Recruiter News Line

Denver, CO – Disaboom (OTCBB: DSBO; www.disaboom.com), the premier online community for people touched by disability, and the Military Order of the Purple Heart Service Foundation announced this week that they have teamed up to launch a new employment venture for combat-wounded and disabled veterans. Guided by their respective mission statements, the two organizations anticipate the financial benefits will match the positive impact on the disabled veteran community.

Through this partnership, Disaboom will hire virtual agent graduates of the Purple Heart Service Foundation’s job training program, “Veterans Business Training Center” (VBTC).  All graduates of the VBTC are home-bound, combat-wounded or disabled veterans, fully skilled in call center and contact center technology, and all have successfully completed an online training program offered through the Purple Heart Service Foundation and the Veteran’s Administration.

“Combat wounded and disabled veterans represent a large percentage of the unemployed population in America. These are individuals who have sacrificed for our nation, and who have proven talent and motivation, but who often require jobs that are flexible and accessible - jobs that meet their unique new lifestyles with disabilities,”

said Dr. Glen House, founder of Disaboom.  “The Disaboom/Purple Heart Service Foundation employment contract offers veterans touched by combat injury or disability the unique opportunity to be employed on their own terms.  They can now work from their home, utilizing the discipline and skills that they were taught.  We see it as win-win for us and for those who have served our nation.”

In phase one of the partnership, 20 virtual agents will be deployed to Disaboom, tasked with approaching local and national businesses to sell listings in disaboom.com’s online Business Listings.  Disaboom plans to expand the number of VBTC graduates employed to 150 virtual agents by the end of the year.

“We recognized two years ago that if combat-wounded or disabled veterans were properly trained they could work from home. We saw opportunity for this group of veterans to become a vital, remote work force for many large Fortune 1,000 companies, as well as smaller family owned businesses,” said Greg Bresser, Executive Director of the Purple Heart Service Foundation.  “We created the VBTC to help combat wounded and disabled veterans learn the skills to compete for jobs within contact center industry.”

The Veterans Business Training Center provides online job training and professional placement assistance to combat-wounded and disabled veterans by using the internet and web-based training technology. The goal is to recruit, train and retain qualified veterans for careers in the Contact Center industry that offer long-term job placement. The course work maximizes the military training veterans received and reengineers their skills to the information industry – creating employment opportunities to provide for themselves and their family. Applications for participation in the program are currently being accepted at www.combatwoundedcallcenter.com.

Source: PRLog

Human resource professionals track a good bunch of human capital associated costs. There is cost per hire, cost of a vacant position, cost of a bad hire, and, there are returns from a recruit who goes on to be a long-term success. This article looks at components of cost of hiring and how to reduce cost per hire by 70 – 80%. The obvious part of the answer is Internet, but where in the www?

According to an Employment Management Association study in the USA, average cost per hire is USD 3,295. How does one bring this down to around USD 300-500 without collateral damages spiraling to a quarter of a million or more?

There are two crucial indirect cost elements (possible collateral damages) to cost per hire: (1) Cost of a vacant position – if you took a lot of time to complete the hire, more is the cost of the vacant position (2) if you rushed into the hire; there is possible cost of bad hire. As simple as these sounds, the associated costs (and damages) can be staggering. Business costs from a genuine vacant position can go up to a million dollars in a month – if your customer facing team is missing a smart manager. Vacancies in one team can have a cascading impact throughout the company. Cost of a bad hire for a USD 100,000 per year position can be as high as USD 150,000 dollars based on Dr. John Sullivan’s cost of bad hire formula. The odds are not too high for losing a quarter million in the process of hiring a mid level executive – there are ways to avoid these.

Having outlined the pain areas and described the ticking HR time bomb in hiring, let us get to some solutions:
1.   Do not go mass circulated print advertising unless you have a quantifiable reason to do so – traditional print advertising is one of the biggest contributors when we say cost per hire is USD 3,295.
2.   To begin with print ads bring in time consumption – remember your cost of vacancy is ticking as you sort through a bunch of relevant and irrelevant responses to your recruitment ad in print
3.   Your cost per hire would go up in terms of communication, travel and re-location as print ad responses are not “mapped” to your job order by any means
4.   Before you jump on to online recruitment and a “resume database” – do remember that you could rush into a flooded mail box of unmapped responses, and incur costs of bad hires
5.   What you need is a job position to resume mapping platform that can also enable effective recruiter to candidate interactions

