Does anyone happen to have a Recruitment Plan that they wouldn't mind sharing?  I am delivering a training on effective sourcing and my client is looking to revamp their entire recruitment process.  Any assistance is much appreciated!

sam

We are a small recruiting company that just opened our second office in Austin Texas and have been asked by 2 of our clients to put together and RPO model for them. Both of the companies are small with 2^nd and 3^rd rounds of funding and don't have lots of capital.

I have looked at MaxHire, Bullhorn, Kenexa so far. Maxhire and Bullhorn can't connect companies from 2 different sites i.e. our facility and our clients. Kenexa was 170k for the first year and 110k for each year their after. I am looking for an RPO model that can cater to the smaller and lees funded companies that can fit this type of budget with the ability to grow with the company.

Does anyone have suggestion? Please feel free to contact me directly

Respectfully,

Scott Newman

VP Talent Acquisition

SparkNet Technologies LLC,

DBA Infusion Recruiting Solutions

scott@infusionrecruiting.com

www.infusionrecruiting.com

Office: 512-379-0308 ext 100

Cell: 949-228-2949

US Army Veteran

Dear all, Do you have experience recruiting for construction machinery (or capital equipment) companies such as Caterpillar? If so, please contact me. Below is a brief description of the company (it's not Caterpillar).

Heavy Industry mainly engages in R&D, manufacture, and distribution of engineering machinery, with the products covering 25 categories and above 120 types such as construction machinery, road construction machinery, and hoisting machinery. The leading products include the concrete pump, truck mounted concrete pump, concrete batching plant, asphalt batching plant, roller, asphalt paver, motor grader, truck crane, crawler crane, of which the market shares of truck mounted concrete pump, concrete pump, and full hydraulic roller stand at the domestic first place and the production of pump truck stand at the worldwide first place.

Thanks, Lisa

I was hoping to find a recruiter that has position with European companies? Can anyone help?

I am starting to do some research into the job posting and recruiting methods that American Recruiters use for attracting talent for vacancies in the UK and Europe, if any Recruitment Consultants and agencies could give me feedback as to which boards are used, if any and what costs are associated with that I would be most grateful. I have only identified the Network which is fine for large corporations but very costly for Recruiters unless on a retained basis.

Many Thanks

Hi - I am looking for strong executive recruiters in the telecommunications industry for positions in both Mexico and Brazil. Any recommendations/suggestions you have (along with contact details) would be highly appreciated. Thanks Brenda.

Hello, I am curious as to what I can expect from CONTNIGENCY PHYSICIAN SEARCH FIRMS?I welcome your input at rcorbin@healthalliance.com.

Are my expectations to much for asking them to earn their FEES? I am not trying to be smart or rude but I am simply shocked at how difficult it is to identify a good firm who really has an understanding of the word Customer Service.

I have been trying to identify some agencies (contingency) to deal with. In 99% of the cases I have found that they really do very little for the amount we pay them. I would expect for $25K that they do the following:

Screen the candidate to a level where as they can actually tell me about the background, salary requirements or a ball park, current practice data, panel size, RVU expectations, call expectations, why our location etc etc..and not just send a CV and say here you go. I have a background form that I want the Agency to at least attempt to fill out but get push back and believe it or not get told ,Contingency firms do not do that as it takes too much time and references are never done at the Contingency level only retained firms do that. I am really shocked and if this is true I believe this is a real serious indication of allowing poor performers to get away with giving the Agency folks a terrible bad rap.

Please review some expectations that I have. Am I really asking too much for them to do? I do not want to deal with those that send me the resume and let me do their jobs, but is that realistic? What are the norms that we should expect from a Contingency firm?

I expect a level of professionalism so that I do not have to do the initial phone screen. I would like to be able to get a CV and a cover sheet that tells me why I should see this Provider and have the answers I need to make that determination, not the other way around. I feel like they the Agency want me to just take a resume and now go see if you want my candidate. I expect a current CV which I often get, but then get told, �??oh it has all the data you need"? I am not interested in doing the form you want or a summary sheet. Please.....what kind of replies are those?

