Recruiter News Line

Orlando, FL - Power Applications (http://www.powerapplications.com) has reached the final stages of development and is working out the last minute kinks before the site launches within the next thirty days.

The internet marketing and advertising company was devised to provide employers with a revenue-sharing opportunity as they search for new employees. Power Applications assists employers in setting up personal company employment sites with their available job postings and then Power Applications takes the reigns from there. With a team of professional copywriters and media buyers, Power Applications advertises their clients’ job postings and maximizes the traffic that the ads receive.

With a little twist in the job board equation, Power Applications provides the service free of charge and offers the opportunity to earn money by recruiting new employees. The more people that are drawn to the ad the more money the employer is making. Every month employers will receive a check based on the percentage of ad revenue they generated.

Offering a new solution for expensive job boards, Power Applications caters to both the small businesses that can’t afford to advertise as well as the corporate giants. This alternative gives all companies the chance to recruit and gain ad revenue.

Absolute Professional Staffing, Inc. has commenced business operations to provide Property Management with complete and innovative solution for recruitment. A full service recruiter company, Absolute Professional Staffing delivers unique, cost effective solutions to property management leader seeking new candidate. The industry understands APS is a vital tool they can use for creative solutions to find suitable, experience and skilled candidate.

At Absolute Professional Staffing, service begins with an educated understanding that your business has unique needs and ends with your unconditional satisfaction. APS proves a solution to deliver ideal candidate at a competitive rate. APS has all types of candidates, Regional Managers, Property Manager, Bookkeeper and more.

AP Staffing, Inc. is a company that specializes in the temporary and permanent staffing services. APS employ operational excellence to temporary and direct hire job place services. APS help property management minimize human resources costs by:
•   Reducing Administrative Overhead
•   Minimizing the Recruiting Process
•   Optimizing Human Resources Operations
•   Increasing Productivity
•   Saving time In the Process

On July 8, 2008 at 2 p.m. HRSentry will be hosting a free webinar that will discuss both the importance and steps to creating and implementing an effective employee orientation program. Employee retention and productivity can be impacted by a number of different organizational forces, which start the moment the employee steps in the door to interview for the job. One of the most important things to remember is that first impressions can set the tone for the whole experience. You want to make sure that both the employee and the organization are on the same page and know what to expect from each other.

Get started with your employee orientation program by going to the http://www.hrsentry.com and clicking the link “Register Now” tab on the right side of the page.

The Webinar will be presented by Brenda Sabin and run for about one hour. Participants will receive a free 30 day trial of the HR Made Simple Kit. Email support@hrsentry.com or visit the HRSentry Homepage with any questions regarding the upcoming webinar.

Source: PRLog

Jun 24, 2008 – For the first time in history, there are four generations in the workplace: The Vets, the baby boomers, the gen X’ers, and the millennials (or Gen Y). Is there a generational disconnect in your company?

In an in-depth interview podcast on Total Picture Radio, http://www.totalpicture.com/content/view/556/214/ Stan Smith, whose responsibility at Deloitte is to study demographic and workforce attitude trends, presents practical ways to deal with the generational divide, and what companies must do to be competitive recruiting top talent. Mr. Smith is the author of a new book published by Deloitte titled: “Decoding Generational Differences, Fact, Fiction, or Should We Just Get Back To Work?”

In the podcast, Smith tells Peter Clayton, the host of Total Picture Radio, “I came to the topic of generational differences as a true skeptic… the research findings convinced me that organizations of all shapes and sizes have much to learn if we are to attract and keep the talent we need to succeed. And, by the way, it’s not all about the millennials… it’s really about everyone in the workforce.” Stan Smith should know: Deloitte is a major employer of young adults, and over 80% of the firms external client-facing employees are under the age of 35.

Much of the podcast centers on the fact that the latest generation of young professionals entering the workforce don’t buy what corporate America is trying to sell them for career opportunities. In his book, Smith structured three divides to discuss these issues: technology, attitudes toward business, and consumer attitudes.

The technology divide is significant, according to the author. “Millennials are gamers: they grew up with computers and cell phones, and playing video games… They grew up playing games of chance. A probability algorithm has been built into almost every game they’ve played… and gamers are twice as likely as boomers to believe success is life is due to luck.” Smith writes in his book, “This prepares them to shrug off pretty serious setbacks (remember the dot-com bust?) as learning experiences in which their luck just ran out. It also teaches them to analyze the game they are playing and, if the odds don’t seem good, to look elsewhere.”

If you are looking for solid research, and a concise portrait of today’s workforce dynamics, Decoding Generational Differences is a must read. The podcast with Stan Smith, and information on ordering the book, can be found in the Connections Channel of Total Picture Radio, http://www.totalpicture.com, and on TPR’s channel on iTunes.

Source: PRLog

Jun 23, 2008 – CLEVELAND, Ohio – The Employment Guide® (www.EmploymentGuide.com), a division of Dominion Enterprises, has announced a partnership with myStaffingPro for www.CareersInGear.com, Employment Guide’s Web site dedicated to over the road truck drivers. This partnership expands the service offerings for both companies servicing employers of transportation professionals.