The time has come to stop paying for accessing a resume database for three reasons. One, passive quality job seekers are exiting job boards and passive job seekers do not like their mailboxes flooded with poorly mapped job opportunities. Two, resume sourcing is not a challenge anymore for, most recruiters and hiring managers have a decent archive of resumes on their own. In addition, there are enough and more passive resumes in the www. The third and most important reason is that the resume database + flat file search approach to hiring is just the entry into a time black hole. The problem is that job boards (resume databases) do not recognize the difference between resume sourcing and talent sourcing. Resume sourcing is the beginning of the game and, talent sourcing is the target result. An effective (read cost per hire efficiency) online recruitment solution needs to source resumes, organize it, map it, rank it, and enable meaningful exchange of information between the recruiter and the candidate.

GoRecroot does not charge you for the resume database. Your access to a rapidly evolving enterprise grade resume database goes FREE with your subscription. We understand that as recruiters you are all tired of hearing clichéd “we have millions of resumes in our database.” We join you in asking the question, “so what?” We understand that resumes do not fill positions, recruiters and hiring managers do. At GoRecroot, you do not waste your valuable head hunting and networking time in data management and resume searching. You create a job order, post it in GoRecroot and get mapped resumes that are ranked for fitment. Now, you are a couple of clicks away before you have a list of phone numbers and email IDs to get in touch. When it comes to efficient information exchange between recruiters and candidates – GoRecroot leaves no stone unturned. Recruiters infuse voice clips and video slots in their job advertisements and job seekers respond in multi media. Resumes have photos, audio and video. GoRecroot is your job position to resume mapping platform that enables multi media enabled interactions. The result: 70 – 80% savings on cost per hire and a better hire at that.

Before you go look for a video recorder – STOP. Just turn on the mic and the webcam in your PC and go to www.GoRecroot.com. At GoRecroot audio – video recording is brought to your browser.

Visit the GoRecroot mobile recruitment toolbox at www.JobsandResumes.mobi

About GoRecroot
For recruiters, GoRecroot (gorecroot.com)

focuses delivering functionality value primarily through (1) recruitment ads (2) employment branding solutions (3) jobs to talent mapping (4) recruitment community value additions. Multimedia (audio, photo, video) enabled, multi modal (browser access, mobile access and downloadable thin client), multi geo (covers 100+ main geographies around the world), multi domain (over 40 business sectors and over 5000 sub sectors). GoRecroot payment processing is secured and powered by Google and PayPal. Subscription pricing is linked closely to functional value delivered. Recruiter subscriptions now open at USD 40 for a year.

Source: PRLog

Looking for the easiest way to record a phone interview? Record Cell Phones.com (http://www.recordcellphones.com) features a service that allows users to digitally record conversations on both cell phones and land lines without the need for any extra equipment, and the recorded conversations can even be stored as MP3s.

“The Call Recorder Card service really is the easiest way to record a phone interview,” said a spokesperson for the website. “There is nothing to connect to the phone. You simply dial the person’s number through your Call Recorder Card account on any land line or cell phone, and the conversation is digitally recorded. The conversation can then be played back either through a dial-in voicemail-type system, or accessed on the web and downloaded in MP3 format for storage on a computer. It’s that simple.”

Available in a pre-paid format, the Call Recorder Card service can be purchased in 250 or 500 minute increments, and works with any cell phone or land line regardless of service provider.

For more information on the Call Recorder Card service and how to record phone interviews, please visit Record Cell Phones.com on the web at: http://www.recordcellphones.com # # #

Record Cell Phones.com launched in 2006, offering cell phone recording technology resources for individuals and businesses looking to keep digital records of sales calls, verbal agreements, or important conversations.

Source: PRLog

New Castle, PA – Evaluating an individual to determine his or her personality type can be a challenging task.  This is because many employers do not know exactly what to look for when they are evaluating personality characteristics.  This is why many employers rely on the DISC assessment to help them determine their employee’s personality characteristics.

The DISC assessment program has been created after many years of research that was performed by top individuals in many fields of study.  The DISC assessment will be able to categorize each employee into four main personality categories, which include influence, drive, compliance, and steadiness.

Once an employer knows and understands each employee’s personality type, the employer will be able to better motivate the employees to accomplish their goals and tasks.  The program will also be able to create teams of employees that will work well together based on the results of the DISC assessment.  This is important, as individuals that work well together will be more productive.

About E Disc Personality – E Disc Personality has performed a great deal of research to create a product that individuals can use to determine their specific personality type.  There are many different programs that are available in different specialty areas that people can use to get more accomplished in their work, home, or school settings.