For 20-25K, I expect to have at least 2-3 references done. Is it common practice for the Contingency firms in the Physician Search space to really object to doing references? This morning I called an Agency and asked them if they do references, they told me, 'not my job'.....but if you really want us to we will. Maybe I just had a bad morning and the 3 Agencies I spoke to were just exceptions.

If anyone knows of any real professional firms that do their job and not just send a CV could you please email the contact info and names?

I need an Agency to agree to the fee schedule of 25K fee for all Physician fills within 90 days from the time you get job order.20K for any referral made after you have the order for 90 days. Payment Terms are net 90 with the expectation that we get a refund if the candidate leaves for any reason in the first 90 days. Jurisdiction is according to the Law�??s of the Commonwealth of Massachusetts.

CV's must have Name on it so I can properly identify the referring source and if they are not submitted through another source I want 24 hours to be able to reply with a go or no go.

Would you mind sharing what is the going rate for Contingency search for Physicians? I inherited this group of Agencies from the prior Recruiter and need to get things straightened out and in place. If you have an Agency Agreement that you care to share I would appreciate it.

If you email me your firm�??s information and contact, I am going to call those Agencies that email me and say that they feel we will work well together. RELATIONSHIPS are very important to me and I do believe that it is a partnership. Good job orders get good results.

PLEASE DO NOT CALL ME AS LAST TIME I was overwhelmed and had over 50 replies all via phone when I asked not to do that. I really apologize for not calling so many of you back. But I received nothing from nay via email that made me want to call you.

Once I see your firm�??s info, review your introduction and Agency Agreement with my terms included, I will call you.

I look forward to identifying a few firms that I can work with. Please email me at rcorbin@healthalliance.com. I will reply to those that send me what is requested in this email.

Thank you all for your time!

Bob Corbin Physician Recruiter HealthAlliance Hospital www.healthalliance.com

I have been an active member of this site for a couple of weeks now and I am more than happy with the kind of support and inputs I have received from the members of the ERE Network.

I was wondering if there are any such sites like ERE which are focused on the UK??

Any recommendations??

Sincerely Ross Marian

Good Morning,

I am looking for a referral to a good IT staffing firm that can put someone in San Francisco CA, Milwaukee WI and/or Chadds Ford PA.

I am in Houston and haven't placed an IT person in any of these locals, so looking for someone I can really rely on!

Thanks, Catherine

Hello,

I am helping a friend in Boston (who will relocate anywhere)< who has just learned she is being laid off. She has a Masters from Columbia and is a Fulbright Scholar. Her work has been as a trainer in conflict negotiation and arbitration. If anyone has leads for her or would like her resume, please let me know. Thanks for the help!

Robert Thomason rthomason@verizon.net

Hi there,

I have two friends that have recently been laid off and am attempting to assist them get some leads.

One is looking for a Technical Sales Mgmt, Technical Sales Consultant or Systems Engineer position. He was just laid off from IBM after 10 years.

One is looking for a Technical Writer position who has a lot of years of experience.

If anyone would like their resumes, please contact me.

Thank you! Chris Busby Account Manager TMP Worldwide

Capturing Candidates With The Right Landing Page FREE Webinar

Learn More & Register:

http://budurl.com/3kwl

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Opening message from co-founder Chris Gould...

Over the last several months I have been working with several local jobs clubs and they are in desperate need for job coaches. As I am sure you know, there are thousands of folks locally who are unemployed or soon to be looking for a new job. Many feel alone and overwhelmed with their situation.

Regardless if we work on the corporate or agency side, with our professional backgrounds, we are in a unique position to directly effect their lives. Things as common to us as resume writing, behavioral interviews, and social networking are to many people foreign concepts that they struggle to grasp. Thus, I have started a group called R.O.P.E. (recruiters offering professional expertise) With H.O.P.E. (HR offering professional expertise) and am asking for a small amount of your time.

