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Today's
Electronic
Recruiting
News
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| Author:
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interbiznet presents the Bugler |
| May 20, 2003 |
Middleware
Read John Sumser's article in the Electronic Recruiting News.
New Combinations
Chicago-based executive search firm DHR International acquires Berke Executive Search, Ltd., specializing in senior-level retained recruitment for global industrial and consumer products companies. Michael Berke, founder of Berke Executive Search, will join the DHR Chicago office as executive vice president.
Reveille
Unicru releases its Workforce Selection and Optimization System for Casual Dining, a new service designed specifically for the hiring challenges facing the restaurant industry.
The Daily Deal reports that Dice Inc. won approval for its disclosure statement at a hearing in bankruptcy court, that a reorganization plan was approved, and a that claim against the company by JupiterMedia Corp. was dismissed.
ComputerJobs.com makes available its new Resume Portfolio system, designed to provide employers with powerful resume management tools and is available at no additional cost to all subscribing clients.
Tesseract Corporation, a provider of human resources software solutions, releases LifeViewHR, a Web-based human resources management product designed to assist HR staff in streamlining business processes.
Is Internet Recruiting Working?
HR.Com reports on this most important question.
Drop A Note
Please send us your company news, personnel changes, and other interesting tidbits.
Your ATS is a brand-building machine,
according to Jeremy Shapiro
Applicant tracking systems (ATS) are about managing candidate flow, right?
Most people assume you invest in an ATS to build a talent pipeline, boost a recruiter's effectiveness,
and lower cost-per-hire.
But according to Jeremy Shapiro, Senior Director of e-Recruiting Solutions at Bernard Hodes Group,
an ATS can have a major impact on your employer brand,
as well as on the relationship you're trying to build with active and passive candidates.
In Shapiro's mind, how an ATS is designed and integrated into your candidate-care program
can be the difference between a talent pipeline bursting with potential-or
one that's dripping a slow death. Read our full interview with Shapiro at:
http://www.hodesiQ.com/branding
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