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John Sumser presents the interbiznet Bugler

interbiznet presents The Bugler

February 26, 2007

Strange Things
Read John Sumser's article in the Electronic Recruiting News.

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Reveille and Hyperbole:

RealLife HR announced the winter 2007 release of the RealLife Benefits platform a suite of Web-based applications designed to help human resources (HR) streamline benefits communication, enrollment and administration. The winter 2007 release features enhanced system configuration options designed to help HR better accommodate more complex benefit plans.

Jim Del Rosario-Workforce Solutions, announced the launch of their new web site, The new site provides detailed information about the services and solutions offered by the company and content aimed at helping leaders of Recruiting and HR to better manage the function and organization of talent acquisition.

Former Forrester and Giga Analyst Rob Enderle focuses his technology crystal ball on the enterprise with blog at

Veritude will have a new website and a new Workforce Insights series beginning March 1, 2007.

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You Should Know:
Argea, an outsourcing and business process consulting firm, is pleased to announce that they have moved their headquarters to a larger office facility in Princeton, New Jersey, and they have opened a new office in New Delhi, India. Both moves are in response to recent growth measures.

The Study Says:

Howard Nestler Revises Job Search Parameters
Howard Nestler has concluded an in-depth study of the executive job market as it concerns what he terms 'premium' executives and has come up with some surprising discoveries.

"Most executives I've observed are breaking all the rules of 'brand marketing' when they promote themselves and then wonder why it is that it takes so long to get a job," says Nestler. He goes on to point out that, too often, the job an executive ultimately finds is not as rewarding as their previous one.

Nestle cautioned a group of individuals interested in executive marketing against using conventional methods when navigating the executive job search market. "Everybody gets a job," Nestler told them, "sooner or later. Sadly, it's usually later and, generally, it's a position that is a step down from the candidate's last engagement."

Nestler makes the point that when executives default to using a resume as a means of promoting, they have given up all the advantages that their skill, intellect and experience have provided them. "They become part of the crowd," Nestler asserts. "Imagine a political candidate running for office by merely circulating a resume."

"An executive must begin to see himself or herself as a product with discernable qualities and characteristics that set them apart from the many options a company has in today's job market." Nestler goes on to say that, "Executives must then headline their campaign with these qualities, which is something a resume does not do."

It is Nestler's observation that when an executive promotes by way of a resume, they turn themselves into a generic product that will result in a generic placement. This may be alright for rank-and-file job candidates, but not for men and women of superior capability and intellect who are looking for a challenge in an engagement rather than a set of chores.

Nestler believes that the very first impression a CEO has of an individual will set the tone for everything that is to follow. He says that, "That first impression will dictate what priority the candidate will be given and will most certainly affect the offer made to that candidate."

Press Contact: Howard Nestler
Company Name: Executive Options
Phone: (646) 485-1078

Deep Release:

Over 90% Of Organizations Today Offer Employees Tuition Assistance
Continuing education seen as a valuable tool in employee engagement, loyalty and retention.

The vast majority of recently polled companies (94.1%) offer a tuition assistance program to their employees; and they generally cover associated fees, such as books, labs, tests and administrative costs. In addition, roughly half (54.5%) do not require tuition fees to be refunded if an employee leaves after completing a course.

The Institute for Corporate Productivity (i4cp formerly HRI), in conjunction with, conducted the Tuition Assistance Practitioner Consensus Survey in February 2007. A total of 155 organizations participated.

"These results really show us the value that organizations place in ongoing education. Continuing education serves to increase employee engagement, reduce management costs in time and money and can improve employee loyalty, all of which are key issues when it comes to staying competitive in the ever-changing global business environment," says Jay Jamrog, Senior Vice President, Research at i4cp.

When it comes to how long an employee has to be on the job in order to be eligible for tuition assistance, the responding organizations are almost evenly split into three categories; with about one-third saying that tuition assistance eligibility starts upon hire, another third prior to the end of the first year, and a third at the end of the first year of employment.

For more information about this study, or to receive a full copy of the results, please contact Greg Pernula at (727) 345-2226.

About i4cp, inc.
The Institute for Corporate Productivity (i4cp, inc.) improves corporate productivity through a combination of research, community, tools and technology focused on the management of human capital. With more than 100 leading organizations as members, including many of the best-known companies in the world, i4cp draws upon one of the industry's largest and most experienced research teams and executives-in-residence to produce more than 10,000 pages annually of rapid, reliable and respected research and analysis surrounding all facets of the management of people in organizations. Additionally, i4cp identifies and analyzes the upcoming major issues and future trends that are expected to influence workforce productivity and provides member clients with tools and technology to execute leading-edge strategies and "next practices" on these issues and trends. i4cp is a for-profit company with offices in St. Petersburg, FL. Contact:
Kevin Oakes
CEO, i4cp, inc.
(425) 957-0780

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
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For more Specialty Boards, visit:
Employer's Corner on

Coming Soon:
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
Executive Search Summit 2007 Spring
May 21, 2007
Hotel Nikko
San Francisco, CA
2007 Top Employer Summit
March 22-23, 2007


















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