If you are interested, please join your local city group. If you are interested in becoming a city lead or don't see your location listed please send me a message.

Please also forward this along to your friends in recruiting and HR as well. With our talents, we can literally change the course of 1000's of families lives.

Please pass the word - this will be the only event of this type we do for job-seekers in New England this year. Open to the public and subsidized by RISD. Will aid any job-seeker (including displaced recruiters!) - definitely not just for designers...

Beyond Job Boards: Build Your Design Career with Social Networking + Other Free Web 2.0 Methods Thursday, March 12, 2009, 7pm-9pm, Rhode Island School of Design, Providence, RI Advanced registration $25 required: call (401)454-6209 or visit www.risd.com/ce_reg

presented by Glenn Gutmacher, VP of JobMachine.net

Frustrated by the lack of response when you apply to Internet job board postings? It's because you're barking up the wrong tree! In weak, or even strong economies, the best career opportunities aren't found that way. In this fast-moving workshop, a recruiting industry master researcher shows job seekers how to uncover hidden opportunities in the job market, and how to reach recruiters and direct hiring managers using completely free methods available in the world of Web 2.0.

Learn how to leverage Web 2.0 to: craft online searches that reveal extremely targeted results, and continue to generate new ones automatically; tap professionally-geared social networks like LinkedIn, XING and Facebook (or turbocharge your networks if you're already a member); perform targeted research to identify the best companies for you; and obtain hiring decision-makers' contact info to run effective email/phone campaigns; and more!

Attendees will be shown how to: create and build your personal brand to convey expertise; network through blogs, lists, forums, associations and user groups; and even to create their own group on social networking platforms -- pulling the right people into your circle and creating opportunities for people to find you.

The result? Dramatically increase your likelihood of landing full-time or project work, or create your own ideal job when no relevant opening exists.

Colleagues, Associates, Networkers and Friends,

I am contacting you in need of some assistance and/or guidance. My company has recently gone through a reduction in force and unfortunately, I was one of several who were impacted. If you are aware of any senior level Human Resource positions within your organization or know of any external positions, I would greatly appreciate it if you would let me know. I am ultimately looking for a full time position, but would entertain any contract or consulting positions as well until a full time position was found.

I am enclosing a brief work history/education within this email and I attaching my resume for your review.

I am focusing my search on the Southeast, but I am open to other areas for the right opportunity.

Brett Addis 118 Rivergate Drive Florence, SC 29501 843-393-2299 brett.addis@bellsouth.net http://www.linkedin.com/in/baddis

EXECUTIVE SUMMARY Highly motivated and results driven Human Resources leader with 11 years of proven ability to establish strong business relationships and offer strategic human resource management capabilities resulting in operational efficiencies and cost reduction by enhancing quality and increasing productivity.

PROFESSIONAL ACHEIVEMENTS Successfully managed multi site HR/Recruiting operations to include an employee base > 5,000 Eliminated company risks by coaching business executives on human capital decisions and planning Developed and successfully executed plans to reduce human capital expenses by more than $12M Delivered estimated cost savings of $6.5M by direct sourcing Partner with clients on developing and executing strategic talent management programs Managed a departmental budget of $>1m Effectively consulted with business executives on service level agreements and alignment of goals and expectations

