Recruitment Process Outsourcers
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Reveille and Hyperbole:
Cytiva Software Inc. (CRX:TSX.V), a leading provider of
on-demand recruiting software solutions, announced the availability of SonicIVR, a new module
that combines interactive voice recognition (IVR) capabilities with its leading mid-market recruiting
software solution. Now SonicRecruit clients can utilize advanced voice recognition technology to accept employment
applications and screen applicants over the phone.
SuccessFactors, Inc., the global leader in on-demand performance and talent management solutions, announced SuccessFactors NEXT Labs , a new initiative in user-centric innovation that is solely focused on creating
highly interactive, engaging applications for the companies and individuals that are ‘On SuccessFactors.'
SuccessFactors NEXT Labs has developed more than 30 prototype offerings, several of which have already
been integrated into the SuccessFactors Performance & Talent Management Suite and are available today.
Trend Integration, the foremost provider of telephone-based job candidate screening solutions, announced that Dan Easley has joined the company as its chief technology officer (CTO).
... Moody's Corporation (NYSE:MCO) announced that Jennifer Elliott has been named Group Managing Director for Moody's Investors Service Asia, succeeding Thomas Keller who has been appointed Group Managing Director, Global Project Finance and Structured Finance Business Development. Andrew Kriegler, formerly Moody's Managing Director and Country Manager for Canada, succeeds Ms. Elliott as Chief Human Resources Officer for the Corporation. Donald Carter has been named Managing Director and has been appointed Country Manager for Canada.
You Should Know:
China hopes to transform itself from the world's most populous country into a nation abundant with competitive human capital under a new national strategy for population development.
(The Hindu News Update Service)
Kenexa Announces Pricing of Public Offering of Common Stock
Kenexa Corporation (Nasdaq: KNXA), a leading provider of talent management solutions, announced the
pricing of its underwritten public offering of 3,750,000 shares of its common stock at $31.86 per share
(before underwriting discounts and commissions), all of which were offered by Kenexa. The offering is
expected to close on January 24, 2007. Kenexa has granted the underwriters an option to purchase up to
an additional 562,500 shares to cover over-allotments, if any.
Kenexa intends to use approximately $49 million of the approximately $113.5 million of the net proceeds of the offering to repay all of its remaining outstanding borrowings related to its acquisition of BrassRing LLC on November 13, 2007. Kenexa intends to use the balance of the net proceeds of the offering for working capital and general corporate purposes.
Credit Suisse Securities (USA) LLC acted as the sole bookrunning manager for the offering. Cowen and Company, LLC acted as co-lead manager. William Blair & Company, L.L.C., CIBC World Markets Corp., JMP Securities LLC, Needham & Company, LLC, and Boenning & Scattergood, Inc. served as co-managers.
These shares will be issued pursuant to an effective shelf registration statement. This press release does not constitute an offer to sell or the solicitation of an offer to buy the shares of common stock or any other securities, nor will there be any sale of the shares of common stock or any other securities in any state or jurisdiction in which such offer, solicitation or sale would be unlawful prior to the registration or qualification under the securities laws of any such state or jurisdiction. Any offer, if at all, will be made only by means of a prospectus, including a prospectus supplement, forming a part of the effective registration statement.
Copies of the prospectus supplement and base prospectus relating to the offering may be obtained from Credit Suisse, Prospectus Department, One Madison Avenue, New York, New York 10010 (telephone: (212) 325-2580). A preliminary prospectus supplement relating to the offering has been filed with the SEC, and a final prospectus supplement will be filed with the SEC. Each will be available along with the base prospectus filed with the SEC in connection with the shelf registration, on the SEC's website at http://www.sec.gov/.
Kenexa Corporation provides software, services and proprietary content that enable organizations to more effectively recruit and retain employees. The Company's solutions include applicant tracking, employment process outsourcing, phone screening, skills and behavioral assessments, structured interviews, performance management, multi-rater feedback surveys, employee engagement surveys and HR Analytics. The Company is headquartered in Wayne, Pa.
Forward Looking Statements
This press release includes certain "forward-looking statements" within the meaning of the Private Securities Litigation Reform Act of 1995. These forward-looking statements include, but are not limited to, plans, objectives, expectations and intentions and other statements contained in this press release that are not historical facts and statements identified by words such as "expects," "anticipates," "intends," "plans," "believes," "seeks," "estimates" or words of similar meaning.
These statements are based on our current beliefs or expectations and are inherently subject to various risks and uncertainties, including those set forth in our registration statement and other fillings with the Securities and Exchange Commission - and specifically those under the caption "Risk Factors" in Kenexa's most recent Annual Report on Form 10-K as filed with the Securities and Exchange Commission and as revised or supplemented by Kenexa's quarterly reports on Form 10-Q.
Actual results may differ materially from these expectations due to changes in global political, economic, business, competitive, market and regulatory factors, Kenexa's ability to implement business and acquisition strategies or to integrate acquisitions. Kenexa does not undertake any obligation to update any forward-looking statements contained in this document as a result of new information, future events or otherwise.
