Nationwide Reverse Phone Book
Art Koff, founder of RetiredBrains
(here's a
great oldie from Kevin Wheeler) sent us a note back in June. He was
fussed up about the privacy implications of Googles phone lookup
service. Typing a phone number into the Google search bar gets you, if
you're lucky, the name and address of the phone number's owner. An
additional click gets you a map right to their house.
It doesn't work for cell phones or for
accounts that are not listed in the white pages. It does work for most
businesses.
(Read More)
CareerTours, the innovative online recruiting resource recognized for its audio and video job posting "tours," has announced marketing partnerships with web leaders Google, MySpace, Indeed, Simply Hired, Job Target, WorkBlast and Oodle. The new partnerships complement the website's current tools, which help recruiters reach the typically elusive "passive" candidates.
oDesk (www.oDesk.com), an online marketplace that helps companies hire, manage and pay remote workers around the world, announced a new billing and payment center that will make managing remote work relationships easier than ever.
Recent graduates across the country are preparing to start their first post-collegiate jobs and will soon pack their dorm lifestyle for a new office space – but what do their personal habits say about their professional image? MonsterTRAK, the student division of Monster®, the leading global online careers property and flagship brand of Monster Worldwide, Inc. (NASDAQ: MNST) reveals the top ten tips for workplace etiquette.
Deck Chairs: MIVA, Inc., (NASDAQ: MIVA), a global digital media company, announced the promotion of Lowell W. Robinson to Chief Financial Officer and Chief Operating Officer. Mr. Robinson, 58, joined MIVA in December 2006 as Chief Financial Officer and Chief Administrative Officer.
…
You Should Know: US: Taleo (NASDAQ: TLEO), the leading provider of on demand talent management solutions, today announced record financial results for the second quarter ended June 30, 2007.
Second Quarter Highlights Include:
-- Revenues of $31.0 million, an increase of 32% year-over-year, and 8%
quarter over quarter.
-- GAAP net loss of $(1.8) million, or $(0.07) per fully diluted share, an
improvement year-over-year of 4% and 30%, respectively.
-- Non-GAAP net income of $2.8 million, or $0.10 per fully diluted share
compared to a non-GAAP net loss of $(192,000), or $(0.01) per fully
diluted share reported in the second quarter of 2006.
-- Customer base grew to over 1,200 customers with more than 1,080,000
users.
"Taleo's continued momentum during the second quarter was a result of strong demand for our products and solid business execution across the board," commented Michael Gregoire, President and CEO of Taleo. "We produced a quarter with record revenues, while reliably delivering our solutions to over one million users. During the quarter, we added 21 new Taleo Enterprise Edition and a record 167 new Taleo Business Edition customers. We also executed in product development, as we launched Taleo Enterprise Edition 7.5, the biggest release in the company's history. Taleo has shown that it can innovate by developing industry-leading new products, and execute by growing organically and managing operations with precise control. The result is our most successful quarter to date, with Taleo serving more customers than ever before."
Research Results: Think Working Outside of the Corporate Bricks and Mortar Negatively Impacts Employee Engagement? Kenexa Research Institute Says Think Again!
-Research from the Kenexa Research Institute Examines Remote and Home-based Employees' Levels on Engagement -
Research conducted by the Kenexa Research Institute (KRI), a division of Kenexa® (NASDAQ: KNXA), a leading provider of talent acquisition and retention solutions, evaluated home and remote based employees' engagement. The report is based on the analysis of data drawn from a representative sample of more than 10,000 U.S. workers surveyed through WorkTrends™, KRI's 2007 annual survey of worker opinions.
Employees work outside of the office for many reasons including greater work/life balance, family obligations, special work schedule requirements and commuting distance to the office. Although this arrangement delivers benefits to both the employer and the employee, being a remote worker may also have its challenges. For example, do remote or home-based employees feel as though they are out of sight and out of mind, or are they as equally engaged as those who work inside the office?
KRI examined the impact of an employee's office location on their pride in the organization, confidence in its future, willingness to recommend their organization as a place to work and overall satisfaction. Employees who work remotely or from their homes outscored those who work within the bricks and mortar on each of these key indicators. In addition, employees who work remotely or from home are more likely to say they intend to stay with their organization.
The results indicate that among U.S. workers, those who have been with their employer between 3 and 5 years and those between the ages of 36-45 are more likely to work from home. Men are also more likely to work from home.
Actual job functions reporting the highest percentage of employees who work remotely or from home are professionals (accountants, physicians and nurses), managers and those in technical and sales positions. Industries with the highest percentage of people who work outside of the office are business services, financial services (including insurance and real estate) and healthcare services.
Remote and home-based employees feel more favorably that their company has open, honest two-way communication. They also have more favorable opinions of their senior management. They see senior management showing more concern for the well-being and morale of their team members, demonstrating that employees are important to the success of the company, giving employees a clearer picture of the direction the company is headed and as more trustworthy. These employees also feel more favorably that their immediate manager does a good job at managing people, treating people fairly and delivering useful feedback.
"It is clear that with the increase in available technology, a noteworthy number of U.S. workers are telecommuting. Not only are those who telecommute more engaged than those who work in an office, they are much more likely to rate both their senior managers and their immediate managers more favorably. Managers who allow and support telecommuting enjoy a boost in employee appreciation and are seen as notably more employee-centric and competent. This represents yet another weapon in the war for talent," said Jack Wiley, executive director, Kenexa Research Institute.
About Kenexa Kenexa Corporation (NASDAQ:KNXA) provides outsourcing, employee research and software to help organizations more effectively recruit and retain a productive workforce. Kenexa solutions include applicant tracking, employment process outsourcing, onboarding, skills and behavioral assessments, structured interviews, performance management, multi-rater feedback surveys, employee engagement surveys, and HR Analytics. Headquartered in Wayne, Pa. (outside Philadelphia), Kenexa employs more than 1,200 people worldwide. More information about Kenexa and its global locations can be accessed at www.kenexa.com.
About WorkTrends™
The Kenexa WorkTrends™ database is a comprehensive normative database of employee survey results with comparisons on topics including leadership, employee engagement and customer orientation.
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