PROFESSIONAL EXPERIENCE THENEWMANGROUP a FUTURESTEP / KORN/FERRY INTL., Florence, SC 2007-2009 Korn/Ferry is a premier global provider of talent management solutions. (kornferry.com) Managing Consultant Consulted with clients in regards to Human Resources and business solutions. Portfolio of clients include: T-Mobile, Progress Energy, Florida Power and Light, CenterPoint Energy, Shire Pharmaceuticals, Novo Nordisk Pharmaceuticals, TakeCare Health a Walgreens Company, Kaiser Permanente, and the U.S. Federal Judiciary. Identified strategy gaps and partner with clients to design new strategies to ensure full business alignment Assess organizational deficiencies and coach clients on building their organizational structure to ensure appropriate capabilities are in place to support the business needs Evaluate processes and collaborate with clients to re-design processes to ensure effectiveness and efficiency for all stakeholders Analyze root causes of technology problems and offer solutions to enhance technology Review budget distribution and spend and make recommendations based on business needs Evaluate performance management processes and collaborate with the client in developing new performance and talent management strategies Evaluation of the clients brand, candidate experience and employer value proposition and offer best in class solutions Facilitate presentations with business executives pertaining to findings and recommendations Provide post assessment support in managing the client through the recommendations and change management Partner with clients to determine applicable outsourcing solutions

WASHINGTON MUTUAL BANK (presently CHASE), Florence, SC 2004 �?? 2007 One of the nation�??s largest financial services organizations. (wamu.com) Assistant Vice President /Sr. Human Resources Business Partner 2006 �?? 2007 Partnered with legal and compliance to ensure human resource and business decisions were within FDIC regulations Managed organizational design strategies to manage human capital and business efficiency Partnered with employee relations to resolve employee and management disputes Collaborated with employee relations and legal to review actions for employee legal inquiries Partnered with rewards team in the development and implementation of compensation programs and incentive plans Partnered with clients and recruiting in building workforce plans, models and metrics to support current and future business needs Partnered with organizational development team in offering leadership programs

Assistant Vice President /Recruiting Manager 2005 �?? 2006 Partnered with clients in building workforce plans, models and metrics to support current and future business needs Managed a team of eight recruiters and two recruiting assistants Executed a total of 1,642 open positions; 1,244 fills including 28% diverse hires Reduced time to fill from 35+ days to a 27.5 day time to fill average Partnered with rewards team in the development and implementation of compensation programs and incentive plans Partnered with university/college recruiting in developing the university recruiting programs Sr. Recruiting Consultant 2004 �?? 2005 Management of full cycle recruitment process for multi site and multiple client groups Provided 235 professional-level fills and 66 leadership-level fills, resulting in $15.3M in offers Successfully filled 350 open positions; averaging 30 per month Hired over 300 new employees; averaging 25 fills per month; average time to fill ratio of 28 days Led multiple strategic site and workforce planning projects such as capacity modeling, recruitment strategies and recruiting effectiveness

ASSURANT, INC., Florence, SC 2003 �?? 2004 Leader in creditor-placed homeowners insurance, collateral protection programs and renters�?? insurance. (assurant.com) Human Resource Generalist II Managed the human resource and recruiting operations for a site of 800 employees Developed and executed a strategy for hiring >400 employees in four months Transitioned site from being 80% temporary to 100% full time incumbents Managed FMLA, Workers Compensation processes and Employee Safety Program Facilitated new hire, human resources and leadership training Managed talent and performance management programs Partner with compensation on market pricing and coach managers on compensation issues and planning Collaborated with managers on all employee relations and employee investigations

MCLEOD HEALTH, Florence, SC 2001 �?? 2003 A not-for-profit 616 bed health system with 4,000 employees and a service population of 1 million. (mcleodhealth.org) Healthcare Recruiter / Generalist Employed nationwide searches to locate management/professional and medical candidates Completed over 540 new hires; average 27 per month Participated in university/college recruiting events Partner with compensation on market pricing and equity analysis Coached managers on employee relations issues and solutions Participated in the planning and implementation of the Lawson E-Recruit

SOUTHWESTERN CO., Wilmington, NC 2000 �?? 2001 Southwestern is an international full-service executive search firm.(thinkingahead.com) Recruiting Consultant Employed nationwide searches to locate clients, Physicians, Pharmacists and Registered Nurses Managed candidates and clients through the full cycle recruitment process

CADUCEUS PLACEMENT SERVICES, INC., Wilmington, NC 1999 �?? 2000 Caduceus Placement Services is a full-service nationwide physician search firm. Senior Recruiting Consultant Employed nationwide searches to locate clients and Physicians Managed candidates and clients through the full cycle recruitment process