“This relationship will make it easier for our customers to provide us their job postings,” says Jeff Littlejohn, vice president and general manager of The Employment Guide. “myStaffingPro is very easy to work with and provides some unique applicant tracking features that our clients will embrace.”

The integration allows employers to easily distribute their jobs to Web sites powered by The Employment Guide, including EmploymentGuide.com, CareersInGear.com, WiserWorker.com, and HealthCareerWeb.com. The result is a more efficient hiring process, which will save companies time and money.

“The ability for our company to provide feeds to the suite of niche products provided by The Employment Guide will benefit our clients, especially those managing a great deal of hourly hiring,” said Jenni Roof, senior account manager for myStaffingPro.

Source: PRLog

Jun 23, 2008 – Tampa, FL – Sixty days after the Web site’s initial launch to a limited number of applicants and employers, Applicant Tree is ready to move into its second phase.

“We’re very pleased with how the site performed for the first sixty days,” company president Jen Cooper said. “There’s only so much quality assurance you can do and only so much consumer research you can do until you have to put the product in front of people and see how they react. Luckily for us, we endured this part of our development with very few issues.”

The company has streamlined its process to reflect practical consumer needs based on their initial experience with the Web site. “It’s been the first time we’ve had people interact with the site so we’re learning from that, taking our notes, and making the changes. We’ve had some hiccups, but far less than we originally anticipated,” Cooper said.

Applicant Tree is a job board that pays applicants each and every time employers download their complete resumes. Employers peruse the Web site, looking for a good match to their open position, judging candidates on their work history and education, and then pay a small fee (between five and a hundred dollars) to get the contact information. Half of that fee is then passed along to the candidate.

“We’re excited about the transition to the next stage in our business and look forward to the challenges of growing into the number one job board on the internet,” Cooper concluded with.

Source: PRLog

June 22 /PRNewswire-USNewswire/ — Despite recent challenges to the economy, employers are managing to maintain a balance in employee benefits, according to the 2008 Employee Benefits Survey released today by the Society for Human Resource Management (SHRM) at its 60th Annual Conference.

“Rising health care costs, combined with the state of the economy, are causing more employers to adjust health care and financial benefits,” said Susan R. Meisinger, SPHR, president and CEO of SHRM. “But in return, employers are offering other valuable but less costly benefits, such as telecommuting, cross-training for non-job-related skills development, and allowing employees to bring their children to the office in emergencies.”

Benefits that declined in 2008, such as health screening programs; stock options; paid family, adoption, paternity leave; and legal assistance, were balanced by benefits that have increased in popularity this year. They include allowing personal use of company-provided cell phones and communication devices; on-site vaccinations; fitness center membership reimbursement or subsidy; and Roth 401(k) savings plans.

The Employee Benefits Survey, published annually by SHRM since 1996, gathers information on the types of benefits that employers are offering in 10 benefits categories. This year’s survey, which documents 257 different benefits, reflects responses by 996 randomly selected members of SHRM.

Key findings in this year’s survey are below:

– As the modern definition of family changes, organizations are adjusting their benefits: 36 percent offer health care coverage for both same-sex partners and for dependent grandchildren. In addition, 30 percent offer health care benefits for foster children, and 15 percent give paid
adoption leave.

– Organizations recognize the importance of work/life balance. For instance, 62 percent pay for long-distance calls home during business travel; 37 percent offer a compressed work week; 24 percent offer such benefits as postal services, legal assistance, and food services or a subsidized cafeteria; and 5 percent offer concierge service.

– Organizations are helping employees improve their health. For example, 72 percent offer wellness resources and information; 40 percent offer smoking cessation programs; 31 percent offer weight-loss programs; and 21 percent offer bariatric procedure coverage.

Human resource professionals report that benefits costs to employers average 39 percent of payroll. Of those costs, 21 percent are attributed to mandatory benefits, and 18 percent to employee-selected benefits.

Colonial Life is the exclusive sponsor of the Society for Human Resource Management’s 2008 Employee Benefits Survey.

For more information please visit: http://www.shrm.org/surveys.

June 22 /PRNewswire-USNewswire/ — More than 40 percent of employees report they are very satisfied with their jobs, according to the 2008 Job Satisfaction survey report released today by the world’s largest human resources organization. Eight out of 10 employees report overall satisfaction.

The annual national survey of employees was released here at the 60th Annual Conference of the Society for Human Resource Management (SHRM), attended by more than 13,000 HR professionals.

The percentage of very satisfied employees rose from 38 percent in 2007 to 41 percent this year. The figure has remained relatively consistent since SHRM first conducted this survey in 2002, with 30 percent responding very satisfied. The overall satisfaction score — 82 percent this year –
was 79 percent last year, and 77 percent in 2002.

In this year’s survey, female employees reported higher levels of job satisfaction than men, as did employees aged 56 and older, compared with those 35 and younger.

This year’s unstable economic climate is reflected in employees’ perceptions of job security (59 percent), where it was cited as the top aspect of satisfaction. Ranked in importance, it was followed by benefits, compensation, feeling safe in the workplace, communication between employees and senior management, and opportunities to use skills and abilities. These results were similar to last year’s findings.

