days prior to each event. Companies or military veterans interested in attending a conference should register online for more information at http://www.lucasgroup.com/military or email

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 19 offices across the United States, Europe and Asia, Lucas Group performs search assignments for Fortune 100+ companies, as well as regional businesses and entrepreneurial firms.



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Metropolitan Streamlines The Recruiting Process With Talent Technologys CV Extraction Software for PeopleSoft Enterprise HCM

Vancouver, B.C. and Birmingham, United Kingdom – December 2, 2008 – Talent Technology Corporation announced today that Metropolitan, one of the largest Financial Services organizations in South Africa, is building a stronger candidate pool within their PeopleSoft Talent Acquisition Manager system through automated single-click CV capture using Resume Mirror Extraction Enterprise. Talent Technology Corporation is at the UKOUG 2008 Conference and Exhibition at the ICC in Birmingham, UK.

"For Financial Services companies like Metropolitan, the downturn in the economy means that top talent is increasingly difficult to attract. By recognizing the opportunity to drive a better candidate experience and make it easier to apply for a job through automated CV extraction technology, Metropolitan has captured the high quality candidates they are looking for," said Praj Patel, EVP, Talent Technology Corporation, "This encourages more candidates to complete the entire application and ultimately generates a larger and better candidate pool by capturing CV data accurately within the PeopleSoft database and making it instantly accessible to recruiters."

"With most standard CVs, we've experienced high accuracy of the extracted data," said Bernard Du Toit, Senior Manager, Group HR System Solutions and Support, "It is an excellent tool adding tremendous value to the recruiting process." Resume Mirror Extraction Enterprise also reduces the time Metropolitan's recruiters spend manually entering CV information into the database allowing them to focus on finding and hiring quality candidates. Mr. Du Toit also shared his enthusiasm for the project, stating, "The implementation went very well. We received excellent support from the entire Resume Mirror team."

The full Metropolitan case study is available at http://talenttech.com/knowledge/case_studies.htm.

Media, customers, and partners are invited to meet Talent Technology in Stand 85 for the UKOUG 2008 Exhibition Dec 1-4th and in Stand I for the UKOUG PeopleSoft 2008 Exhibition December 4-5th, both taking place at the ICC in Birmingham this week.

Speaking Session:
On Thursday, December 4th at 14:50, Praj Patel, EVP, Talent Technology Corporation, will be presenting an informative session entitled: "Extending PeopleSoft HCM Solutions to optimize the Recruiting Function" as part of the HCM Stream of the UKOUG PeopleSoft 2008 Conference and Exhibition at the same location. For more information or to read the session abstract, visit http://www.talenttech.com/news_events/events.htm#ukoug_ps.

Processing millions of candidate resumes every month, Resume Mirror Extraction Enterprise is the CV/resume processing and extraction solution of choice for companies in the Fortune 1000, recruiting firms and job boards around the world.

Resume Mirror Extraction Enterprise and Resume Mirror Search Enterprise are available directly from Talent Technology Corporation. To schedule a live demo of Talent Technology's CV extraction and conceptual search technology, visit http://www.talenttech.com/info/demo_request/schedule_demo.asp.

About Metropolitan
Based in South Africa, Metropolitan also has businesses in Namibia, Botswana, Lesotho, Swaziland, Ghana, Kenya and Nigeria. Established in 1898, the company is one of the largest financial services conglomerates in South Africa serving the lower- and middle-income markets. Metropolitan provides life insurance to some 4.3 million clients, making it the country's fourth largest life insurer listed on the JSE. Its life products are distributed through tied agents, direct marketing, brokers and voluntary group schemes. Metropolitan additionally offers employee benefit business, asset management business, and healthcare administration. Learn more about Metropolitan at http://www.metropolitan.co.za.


About Talent Technology Corporation
Talent Technology Corporation is a leading provider of on-demand component recruiting technology for the recruiting/staffing industry and corporate HR departments. Our award-winning Resume Mirror products lead the market in providing resume/CV extraction, resume/CV parsing and conceptual resume/CV 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, including Oracle iRecruitment, PeopleSoft Talent Acquisition Manager (TAM) and Lawson HCM. 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 1.866.747.3375.

###


Oracle and PeopleSoft are registered trademarks of Oracle Corporation and/or its affiliates. All other product and service names mentioned herein may be the trademarks of their respective owners.