EDUCATION Fairmont State College, Fairmont, WV 1992 �?? 1997 Bachelor of Science in Criminal Justice Minor in Psychology

OPERATIONAL / TECHNICAL SKILLS Operating Systems: Windows NT, XP Software Packages: MS Word, Excel, Access, PowerPoint; Microsoft Project, Visio, Lotus Notes, Outlook Systems: Peoplesoft, Lawson E-Recruiting, Lawson HRIS, Kronos, Taleo, Kenexa, Softscape, Successfactors, Silkroad Knowledge of applicable state and federal employment laws and regulations

PROFESSIONAL DEVELOPMENT Situational Leadership I/II Flawless Consulting Communicating for results Change Management Operational Excellence �?? Quick Value Facilitator Organization Design and Strategy/CEO-USC Champion Operational Excellence Taleo Performance Management Taleo ACE Methodology

PROFESSIONAL ASSOCIATIONS Pee Dee SHRM Chapter President 2006-2008 Pee Dee SHRM Chapter, Member/Board Member2002 �?? 2006 National SHRM, Member 2002 �?? Current ERE (Electronic Recruiting Exchange) 2002 �?? Current HCI (Human Capital Institute) 2006 - Current Corporate Leadership Council 2008 �?? Current

I know that I'm not alone in this mission, but I thought I'd take the proactive stance. I live in Central Florida and I just got laid off from an engineering company. They are awaiting the stimulus package and need to trim the lead sourcer from the team.

I have 25 years experience in the recruitment of engineering and IT professionals. I do have a profile on LinkedIn.

If you have plans to expand or you know someone who does, please contact me at 407-924-7545. My wife has cancer so a health benefits package is essential. I appreciate any activity on this great networking group. Howie

As an early adaptor of Search Engine Marketing, Search Engine Optimization, Blogging, and Open Web sourcing, I have noticed a shift in the market with a lot of companies and agencies I consider Digital Wannabees that have entered the marketplace. Case in point, this press release came out last week by a recruitment advertising agency. The future of online recruitment has arrived. The press release goes on to talk about the companies new offering in blogs, search engine marketing, search engine optimization and other services.

http://budurl.com/xvxt?

Hi, everyone! I have recently made the move from temp hiring (I was in the travel nursing industry) to direc hire for healthcare professionals, management and administration. And I moved to SE FLorida to boot - nothing like making major changes in ones life! So I am new to this area and I just wanted to say hi and see if anyone had any suggestions about the area.....thanks!

Hello everyone,

I don�??t post a lot, but I�??m looking for recommendations. We are looking into a new email campaign company. We send out weekly updates to our users, and since our site is free to use, we need a good email company that is not only inexpensive, but might also want to trade their services for a banner advertisement on our site. Either way, if you have used or use a good inexpensive service, please contact me. I�??m going to post this under a couple more groups, so you might see this posting elsewhere.

Thanks

Is there anyone out there that is looking for a high volume recruiter with 8 years of experience staffing for IT, Sales, Marketing, Accounting, Finance, HR, and Communications positions within large corporations? I was recently laid off at IBM and am living in the Lynchburg, VA area. If anyone is willing to hire a telecommuting recruiter...please contact me.

orangey781@yahoo.com

FYI very interesting..you may want to pass this along to your clients. I just got wind of it and wanted to share. I am not associated with this group in any way whatsoever but thought some of the ERE family would like to know about this.