Source: PRLog

Toronto, Ontario (I LOVE REWARDS) and TimeTECH have entered into a partnership to provide businesses a way to reward their employees on human behaviours associated with Time and Attendance.

Says I Love Rewards CEO Razor Suleman, “People can collect loyalty cards and points everywhere they go…so why not have the ability to collect, and be rewarded in your workplace? Wouldn’t it be nice to get something back for being a loyal employee?”
Employee retention, job satisfaction, attendance and employee attitudes are often a struggle in some organizations. Statistics show that these challenges are improved when employees feel that they are being rewarded for their efforts.

Both TimeTECH and I LOVE REWARDS have trusted technology that will benefit businesses looking to automate and integrate a Rewards & Recognition program and Time and Attendance system. This solution will increase employee satisfaction, while saving companies thousands of dollars in operational costs associated with Time and Attendance.

About I LOVE REWARDS – www.iloverewards.com
I Love Rewards is one of North America’s leading incentive marketing companies. They develop, design and implement innovative incentive solutions for small and medium-sized companies as well as Fortune 1000 businesses. Their solutions focus on driving employee motivation and sales. I Love Rewards’ solutions are delivered via a web-based points engine that allows clients to achieve their unique business goals in a variety of ways. I Love Rewards’ success is based on building both standard and customized programs to support of their clients’ business objectives. Users are able to redeem their points for brand-name rewards from their industry-leading product catalogue With a solutions-driven approach and a focus on client service, I Love Rewards has demonstrated unprecedented success in helping other organizations improve their employee recognition and sales programs.

About TimeTECH - www.timetech.ca
TimeTECH has been providing leading edge Workforce Management Solutions to industries for over 25 years. The workforce management multi scale software portfolio includes, time and attendance, human resource management and integrated security access solutions to all market segments. TimeTECH provides solutions to a variety of industries aimed at answering the growing need for improved organizational cost-effectiveness and enhanced resource-allocation capabilities.

Source: PRLog

EAST LANSING, MI – Internet entrepreneur Darren Bahnsen has announced the launch of College Jobs Network, a comprehensive online resource designed to make job searching easier for employers and recent college graduate job seekers. Unlike mass job search engines, the College Jobs Network is a niche job posting board connecting small and midsized businesses with recent college graduates.

College Jobs Network intends to take a bite out of the profits of the large, high priced job seeking and job advertising websites such as Monster and their own closest competitor in the niche online job advertising market, College Central, which takes in over a million dollars a year in fees.

“Not only does College Jobs Network offer free employment listings, but job listings are not lost and buried in less than a week as they usually are on major, non-targeted advertising sights such as Monster and Craigslist. At the same time, students won’t get lost in a maze of job postings that don’t reflect their talents and goals,” said Bahnsen, founder of College Jobs Network (http://www.collegejobsnetwork.com).

Unlike College Central, Monster, and most other online college job boards, College Jobs Network does not charge any fees to employers or job seekers. Instead, it generates all of its revenue from advertising.

Bahnsen’s goal is to position The College Jobs Network as the most affordable and finely targeted job board online for employers to find college employees and recent graduates seeking to launch their careers. Additionally, the site provides college students and recent grads with effective web-based tools, services, and resources to secure employment with employers for full time jobs, part time jobs, and internship positions.

“Our goal is to develop and promote a collaborative employment website for recent graduates and current students through alumni resources, college career center involvement and community outreach. The College Jobs Network helps our leaders of tomorrow take those first few steps of getting that first job which better matches their skills and desires,” said Bahnsen.

Collaborating with Bahnsen in the design of the college job search network were several recent college graduates, a professor, and a human resources manager – individuals selected for their unique perspective of the college jobs market.

Most small businesses can’t afford to pay $400 to post a listing for the types of jobs they are seeking. However, community sites like Craig’s List aren’t necessarily designed for making effective job connections between fresh talent and small businesses. On these types of sites, job postings get lost and buried quickly, and there is little in the way of demographics targeting.

The site features a “cork board”-style set of job postings pages, a resume building section, and sections where employers and college graduate job seekers can sign up for their free memberships and then access the site’s features at http://www.collegejobsnetwork.com.

Source: PRLog 

Veteran Hire Pursuit, an executive-level placement company exclusively serving Veteran Owned Businesses (VOB), publically launched today.  The company, founded by Gary Pitchford, is a client-focused Service Disabled Veteran Owned Business (SDVOB) that specializes in the executive search industry by offering primarily retained talent acquisition services for SDVOBs and VOBs.

