http://tinyurl.com/knfarr

This eight-page Fresh Perspectives paper discusses the results of our 2009 Talent Shortage Survey and the need for organizations to build their employer brand in order to attract and retain the talent they need. Companies must look beyond this recession to the inevitable recovery and to the intensifying talent shortages that will follow. By focusing now on building their employer brands and enhancing their appeal to talented workers with scarce and vital skills, organizations can position themselves to win lasting competitive advantage in the talent marketplace.

Manpower Business Solutions, Manpower's strategic services division, focuses on reinforcing your Employment Value Proposition in concert with your Employment Branding strategy to deliver the highest quality of candidate selection to the business and ROI to your campaign.

My company is considering implementing the Taleo applicant tracking system. Questions:

What is your experience in ATS implementation? Do you recommend a phased approach or an "implement it all at one time" approach? What has been your experience? What were your pain points in either endeavor?

If you knew then what you know now, would you have implemented it in a different way? What would you have changed?

Any advice or best practices you can share is most appreciated! I have a decision to make fast and you guys are my ray of light in helping to meet my deadline!

A while back, someone posted some helpful ways to find information on corporate websites ... for locating "hidden" PDFs and PPTs.

Can anyone point me to that document or repost?

Thanks much -

Kate

Because of the economy, we were not able to purchase BNA's HR Department Benchmarks and Analysis 2008 report, released last summer. There is one chart in that book I need for research I am conducting. If anyone has access to that report and would be generous enough to fax me that one page, I would greatly appreciate it.

Patti Breckenridge Recruiting Manager Publix Super Markets 863-688-1188 x52085 patti.breckenridge@publix.com

I would like some honest answers from my "peers". I am currently unemployed. My mission/goal has been to continue as a Corporate Recruiter. What does my future hold for me? I'm seeing a lot of my peers (younger ones no less) being laid off from their positions.

As I read of layoffs and my fellow recruiters going on the market I come to the realization that when the market does turn around (soon I hope) we are going to have a lot of recruiters scurrying for the few positions that are going to open up.

Am I holding out for something that is unlikely to happen? I am a "senior" member of the community. I am rethinking my life's mission and debating as to whether I'll ever see the inside of a corporate HR department again.

I have approached many agency friends and they have related the bleak picture many of us are seeing. Is it a reality hit that I should seek a different career? I need to hear from some prognosticators out there. What do you see over the next few months? Do you see Corporate Recruiting flourishing? Do you see agency or TPR flourishing? Let's step up to the plate and stick our necks out a bit.

Looking forward to some really good responses from my peers.

Violet Nikolici Lowrey will appear on NBC6 South Florida Today Show sometime between 11am and 12 noon tomorrow promoting the Pink Slip Party.

This will be a great event helping job seekers connect with other job seekers, potential employers, and the many supporters of Junior Achievement, oh, and most importantly, acquire a new skill...NETWORKING! This event will raise money to benefit Junior Achievement.

So don't miss Violet on the South Florida Today Show, NBC channel 6 on Tuesday, April 14, and don't miss the PINK SLIP PARTY on Wednesday, April 15, 5:30-8:30 at America's Backyard in Fort Lauderdale!

America's Backyard 100 S.W. 3rd Avenue Fort Lauderdale, FL

For a donation of $10, you'll receive 1 drink and appetizers, to help support the mission of Junior Achievement. This evening upon registration, you'll receive a band to wear. The color will depend on what you are looking for. One color will be for job seeker, employers, and people who just want to have a good time. We will have different employers at the event displaying information.

If you have any questions, email violet@aplusprofessionalresumes.com or call Violet 954-394-3040!

Thank you!

I'm presenting this week to web entrepreneurs regarding SEO and the event is full so I thought I would do one for just HR. I'm looking for a company that would be willing to hold this event, ie provide meeting space, wi-fi and presentation capability.

The event will be free to anyone that wants to attend. If you have space that you want to donate please email me at jg at sharkstrike dot com.

Thanks.