President Obama Expected to Sign the Lilly Ledbetter Fair Pay Act of 2009 Today or Tomorrow House and Senate Passage Clears Way for Enactment of Ledbetter Law That Will Eliminate Many Statute of Limitations Defenses to Pay Discrimination Claims January 27, 2009 On January 27, 2009, the House passed the Lilly Ledbetter Fair Pay Act of 2009 (which was passed in the Senate as S. 181 on January 22, 2009), clearing the way for President Obama to sign the legislation into law, which is expected to occur today or tomorrow. This new law will eliminate many statute of limitations defenses to pay discrimination claims, including defenses that have proven effective in defeating class certification of pattern or practice pay discrimination claims. In light of this legislative development, plaintiffs�?? lawyers are likely to have renewed optimism about pay discrimination claims, leading to more frequent filings and class actions. The new law will allow plaintiffs to revive previously time-barred claims and the publicity around the legislation likely will encourage some employees who had not previously considered bringing pay discrimination claims to do so. Passage of the Lilly Ledbetter Fair Pay Act of 2009 is but one of a series of legislative and regulatory actions expected from the Obama administration as it delivers on its campaign promises of vigorous efforts to eliminate pay discrimination. The Senate is also considering the Paycheck Fairness Act, which was voted out of the House (H.R. 11). That legislation would amend the Equal Pay Act to reduce employer defenses, add uncapped compensatory and punitive damages, and permit mandatory or opt-out class actions under Federal Rule of Civil Procedure 23 (as opposed to the current Equal Pay Act enforcement regime, which requires absent class members to affirmatively opt in to participate in the action). In addition, the Obama administration is expected to step up enforcement against pay discrimination through the EEOC and the OFCCP. The Current Statute of Limitations for Pay Discrimination Claims Under Title VII In Ledbetter v. Goodyear Tire & Rubber Co., 550 U.S. 618, 127 S. Ct. 2162 (2007), the Supreme Court ruled that pay decisions constitute discrete employment actions and that disparate treatment claims challenging pay disparities caused by such decisions are timely only if the plaintiff files a charge within the normal 180/300-day charge-filing period beginning with notice of the pay decision. 127 S. Ct. at 2165. The Court expressly rejected the so-called �??paycheck accrual rule�?? under which each new paycheck could be the basis for a new claim of pay discrimination, even if the adverse pay differential was caused by actions well outside of the charge-filing period. 127 S. Ct. at 2167. 1 2 Revised Statute of Limitations Under the Lilly Ledbetter Fair Pay Act of 2009 The Lilly Ledbetter Fair Pay Act of 2009 will legislatively overturn the Supreme Court�??s Ledbetter decision by amending Title VII to provide that �??an unlawful employment practice occurs, with respect to discrimination in compensation . . . when a discriminatory compensation decision or other practice is adopted, when an individual becomes subject to a discriminatory compensation decision or other practice, or when an individual is affected by application of a discriminatory compensation decision or other practice, including each time wages, benefits, or other compensation is paid, resulting in whole or in part from such a decision or other practice.�?? The critical change is that an unlawful employment practice occurs each time an employer issues a paycheck that has been impacted by a prior discriminatory pay decision, regardless of when that initial alleged discriminatory pay decision was made. By its terms, the new law will apply to �??compensation decisions or other practice,�?? which clearly includes decisions such as starting pay, merit pay determinations, or performance reviews under a performance-based pay system. Although the statutory term �??other practice�?? is undefined in the legislation, Senator Mikulski�??the floor manager for the legislation in the Senate�??provided assurances for the legislative record during the floor debates that the term �??other practice�?? was intended to apply to direct inputs into compensation outcomes, such as performance ratings under a performance-based pay system, job classification decisions, and work assignment decisions under a geographic pay structure. However, the term �??other practice�?? is not designed to reach promotion, hiring, or termination decisions that impact compensation levels only indirectly by affecting the position an employee holds. Despite this legislative history, it is likely that plaintiffs will attempt to argue that the term �??other practice�?? includes promotion or initial job placement decisions and that this issue will be the subject of litigation. Plaintiffs may also assert that �??other practice�?? covers allegations that employers�?? actions, such as failure to provide mentoring or training opportunities, impacted their ability to earn more under production-based pay systems. Senator Mikulski also made clear for the legislative record that the new law was not intended to expand beyond the affected employee, the EEOC, or DOJ�??the class of individuals with standing to sue for alleged pay discrimination. Finally, Senator Mikulski clarified that there was no intent to displace existing equitable defenses to stale claims such as the laches or waiver doctrines. These equitable defenses will become critical under the new law and may provide employers with arguments against class certification of Title VII pay discrimination claims based on the individualized proof necessary to resolve such defenses. The new law will allow plaintiffs to recover back pay and damages for unlawful wage disparities occurring up to two years preceding the filing of the charge, �??where the unlawful employment practices that have occurred during the charge filing period are similar or related to unlawful employment practices with regard to discrimination in compensation that occurred outside the time for filing a charge.