CollegeRecruiter.com, job board for college students searching for career and internship opportunities, has integrated LinkedIn networking features. Now the students, recent graduates, and alumni, who apply on CollegeRecruiter.com to internships or entry level jobs immediately see who they know at the organization to which they just applied.

Reuters reports that Time Warner Inc said it would split AOL's dial-up Internet and advertising businesses into separate divisions by early 2009, a move that could ease a sale or merger of either business. The AOL split underscores Time Warner's focus on creating content rather than distributing it. The company also has said it plans to shed its cable services division, Time Warner Cable, by the end of the year. Time Warner has also been in talks to combine the AOL advertising business with either Yahoo Inc or Microsoft Corp, while EarthLink Inc signaled last week that it could be interested in buying dial-up businesses.

NPA, The Worldwide Recruiting Network has entered into agreements with Main Sequence Technologies, recruitment technology provider. Plans call for Main Sequence to fully refactor the NPA SplitZone, the current NPA in-house recruiter-to-recruiter sharing platform, into a new generation of technology for NPA member recruiters. Once implemented, NPA members will have a fully integrated database platform with PCRecruiter, a position and candidate sharing platform, and a public facing NPA job board.

PeopleScout, provider of end-to-end recruitment process outsourcing (RPO) and employee retention solutions, reported strong second-quarter results, driven largely by several new multi-million dollar client engagements. Also, scope expansions within the existing client base were a key contributing factor, as nearly 80 percent of the current clients have expanded their relationship with PeopleScout in the past 12 months.

The United States Postal Service (USPS) has selected the AspireHR TalentScout software and eQuest for updating their e-recruiting implementation.

Survey Says
Research conducted by the Kenexa Research Institute found that workers who are not in a union, but favor one, differ in profound ways from those who would rather not join. This study revealed the key differentiators between these two groups, indicating where organizations can intervene in order to avoid third party involvement. As expected, pay, health benefits and overall job and company satisfaction played a role. Workers who wanted to join a union rated their organization lower in safety awareness. Additionally, a strong theme of senior leadership trust emerged, including a trust in senior management's abilities, a belief in their honesty and an environment that supports ethical behavior.

Pro-union employees feel less optimistic about their future with the organization, including the availability of career opportunities. They also had lower scores in items that related to the extent in which the organization demonstrates responsibility and caring for employees, including support for work-life balance and reasonable stress levels. Employees not interested in unionization also feel that they are listened to by their managers and have an opportunity and the autonomy to try new things. Corporate social responsibility efforts also affect unionization-employees who would not join a union reported that their organization made an effort to support the community.