“A lot of people think I’m in the business of helping transitioning Veterans find jobs,” said Mr. Pitchford.  ”While that’s a vital and noble service, my niche is serving my peer group of Veteran business owners — as I did on active duty — by filling their search needs for executive-level talent.  I lead a company in pursuit of the very best hires for the Veteran business owner.”

Mr. Pitchford, also the company’s president, has over twenty-seven years of experience working with the senior leaders in law enforcement, human resources, and recruiting industries, both in the private and government sectors.  ”Serving beside Veterans with diverse backgrounds in the past inspired me to focus intensely on senior level talent acquisition for Veteran business owners today — the same Veterans that value loyalty, honesty, and professionalism and who know the effect human capital has to their bottom line.”

For completing a combined twenty-one years of Army service in the US and Europe, that included various leadership assignments with the United States Army Recruiting Command (USAREC), Mr. Pitchford was honored on more than one occasion by the Chief of Staff of the Army for Recruiting and Site Leadership Excellence.  Several successful forays into recruiting for the private sector ultimately led to the formation of his own company, one which would cater chiefly to Veteran business owners like himself.  “The goal is to build trust while maintaining positive relationships between clients and candidates.”

For more information about Veteran Hire Pursuit, LLC, please visit www.VeteranHirePursuit.com, or contact Gary Pitchford at 317.815.0400

Source: PRLog

MILWAUKEE, WI:  Every month, the FutureOffice Network™ hosts a live Smartcast Webinar on the topics that you want to hear about.  The live Smartcast Webinar allows attendees to listen and participate by asking questions and engaging in discussion.  The audio of the Smartcast Webinar is supplemented with visual aid in the form of a PowerPoint presentation.  This service is free with a FutureOffice Network™ subscription or a personal invitation.  A major advantage of Smartcast Webinar is that attendees can tune in from the comfort of their own office; all that is needed is a computer with internet connection and a telephone.  Individuals who are unable to attend a live Smartcast Webinar have the option of listening to a recorded version of the Smartcast Webinar after the live presentation has taken place.  Individuals can listen at their convenience, because sessions are available 24/7 via the Davidson Marketing Group website, www.davidsonmarketing.com.

On July 22nd, 2008 the FutureOffice Network™ will be presenting another live Smartcast Webinar.  This month’s topic is “Immigration:

New Rules for Employers and the E-Verify Program.”  Participants will learn about new immigration rules and the e-verify program.  This past June, the FutureOffice Network™ hosted a successful Webinar on “Employer Liability for Employee Electronic Communications.”  Participant satisfaction surveys show that participants enjoy attending the Webinars and the majority of participants strongly agree that the information they learn is valuable.  To attend a Smartcast Webinar presented by the FutureOffice Network™ please respond to support@yourfutureoffice.com.  Mention “Smartcast Webinar” in the subject line and note that registration for Webinars closes at noon the Friday before the Webinar.

About the Speaker: Craig J. Davidson, CEBS
Craig J. Davidson is a veteran insurance industry executive and creator of value-added sales technology and marketing methods using the Internet, a nationally recognized public speaker on technology, human resources and employee benefits and he is the inventor of Zywave Inc. brands and products.  He also lectures at the Sheldon B. Lubar School of Business and the Masters’ in Human Resources and Labor Relations program at the University of Wisconsin - Milwaukee.

About Davidson Marketing Group, LLC
Davidson Marketing Group, LLC is a value-added sales and technology company that supports insurance sellers and other professional services intermediaries who want to differentiate their sales message and presence in a marketplace by providing value-added services.  Davidson Marketing Group provides the FutureOffice Network™, which is our flagship product with over 9,000 active users.  FutureOffice Network™ contains the largest and most up-to-date library of employee communications, compliance information and marketing support.  Unlike other technologies, FutureOffice Network™ is equally strong in all areas of employee benefits, human resources, employment law and compensation administration.  Davidson Marketing Group’s proven mix of products and sales techniques allow intermediaries to significantly boost sales production and customer retention.  Davidson Marketing Group and the FutureOffice Network™ bring clients to the cutting-edge of marketing and service.

For more information about the FutureOffice Network™, the FutureOffice Smartcast Webinar, or Davidson Marketing Group, visit www.davidsonmarketing.com or contact a Davidson Marketing Group representative at 262.432.0707.

Source: PRLog