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John Sumser presents the interbiznet Bugler

interbiznet presents The Bugler

March 1, 2007

What Happened II
Read John Sumser's article in the Electronic Recruiting News.

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Reveille and Hyperbole:
HireDesk, a division of Talent Technology Corporation and an award-winning provider of on demand recruitment and employee selection solutions, announced that Job IT has successfully deployed its system as its recruiting and candidate management tool. Job IT specializes in recruiting for the Information Technology, Engineering, HR and Sales arenas for leading organizations throughout the United States.

EPractize Labs Software, an emerging global provider of Skill Development and Skill Evaluation Products Company releases the range of Business solutions for Internet marketing - Mass MailXpress Personal Edition V1.0.

Management Software announced that recent enhancements have been made to JobOrder's built-in human resources capabilities, including SkillFinder, to keep track of mission-critical data involving employees. JobOrder software delivers powerful benefits in the form of unified and streamlined business processes for greater productivity, profitability and decreased costs.

Deck Chairs:
Parature, the market leader in on-demand customer support software, today announced the appointment of Gary McNeil as Vice President of Marketing. Mr. McNeil will be responsible for all aspects of Parature marketing including branding, lead generation, marketing communications, public relations, analyst relations, customer marketing initiatives and events  . . . 

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You Should Know:
Leading Indian IT companies Wednesday described the 2007-08 union budget as a 'mixed bag', lauding its increased allocation for e-governance but expressing unhappiness over the minimum alternative tax (MAT) imposed on IT firms.

The budget, presented in parliament by union Finance Minister P. Chidambaram, came in for praise for its focus on education, e-governance and ITIs (Indian training institutes), but the 11.2 percent MAT on IT firms fetched negative remarks.

'This budget is a mixed bag. On the fiscal front, there has certainly been great improvement,' said Kris. Gopalakrishnan, president, joint managing director and chief operating officer, Infosys Technologies Ltd.
 India PR Wire

A member of an Independent Network, Accountant Careers delivers a niche market position and expertise in online recruitment for the United Kingdom and Ireland. The dedicated team of experienced professionals offer a strong commitment to all its clients, and work to provide recruiters with an abundance of suitably qualified job hunters. China:

Survey Says:

Bright Employment Outlook for Age 50+ Workers published a Research Paper entitled "Age Bias in the American Workplace: A "Fact of Life" Enters Its Own Phased Retirement." The study, the first of its kind in five years, summarizes findings, and recommendations based on research results from the company's ongoing online survey of mindsets and practices of employers and 50+workers related to real and perceived age-bias.

In its Research Paper, has established the first Age Bias Index©, to serve as a barometer by which developments in the status and perceptions of age bias among employers, employees, and the general population may be measured.

Key Findings and Conclusions of the Age Bias Research Paper

    1) Employers are three times more likely (36%) to report that "age bias is declining" compared to only 12% of workers
    2) While 96% of workers believe age bias to be a problem, a smaller number, 77% of workers "actually have experienced or observed" workplace age bias
    3) With only 17% of employers believed to be making "a conscious effort to attract workers 50 and over," there is a significant opportunity for progressive employers to stand out in an increasingly tight labor market."

Significance of the report
"For some time, age bias has been part of our culture," says Marcie Pitt-Catsouphes, co-director of the Boston College Center on Aging & Work/Workplace Flexibility. "Therefore, it should come as no surprise that negative stereotypes about age can be present at the workplace. The index contributes to our understanding of older workers' experiences with age bias. The survey indicates that the incidence of reported age discrimination is less than workers' as well as employers' perceptions of age bias at the workplace. Furthermore, we are especially encouraged by the study's finding that a large proportion of employers believe that age bias is on the decline." In the paper, Bob Skladany, Director of Research at underscores why age bias may be on the wane, writing employers "know something employees may not know: that long-predicted worker shortages are upon us, and therefore employers must hire more workers age 50+."

Employees and Employers Need One Another
"Workplace age bias is undergoing its own phased retirement," says Tim Driver, CEO of "Older employees are electing to work longer than planned. Employers, meanwhile, increasingly understand the merits of retaining and hiring workers that connect with customers, are dedicated, turn over less often (than younger employees), and hold valuable lessons learned from their prior careers." The report cautions that a symbiotic worker/employer relationship is "vital in healthcare, retail, customer services, sales, financial services, the crafts and trades, engineering, skilled manufacturing, the sciences, education and in government. These areas are already experiencing a shortage of workers while also facing large numbers of retirements in the next several years."

"Age-Friendly" Employers
To further address the talent gap, conducts an Age Friendly Employer Certification© process to identify employers that maintain policies, practices and programs consistent with employment of people age 50 and older are based solely on their proficiency and contribution, and on terms and conditions comparable to younger individuals. Some of the well-known employers that are currently listing jobs on include retailers (e.g. Borders Group, Macy's and Staples), Not-For-Profits (American Red Cross and Mass General Hospital ), and services (Deloitte & Touche, H&R Block, and Hyatt).

Call to Action
With the "Assault on Age Bias" initiative, and in the Paper's Conclusion, calls for "increased research, education, and leadership to enable age 50+ workers to continue to fully participate and contribute to the economic life of our society." Calling on government, private employers, non-profits and citizens to collaborate, Skladany writes: "Labor market demand, global competitive realities, the aging of the U.S. workforce and the desire of older workers to remain gainfully employed, compel our society to remove the barriers, real and perceived, regarding age bias."

Introduced through this report, the Age Bias Index has set a baseline by which to measure and report on the scope and nature of workplace age bias, a factor strongly indicative of our society's tolerance and sensitivity toward our cultural view of growing older. Workplace Age Bias Index

The Workplace Age Bias Index© has a single-minded purpose—to provide a useful yardstick to track the issue of age bias in the midst of demographic factors that will significantly impact the US economy in the next two decades: ? According to estimates from the Bureau of Labor Statistics: By 2012, the number of workers over 50 will increase 34 percent, while the number of younger workers will increase by only 3 percent. ? "Throughout the Western world, the retirement of the Baby Boom generation will create vacancies across industries." (Source: Deloitte "It's 2008: Do you know where your talent is?" 2/06)

The Workplace Age Bias Index focuses on how perceptions of age bias may influence behavior of employers, workers, retirees, job seekers and enforcement organizations.

As the #1 career website for job-seekers aged 50+, provides opportunity, inspiration, community and counsel to people over 50 seeking work to match their lifestyle. Our powerful, easy-to use job board connects experienced workers with thousands of jobs from age-Friendly certified employers. is a strong public advocate and a catalyst to help employers retain, hire, and benefit from an experienced workforce.   The Mature Market

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
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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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