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John Sumser presents the interbiznet Bugler

interbiznet presents The Bugler

January 25, 2007

Weddle II
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Reveille and Hyperbole:
Nosal Partners LLC - the Executive Leadership Solutions™ firm, Alexander Hughes and the Strategic Executive Search (SES) Group announced a global strategic alliance. Under the agreement, the three firms will partner to deliver executive search services throughout North America, Europe and Asia.

One Economy, a multinational nonprofit that brings technology into the homes of low-income families, announced a strategic relationship with Monster(R), the leading global online careers and recruitment resource and flagship brand of Monster Worldwide, Inc. (NASDAQ: MNST), to bring career tools to economically disadvantaged families. The alliance brings the millions of users on One Economy's self-help portal, "The Beehive," (, access to continuously updated job postings. Under the agreement, a new web portal,, will integrate Monster's core search and match technology with the Beehive's Career Coach.

Job Search site is launching a service that allows Web publishers, including bloggers, to include links to job listings that are contextually relevant to the subject matter of their sites. The service, which is similar to the contextual ad programs like Google's AdSense and the Yahoo Publisher Network, is aimed at smaller publishers with a dedicated reader base, according to CEO Gautam Godhwani.

Deck Chairs:
Veritude, a leading provider of strategic human resources, has promoted Jim McCoy to the position of senior vice president of Veritude's Consulting Services. Veritude's Consulting Services practice provides strategic consulting support to its clients in the areas of Talent Management, Organizational Development and Human Resources.  ...  Axsium Group, Inc., a leading WFM Consulting firm, announced the addition of Steve Wilson to its leadership team as a Consulting Director. Wilson will be responsible for driving continued growth at Axsium and maintaining strategic relationships with Axsium's largest clients. Wilson reports to the Managing Partner, Tim Lett.  ...  Tim Nelson has been promoted to president of Futurestep Asia Pacific and will move from Melbourne, Australia to oversee the strategic development of the firm's operations throughout the region from Singapore.  ...   ...   ... 

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You Should Know:
Futurestep, the outsourced recruiting subsidiary of Korn/Ferry International (NYSE: KFY), announced that it is relocating the office of its Asia Pacific leadership to Singapore, effective April 1, 2007.

The Chartered Institute for IT professionals, the British Computer Society (BCS) has been using ASR's HR software solution for over four years and is very happy with its choice of system.

Established in 1957, BCS is the leading body for those working in IT. With a world-wide membership approaching 60,000 members in over 100 countries, BCS is the qualifying body for Chartered IT Professionals (CITP). Based in Swindon, Wiltshire, the BCS has grown by nearly 20% in the last year, employing around 220 employees, supported by an HR function of three.

Venezuela's unemployment rate closed at 8.4 percent in December, down from 8.9 percent a year ago, the government reported Wednesday.

The total number of jobless Venezuelans in December fell to 1,038,779 while Venezuela's total work force stood at 12,323,877 or 66 percent of the total population, the National Statistics Institute announced. (Business Week)

Deep Release:

Birkman International, Inc. Presents Current Personality Assessment Research

Behavioral assessment tools provider outlines key trends for 2007.

Birkman International, Inc., a global provider of behavioral assessment tools, announced today the release of "Trends in Personality Assessments and Applications," a white paper that explores the use of personality assessments in the workplace and outlines solutions for the greatest organizational development needs of 2007.

With assessment use increasing among U.S.-based organizations of all sizes, corporations that utilize in-depth psychometric personality assessments are primed for organizational development success. Psychometric personality assessments will become increasingly important 7 because this personality assessment measures and reveals individuals' in hiring decisions, team building, leadership development and executive coaching in 2007. Users of the Birkman Method® are equipped to handle the increasingly sophisticated demands of 200motivations, interests, strengths, needs and stress behaviors.

"Trends in Personality Assessments and Applications" explains the increasing applicability of personality assessments and delineates solutions for organizational development needs. More specifically, the paper includes:

  • Information about current assessment use in business
  • Results of assessment use in key functional areas, such as hiring decisions, team building, leadership development and executive coaching
  • Trends for assessment use in 2007
  • "Our report establishes that corporations have embedded psychometric personality assessments in relevant business processes, such as hiring decisions, leadership development, team building and executive coaching," said Richard Goldman, chief operating officer of Birkman International. "These same corporations are poised for organizational development success because assessments can discern personalities and propel leadership development and executive training."

    "Trends in Personality Assessments and Applications" is the first in a series of white papers based on research conducted by Birkman International that consists of data collected by surveys sent to more than 2,500 Birkman corporate customers and partnering consultants during Q4 of 2006. This white paper is available for free download at

    About Birkman
    The Birkman Method® has been in use for over 50 years and has been used by over 2 million people and 5,000 organizations worldwide, including corporations, not-for-profit organizations, governmental agencies and individuals. The assessment accurately measures social behaviors, underlying expectations of interpersonal and task actions, potential stress reactions to unmet expectations, occupational preferences and organizational strengths. For more information: or 1-800-215-2760.