One Generation, Many Needs
Marketing demographers took their best shot at the Baby Boomer generation when they were young, up-and-coming adults. Now they're getting the royal treatment once again, as their buying power at a later stage in life bucks traditional trends.
The same playbooks used to reach the Boomer generation 20 years ago can't simply be run again -- needs and wants change over two decades. Marketing research firm Chadwick Martin Bailey believes it has struck on a goldmine of useful information in a recently released survey that groups Boomers into five distinct, new categories.
The five groups singled out by Chadwick are:
Status Seekers -- more than one fourth of the age group falls into this category, one that places a great deal of value on having money and visible marks of prestige.
Traditionalists -- 23 percent of the Boomer population, according to Chadwick. Church-going, frugal, and politically conservative.
Blue Collar Skeptics -- 18 percent of the population, a hard-working and lower-income group.
Activists -- The vestiges of the protest poster children of the 1960s and 1970s, representing 17 percent of the population. The most likely to be interested in liberal political messages and environmental issues.
Achievers -- The smallest group, aggressive users of technology and very goal-oriented.
The firm surveyed 1,000 members of the age group across the country on a variety of questions ranging from their current attitudes about politics and consumer considerations to their life during the 1960s and 1970s and their family environment growing up.
The Chadwick researchers pushed back against the assumption that Boomers could be accurately reached by treating them as a single group. And so do we.
In each of the customer segments, we will see huge variations: Some "status seekers" may have children who are still young, while others have grandchildren. Some "traditionalists" could have a big nest egg yet for others, it's quite modest. Some "activists" avoid all things capitalist, and some, despite voicing a liberal view, still enjoy their toys and comforts.
The Chadwick research gives us a lot of information about all of the members of each segment, but to build a one-to-one relationship and optimize customer value, a firm will still need to understand something more about each of these customers. The goal is not just to know what all our competitors know (e.g. the five segments), but to use that as a knowledgeable springboard to be able to know something about each customer that competitors don't know, and then do something for each one competitors cannot do. The main idea is to anticipate a customer's needs, take her point of view, and become more valuable to each one.
Why the focus?
"Particularly in the last year or so, there has been a reawakening of marketing to Boomers as a group," says Mark Doherty, vice president of Chadwick Martin Bailey. In part, that is because Boomers are credited with being a heavily consumption-oriented bunch, even as they head toward retirement.
"They aren't going into a shell…they're spending money rather than putting money away," adds Martin Murk, Chadwick Martin Bailey project manager.
The researchers say they cannot point to any companies currently evaluating the Boomer market in this way, as they have only recently released their findings to clients and the public. But they hope many companies learn a lesson. "Trying to market to the whole Boomer population probably isn't worth your while as a marketer," Murk says. "Be more specific about whom you're going after, rather than trying to just chase everyone aged 41 to 63."
By Don Peppers and Martha Rogers, Ph.D.
2006 Top Ten Series:
White Papers and So On:
Lean Staffing Institute on Referrals from The Empower Network.
ATS Sourcing Whitepaper written by Jake Firth of JobsInLogistics.com.
Staffing Strategies: Can You Find, Recruit, and Retain the Talent You Need?
Authoria's complimentary white paper
Multigenerational Recruiting Slide Presentation done at OnRec by John and Bridget Sumser.
Virtual Edge offers
7 "Must Haves" of Next Generation Power Recruiting Technology and many other White Papers.
interbiznet and RetirementJobs.com present
Boomers to Bust Age Bias? Baby Boomers Redefine Retirement
TopUSAJobs.com: Guide to Top Specialty Boards
January 25, 2007
Electronic Arts Campus
Redwood Shores CA.
2007 Corporate Image Conference|
January 25 – January 26, 2007
Westin New York at Times Square
New York, NY
Performance Management in Government:
Moving the Dials to Drive Real Results
Wednesday, January 31, 2007
11:00 AM - 12:00 PM
Corporate Recruiting & Staffing
Leadership Corporate Academy
February 6, 2007
Pepperdine University, Los Angeles, CA
Other Dates and Locations Available.
Human Capital Management Defense (HCMD) |
February 13 -16, 2007
on Workplace Diversity |
February 20 - 21, 2007
St. Paul Rivercentre
St. Paul, Minnesota.
Strategic E-HR Conference |
Using Technology for Comprehensive Talent & Performance Management
February 28 – March 1, 2007
Coronado Island Marriott
San Diego, CA
2007 AESC Americas Conference: THE NEW
March 7 - March 8, 2007
The Harvard Club
New York City, New York
Staffing Industry Executive Forum|
March 12-15, 2007
Australasian Talent Conference|
March 20, 21 & 22, 2007
Talent Management Strategies Conference
March 22 – March 23, 2007
New York, NY
Nursing Management Recruitment & Retention
May 4-6, 2007
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