Media Contact:
Prajesh Patel
EVP Marketing
Talent Technology
Tel. +1.604.278.4414
Mobile (Dec 2-5, 2008) +44 (0)754.953.2598
e-mail protected from spam bots


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Rideaus own Gordon Green leads Recognition Professionals Internationals first training webinar on Understanding the New Generation Worker

Montreal and New York City, December 1st, 2008 – In today's difficult times, it is crucial to be able to get the most value out of your workforce. On December 9th, Gordon Green, Rideau's EVP of Reward and Recognition Strategy, will lead a webinar on how to use recognition to win the War of Talent by better understanding the New Generation Worker.

By 2011, more than 75 million workers will be eligible for retirement. There is an expected shortfall of 3 million workers between the projected workforce and the number of jobs required to keep the economy moving by 2016.

"It costs between 30% and 300% of a lost employee's salary to replace him. Companies can't afford to loose the precious resources they manage to acquire," said Gordon.

Gordon will teach attendees how to
1. Use recognition to influence the relational value of your corporate culture
2. Use recognition for retention, recruitment and engagement
3. Motivate your new employees to align their behaviors to your corporate values!

As a Recognition Consultant for over 25 years, Gordon Green has become one of the foremost Thought Leaders and Program Strategists in the Recognition & Reward marketplace. His unique combination of both conceptual and practical experience has been instrumental in helping global corporations develop and maintain highly effective employee engagement solutions. He writes, lectures and is frequently quoted on recognition and reward strategies, behavioral alignment to brand strategy, maximizing employee engagement and tactical reward program implementation.

Register here for Gordon Green's December 9th webinar today!


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.




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Marathon Health Joins Forces with New Balance for Employee Health. Associate Health Services Provided at Three Maine Locations

Burlington, VT, December 1, 2008 – Marathon Health, a leading provider of onsite employee health services and technology solutions, announced today that New Balance, a leading global athletic products company, has selected Marathon Health to develop, implement, and manage onsite health clinics for associates at their Norridgewock and Skowhegan, Maine facilities. In addition, the clinic's medical staff will provide services to associates located in Norway, Maine.

"Our commitment to health is woven into the fabric of our business and the athletic products we produce," said Carol O'Donnell, Vice President of Human Resources. "Working with Marathon Health provides our Maine associates with access to 'true' primary care—preventative screenings, health assessments and coaching for reducing risks, assistance with managing chronic conditions, and a trusted clinician to help understand the complexities of our healthcare system. Their commitment to the needs of the individual and their proven ability to help people make positive health improvements made them the ideal partner for advancing the New Balance culture of health and well being."

Services available at the clinic, which will be staffed by a nurse practitioner and medical office assistant, include acute and urgent care, health assessments and coaching, disease management, and access to a comprehensive health technology platform with a Personal Health Record, consumer health information, and interactive health tools.

According to Marathon Health Chief Executive Officer Jerry Ford, New Balance is a perfect fit for our unique approach to employee health. "At Marathon Health, we focus on the needs of each person and provide a customized plan to help them achieve their goals," said Ford. "In fact, our company name reflects our respect for the individual and the dedication and commitment it takes for people to change health habits, much like the dedication and commitment it takes to run a marathon," said Ford. "It is a privilege to serve New Balance in Maine and to help advance the health and well being of their workforce."

About Marathon Health
Marathon Health offers a proven solution for helping employers reduce the total cost of healthcare. Our approach integrates the best practices of onsite primary care, health assessment with risk identification, coaching and advocacy, and disease and condition management for individuals with identifiable and controllable risk factors. Together, these services create a unique worksite health program. The Marathon Health solution produces superior results in terms of reducing the risk profile and preventable claim costs for the population, resulting in substantial Return on Investment for our clients

At Marathon Health, we support our unique onsite health services model with our Health Engagement System™ technology including our eHealth Portal with consumer medical content, interactive diet and fitness tools, and a personal health record, portable from carrier to carrier, and owned by the employee. Our technology is built around a sophisticated clinical decision support tool called Problem Knowledge Couplers, affording providers and patients alike with the information required for a complete problem oriented health record and a tailored plan of health management options for all risks and conditions. For more information please visit www.marathon-health.com .