    Media Contact
    Mark Wickliffe
    VP Sales & Marketing
    (713) 331-5583


    Human Resource Trends for 2007
    by Dinah Bailey
    Dinah Bailey is the principal of HR ByDESIGN and has over 10 years experience in human resources. Her experience has granted her an appreciation of what it takes to efficiently streamline HR in smaller businesses. To capitalize on your organization's Human Resources, contact Dinah at 905-452-8813 or visit online at for more information.

    View all articles by Dinah Bailey Brampton - As we are already well into the new year, most company's have strategized and planned out their business goals for 2007. Hopefully, Human Resource initiatives played a part in the planning process.

    2007 HR trends to be considered:

    Employee Retention:

  • Increase employee mobility within the organization and promote rather than recruit
  • Recognize employee's by simply saying "Thank-you" and show appreciation for a job well done
  • Reward employee's with perks such as time off, working from home, etc
  • Motivate by getting employee's involved in various projects, designing their own job descriptions, being involved with setting company goals and allowing for input and feedback
  • Reinforce the team's sprit inside and outside the work environment by planning cultural events, pot luck's, contests, informal gatherings after work, etc
  • Health and wellness programs provide relief from stress and ensure a healthier lifestyle so offer gym memberships, counselling and assist employee's in keeping their New Year's resolutions like quitting smoking for example
  • Provide job sharing, flexible work schedules and tele-work options - employee's will appreciate a better work/life balance


  • Recruit individuals who don't have formal training or experience in the industry and provide training in the field
  • Maintain employee interest in their own advancement by providing tuition assistance reimbursement
  • Manage performance by giving employee's freedom to grow within their roles, provide feedback and input
  • Encourage employee's to do more and strive to be better by continuously learning and improving on weaker skill sets
  • Provide orientation and ongoing training and support to new hires

    Knowledge Base:

  • 2/3 of new jobs in 2007 will be in management as Boomers begin to retire therefore youth and new immigrants will play a critical part in providing the required skill sets
  • Increase in retirement will increase the demand for educational attainments such as trade certificates, university degrees and college diplomas
  • Bilingual worker's are going to be in higher demand in order to allow company's to work more closely with local and international clients
  • Hire and train new immigrants as Boomers begin to retire


  • Increase the base salary of a new hires to remain competitive since unemployment rates are at their lowest in over 30 years
  • Outsource recruitment processes such as screening applicants or recruiting for certain jobs to free up management time for achieving other business goals
  • Encourage retiree's to stay – provide shorter work weeks as an incentive to remain with the company
  • Strategize methods to retain Generation Y's and ensure they see the true value and benefit in staying with the organization

    I've recently discovered a great new method in measuring an employee's energy level and productivity while at work called The Juice Check. This system measures 5 key elements: belonging, support, clarity, value and inspiration. Find out what's holding back your employees by checking out for more details.

    The main elements in human resources remain constant. These include staffing and talent management, employee engagement and recognition, performance management and building leadership capabilities.

    All the best in 2007!

    Dinah Bailey is the principal of HR ByDESIGN. For more information on how to capitalize on your organization's Human Resource requirements, contact HR ByDESIGN by email at or visit online at Brampton News

    Must Read:
    2006 Top Ten Series:
    Amitai Givertz, David Hurst, Scott Dow, Kevin Wheeler, Hank Stringer
    Tim Driver, Steve Levy, Martin Snyder, Don Ramer , Hans Geiskes .

    White Papers and So On:

    Lean Staffing Institute on Referrals from The Empower Network. ATS Sourcing Whitepaper written by Jake Firth of

    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 present Boomers to Bust Age Bias? Baby Boomers Redefine Retirement Guide to Top Specialty Boards Guide to Top Specialty Boards
    Where Top Candidates Seek Career Opportunites
    Accounting / Finance
    Accounting / Finance
    Call Center
    Drivers / Trucking
    Employee Benefits
    Enviro/Occup. Health & Safety
    Health / Medical
    Hispanic / Bilingual
    Hotels / Hospitality
    Regional - Orlando, FL
    Regional - DE, NJ, NY, PA
    Security Clearance
    Tax Specialists
    Telecom / Wireless
    For more Specialty Boards, visit:
    Employer's Corner on

    Coming Soon:
    Talent Unconference
    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
    audio seminar: SAS Institute
    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)
    Annual Conference

    February 13 -16, 2007
    Arlington, VA
    Multicultural Forum 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 RULES
    March 7 - March 8, 2007
    The Harvard Club
    New York City, New York
    Staffing Industry Executive Forum
    March 12-15, 2007
    InterContinental Hotel
    Miami , Florida
    Australasian Talent Conference
    March 20, 21 & 22, 2007
    Hilton Sydney
    Sydney, Australia
    Talent Management Strategies Conference
    March 22 – March 23, 2007
    Grand Hyatt
    New York, NY

    Nursing Management Recruitment & Retention Conference
    May 4-6, 2007
    Chicago Hilton
    Chicago, IL






























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