“HR professionals help their organizations unleash the power of human capital,” said Susan R. Meisinger, SPHR, president and CEO of SHRM. “Therefore, as organizations prepare for a changing workforce, it’s critical that those professionals be aware of the issues that contribute to
employee motivation and satisfaction.”

One significant difference in this year’s findings was the decrease in the importance of “work/life balance” by employees, compared to 2002 and 2007. It reached its lowest average level in the history of the survey. Contrary to previous years, this aspect dropped out of the top five list for employees: 44 percent of employees reported that work/life balance is a very important aspect of job satisfaction, compared to 62 percent in 2002.

Key findings of the job satisfaction survey:

– For employees 35 and younger, compensation was the most important job satisfaction factor. For those over 35, job security was most important. And for employees 56 and older, job security was tied with feeling safe in the workplace.

– The size of the organization influences job satisfaction: employees of smaller organizations most often cited job security as very important, while those in larger companies perceived benefits as very important.

– The top-five ranking of “opportunities to use skills and abilities” reflects the higher priority that employee development must have in the near future, as organizations are facing expanding challenges in attracting, developing, motivating, and retaining top talent.

– As in past surveys, HR professionals predicted several aspects of job satisfaction to be more important to employees than was actually reported by employees. For instance, HR professionals typically place a higher priority on relational aspects, such as how an employee works with his or her immediate supervisor, and management recognition of employee job performance.

– The most common method of determining employee job satisfaction is through exit interviews, conducted when employees are leaving the organization.

The job satisfaction survey has been conducted annually by SHRM since 2002. This year’s survey results reflect the opinions of 601 employees and 685 HR professionals. A complete copy of the survey is available at http://www.shrm.org/surveys.

June 22 /PRNewswire-USNewswire/ — Contrary to recent focus on the lack of workforce readiness among first-time employees, human resources professionals report that most workplace skills are of greater importance today for experienced workers than for new entrants to the workforce. However, no more than half of their organizations’ employees have participated in skills training — perhaps because they don’t think it meets their needs.

In Critical Skills Needs and Resources for the Changing Workforce, a poll released today by the Society for Human Resource Management (SHRM) in conjunction with WSJ.com/Careers, HR professionals say 20 out of 23 critical workplace skills are now more important for experienced employees than for new workers. Findings were announced here at the 60th Annual Conference of SHRM, the world’s largest human resources organization.

Workplace skills that HR professionals rated as more important on average for experienced employees than new workers include:

– Critical thinking/problem solving
– Leadership
– Professionalism/work ethic
– Teamwork/collaboration
– Adaptability/flexibility percent

On a related issue, the survey revealed a disconnect between what employers offer and what employees feel are the most effective professional development methods. Most commonly offered by employers are instructor-led workshops (83 percent), on-the-job training (82 percent) and continuing education courses (80 percent). But employees said the most effective formats were on-the-job training (69 percent) and coaching or mentoring (52 percent). University or college courses (43 percent) trailed the top three.

“Employers need to communicate with their employees to determine the most effective skills training for them,” said Susan R. Meisinger, SPHR, president and CEO of SHRM. “We need both sides to agree on the best way to remedy the current lack of competencies in the workforce, and to prepare the workplace for the upcoming labor shortage.”

Other notable study findings include:

– A school’s reputation affects HR professionals’ perception of employee skill levels. Almost two-thirds (62 percent) report that employees from the most well-regarded colleges or universities have higher skill levels than employees from other institutions.

– Only 31 percent of employees reported an increased preference for online tutorials and guided programs. In contrast, one-half of HR professionals report an increased use of online tutorials for skills training.

– Domestic employers were more likely to provide skills training to their employees (44 percent) than organizations with international locations (34 percent).

A complete copy of the survey is available at http://www.shrm.org/surveys.

Wilmington, DE — The coaching profession has proved to be a very challenging business, with many coaches struggling despite considerable effort. Success in the coaching business requires more than just being a skillful coach. Strategy is of vital importance for any business and it is even more critical for a profession as young as coaching. Strategy For Coaches addresses this need with the launch of a new website, www.strategyforcoaches.com.

Statistics show that most coaching firms are solo practitioners where the coach - the provider of services - must also act in the capacity of CEO, CFO, manager and marketer among other roles. This can be a daunting situation resulting in burnout and decreased productivity. Peer-support relies on the belief that people who are facing similar challenging circumstances can help and learn from one another. Strategyforcoaches.com includes a community forum where coaches can share strategies for building a successful practice.

A recent study published in Harvard Business Review showed that businesses with a carefully crafted strategy outperformed those that don’t have one by a factor of 15. Strategy clearly matters but this is not a topic covered in most coach training schools. Coaches would benefit from a pertinent strategy resource. Strategyforcoaches.com elicits the expertise of professional strategists in creating their quarterly newsletter and webcast on topics related to strategy and of interest to professional coaches.

Strategyforcoaches.com is open to professional coaches or coaches in training regardless of coaching specialty. Interested coaches can request access by clicking the Join Us button on the main page of the website.

For additional information, visit http://www.strategyforcoaches.com.

Source: PRLog