About New Balance
New Balance, headquartered in Boston, MA has the following mission: Demonstrating responsible leadership, we build global brands that athletes are proud to wear, associates are proud to create and communities are proud to host. New Balance employs more than 4,000 people around the globe, and in 2007 reported worldwide sales of $1.63 billion. For more information please visit www.newbalance.com.

For further information, please contact:
Tracey Moran, Director of Communications
802-857-0459
e-mail protected from spam bots



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Field Trip to Google

TORONTO – (December 2nd, 2008) A name, a verb, a location, and a mantra everyone can repeat. If you have all 4 you're far more likely to succeed.

Recently, I had what I can only describe as one of the greatest opportunities someone in the business world can have. No, not a promotion, in fact I'd even argue it's better than retiring. I had the opportunity to spend time with the good folks at Google. At first I was nervous. Not because of Google, more because of what I'd built up in my mind about Google.

Let's step back for a moment, according to Fortune Magazine, they're the #1 company to work for and the #1 MBA recruiter. They are also a Fast Company Fast 50 (actually a Fast 10) organization. Then, there are the almost legendary perks. Lastly, according to some estimates there was a time they were getting 1000+ resumes a day! What would it be like? Are they just an urban legend? Or are they for real?

While I wasn't able to visit their corporate headquarters in Mountain View California, I was lucky enough to visit their single largest office, in Manhattan. As I stepped out of the taxi on 8th Avenue, I took a gulp - here goes nothing. While crossing the street a 20-something kid is walking beside me, he's wearing faded jeans, sneakers, and a grey hooded sweatshirt with "YouTube" on the front, yes I'm really here.

Moments later I step off the elevator, and a smile crosses my face - this is cool. Over the next couple of hours I tour the space, and I have to say, Google is for real. The entire space is… Googlized. Everything reminds you of where you are. Everything is blue, yellow, green and red, the organization's trademarks. Everything, from the copier instructions, to the meeting room signs, right down to the light switches. There's a games room, drum kits, and razor scooters to get from meeting to meeting. This place has a culture.

Google does not have employees, they have Googlers. They do not act like Computer Engineers, they act Googley. Their only guideline for making the organization and its offerings better - don't be evil. It's that simple. This culture has the tough stuff locked down. They've even got a name for their head office - The Googleplex (sic).

While other organizations strive to develop a strong culture, they should take more lessons from Google. Nothing sums up the need for culture quite like Seth Godin's newest book "Tribes", and that's exactly what Google is - a Tribe. They have a strong identity, one that lures people to the organization, and allows each person to have an ability to affect the company directly. Having this sort of identity creates a real bond to the organization. As long as they keep this up, there is no stopping them.

As I see it, regardless of the state of the economy, Google is going to make it through - with flying colours. While recent reports suggest that Google is starting to reduce some of the "perks" it offers employees, it's hard to believe that anyone at Google would leave because the selection of meals at the Free cafeteria is reduced. They are still rolling out new programs, including their mobile phone platform "Android" as well as their new browser "Chrome". In addition, they are reaching out to other organizations bound for success, including a recent exchange program with P&G.

The bottom line is that they get it at Google. They focus on hiring great people, building a great culture, and getting out of the way. I even asked about the reality of the Google time management program that encourages employees to spend 20% of their time working on what they feel is important, and will ultimately lead to the future success of the organization, the response - absolutely. If there's one thing that Google can bet on in the coming months, to paraphrase their search page, it won't rely on being lucky. Rather they will succeed based on 25,000 of the best minds in the world working to "not be evil", and to keep Google ranked #1.

Kyle Couch is Vice-President of Client Learning Experience at The Beacon Group in Toronto. He had the opportunity to visit Google's Manhattan office in early October this year.

Companies across various industries have used The Beacon Group's assessment products and advising services to leverage their investment in Human Capital. The Beacon Group specializes in Employee Surveys, 360 Feedback Assessments, Early Talent Identification (ETI), Management Training and Performance Management Systems. Clients including Mercedes-Benz, McDonald's, Xerox, Sony and SAP have used The Beacon Group's services to grow their thriving businesses.

For more information or media inquiries about open-door innovation, contact Michael Sitayeb at 1-866-240-3948 or e-mail protected from spam bots



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