�?? Thus, employers may be able to assert statute of limitations defenses to back pay for some prior pay differences premised on the fact that those prior pay differences were not caused by unlawful employment practices that are �??similar or related to�?? the practices that caused pay differences during the charge period. The terms �??similar or related to�?? are not defined in the legislation and litigation regarding the appropriate application of these terms is likely. The law also will apply to claims of pay discrimination on the basis of age under the Age Discrimination in Employment Act and on the basis of disability under the Americans with Disabilities Act and the Rehabilitation Act. 3 Impact of the New Law The law will apply retroactively to all claims pending on or after May 28, 2007�??one day before the Supreme Court issued the Ledbetter decision. This means that the law will change the rule of decision for any case in which a final judgment has not yet been entered, including cases currently on appeal. However, the law could not authorize the reopening of final judgments. Plaut v. Spendthrift Farm, Inc., 514 U.S. 211, 225 (1995) (holding that Congress lacks constitutional authority to retroactively alter the final judgments of Article III courts). The new law will be a major victory for plaintiffs�?? lawyers. They will no longer have to contend with most statute of limitations defenses, including defenses that were effective in defeating class certification of pattern or practice pay discrimination claims. Because the new legislation exposes employers to potential liability for accumulated pay differences that emerged over an extended timeframe�??during which a variety of legitimate factors may have accounted for each incremental pay difference�??determining whether significant pay disparities exist now becomes more complicated. Employers should consider conducting a compensation risk assessment to evaluate their potential exposure and to identify measures that will reduce the risk of pay discrimination claims. Morgan Lewis regularly assists clients with these privileged, internal audits, relying on sophisticated statistical analyses of pay and personnel data. Examples of risk mitigation steps that may be recommended as a result of a compensation risk assessment include (1) collecting data on factors, such as prior work experience, that may be critical in explaining the historical development of current pay differences; and (2) revising pay systems, as permitted by business considerations, to emphasize incentive or bonus payments instead of large base pay increases and thereby avoid accumulation of pay differences over time. If you have any questions about the information contained in this LawFlash, please speak with any of the members of the firm�??s Labor and Employment Practice, or with one of the following attorneys: Chicago Nina G. Stillman 312.324.1150 nstillman@morganlewis.com Dallas Anne Marie Painter 214.466.4121 annmarie.painter@morganlewis.com Irvine Anne M. Brafford 949.399.7117 abrafford@morganlewis.com Los Angeles George A. Stohner 213.612.1015 gstohner@morganlewis.com Miami Anne Marie Estevez 305.415.3330 aestevez@morganlewis.com New York Amber L. Kagan 212.309.6288 akagan@morganlewis.com Palo Alto Melinda S. Riechert 650.843.7530 mriechert@morganlewis.com Philadelphia Michael S. Burkhardt 215.963.5130 mburkhardt@morganlewis.com Mark S. Dichter 215.963.5291 mdichter@morganlewis.com Washington, D.C. Grace E. Speights 202.739.5189 gspeights@morganlewis.com Robert J. Smith 202.739.5065 rsmith@morganlewis.com About Morgan Lewis�??s Labor and Employment Practice Morgan Lewis�??s Labor and Employment Practice includes more than 300 lawyers and legal professionals and is listed in the highest tier for National Labor and Employment Practice in Chambers USA 2008. We represent clients nationwide in a full spectrum of workplace issues, including drafting employment policies and providing guidance with respect to employment-related issues, complex employment litigation, ERISA litigation, wage and hour litigation and compliance, whistleblower claims, labor-management relations, immigration, occupational safety and health matters, and workforce change issues. About Morgan, Lewis & Bockius LLP Morgan Lewis is an international law firm with more than 1,500 lawyers in 22 offices located in Beijing, Boston, Brussels, Chicago, Dallas, Frankfurt, Harrisburg, Houston, Irvine, London, Los Angeles, Miami, Minneapolis, New York, Palo Alto, Paris, Philadelphia, Pittsburgh, Princeton, San Francisco, Tokyo, and Washington, D.C. For more information about Morgan Lewis, please visit www.morganlewis.com. This LawFlash is provided as a general informational service to clients and friends of Morgan, Lewis & Bockius LLP. It should not be construed as, and does not constitute, legal advice on any specific matter, nor does this message create an attorney-client relationship. These materials may be considered Attorney Advertising in some states. Please note that the prior results discussed in the material do not guarantee similar outcomes. (C) 2009 Morgan, Lewis & Bockius LLP. All Rights Reserved. 4

What is your current reality? Many organizations struggle with this question because they just don't know. From a recruiting perspective, it is difficult, albeit, not impossible to recruit someone who is highly engaged in their workplace. It is much easier to strike up a conversation with a disengaged or highly disengaged employee about moving on. From the organization perspective it is becoming more difficult to identify employees who are disengaged because many are doing just enough to stay below the radar until the day comes when they resign and you are suprised! "Wow, I had no idea you were looking!" Is the most common response when this happens.

So what do you think is the current reality for your organization or for the market that you recruit in?

Human Resources Director/Manager positions Locations include: Danver, Massachusetts (Boston/North) Hartford, Connecticut Houston, Texas Melville, New York (Long Island)

JOB SUMMARY : **Must have Insurance industry experience.

PRIMARY DUTIES: * Administers and communicates HR policies and programs with departments and across lines of business as appropriate. * Ensures that human resources services delivered directly or indirectly are necessary, cost effective and in support of the business plan. * Develops an effective partnership with line business clients through consultation on human resources strategic and operational issues as related to the business plan. * In conjunction with other human resources staff, participates in the development of necessary policies and practices to ensure that they are consistent with overall corporate direction and in support of customer group plans. * Provides advice and guidance on employee relations' issues, progressive discipline and documentation requirements to management. * Conducts AAP analysis and provides consultative support in the development and administration of Affirmative Action Programs, responding to discrimination complaints or charges, and coordinates their resolution. * Stays current and is aware of social, economic and other trends that may affect the business or the direction of human resources policies and programs.

If interested in this position, please write back with your availability to interview and to start, the reason you are leaving your present situation OR the reason for leaving your last position, along with your minimum permanent salary requirement ?

** Where do you live �?? We are ONLY considering LOCAL area residents at this time)

If interested, please forward your resume to ruthiep@bellsouth.net Ruthie Powell - Corporate Sourcer for Travelers Insurance

Fellow ERE Members,

I'm wishing that the new year will find and keep each and every one of you in excellent health, being inspired by the promises of change that lie ahead, and most of all... feeling blessed, being happy and grateful for another year.

Happy New Year...

Deena Pierott www.mosaicblueprint.com twitter.com/mosaicdiva

I'm hoping someone can help me out. For 12 years I did recruiting for an EC/B2B/EDI/network services company. I have recently visited the IBM Global Services site and can easily identify a dozen positions where I could immediately present candidates. The issue is getting on their preferred vendor list.

I'm wondering if someone may be able to point me in the right direction to get on the list or if someone is already on the preferred vendor list and would be interested in working with me on a split basis?

Please let me know and thanks, Vy Allen Principal EOS, Ltd 740-417-3965