Greetings all. With a group as large as this, I'm hoping someone is aware of corporate recruiting positions available in the greater Orlando area. I am still available and hoping this group can help me. I do have a profile here and on Linkedin. Hoping someone can give me a glimmer of hope. My background is both contract and full time engineering recruiting. Looking forward to hearing back from my team mates. Howie Appel

Team, if you know of anyone in Seminole County, Florida who is seeking resume and career coach assistance I would appreciate your pointing them in my direction. I can be reached at 407-924-7545 or hra246@aol.com. I am on lay off so I need to start working on peoples' resumes fast. Thanks for any referrals you can send me. Howie

I'm a seasoned recruiter who has worked actively on opportunities throughout the southeastern US with various companies. MANY of my client companies are automotive related and many of these are transplant companies who are not necessarily depending on the big 3 automotive companies for a living. Typically speaking, things get very slow for us around the end of the year but pick right back up after the first of the year. That's NOT happening this year. At the beginning of this year we were told second quarter - and are still not seeing a great deal of activity.

The other side of it, however, is that for the few positions we ARE focusing on right now, finding qualified individuals is still VERY difficult.

It seems that many companies who really have not yet been hit by the current economic status are still taking a wait and see approach. They're either not hiring right now - or at the very least, not using an outside recruiter right now.

I can assure you, I've been at this for a VERY long time and haven't seen anything like this since just after 9/11/2001.

Is anyone seeing anything any different??

Group members:

I will be laid off on Wednesday, March 11.

Find out how my technical recruiting skills can add value to your company by requesting my resume at websone1@yahoo.com

I am located in Greenville, SC, but am open to any location or duration including virtual opportunities.

Sincerely, Thomas Weber

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 have a CFO for Atlanta I am trying to place. Will do a 50/50 split.

ST4589

Skills / Profile Summary: Hands-on multi-faceted ethical and trustworthy CFO with 25 plus years of proven finance, accounting and administration experience with broad business skills, adept at analytical problem solving, process streamlining, and reporting, with an ever diligent eye to cost savings. Risk Analysis & Mgt. High Energy Decision Maker Broad Business Skills Operations Management Strategic Planning Financial Modeling Cost Controls Large & Small Company Experience Dispute Resolution P & L Performance Reporting Crisis Management Staff Management & Development Communication Skills Cash Management Performance Driven Due Diligence Analysis I.T. Management Strong Computer Skills Team Builder Organization Building H.R. Functions Contracts Administration Asset/Facilities Mgt Forecasting & Trend Analysis

Career History: CONFIDENTIAL 2004 - Present CFO Residential Real Estate Development and Construction Company �?? Small to Mid-Size Company �?? Constructed and owned 270+ bond financed affordable apartment complex, constructed �??for sale�?? high-end and mid-priced townhomes, and developed land. Responsible for Financial, Accounting (Timberline and QuickBooks), Risk Management, I.T., HR functions of the main company and the 25+ related entities, comprised of real estate development and construction companies. �?� Established procedures and processes for the operation of the businesses, as it was essentially a start-up business. �?� Analyzed, sourced, and selected employee benefits. �?� Instrumental in property tax reductions in excess of $500,000. �?� Procured all insurance products and reduced costs by combining coverage wherever possible. �?� Reduced charges from insurance audits by over $200,000. �?� Designed and reviewed Pro formas of potential Developments to ascertain profitability outlook. �?� Developed and maintained banking relations for development financing and general purpose. �?� Analyzed and planned various tax saving strategies with tax accounting firm. �?� Profit & Loss projections for developments and construction projects. �?� Ensured compliance with local, state and federal regulations.

J.A. JONES CONSTRUCTION 1999 �?? 2004 VICE PRESIDENT - DIVISIONS FINANCE MANAGER (CFO of 4 Divisions) Part of a $2+ Billion per year company. Constructed commercial, educational, hospitality and multi-family projects. Responsible for Financial and Accounting functions of 4 Divisions with combined yearly revenue in excess of $400 million. Supervised a staff of 25+. (Consisting of Financial, Accounting, I.T., H.R., and Training personnel.) �?� President�??s choice for �??2001 Quality Championship Award�?? for J.A. Jones Construction Company. Greatly exceeded President�??s expectations. Recognized for ability to motivate and empower employees by providing direction, management, and leadership, being �??results oriented�??, and always exceeding company goals. �?� Reduced overdue receivables from a high of over 30%, before I arrived, down to less than 1%. �?� Reduced financial and accounting reporting time from 8 days to less than 3 days by critical evaluation and process reengineering. �?� Centralized main financial and accounting from 4 divisions to 1 division. Thereby, saving in excess of $300,000 per year. �?� Chosen for Petra Executive Coaching Process and Leadership Optimizer program. �?� Leadership responsibility for strategic planning for business of the divisions. Including market focus forecasting, G & A and revenue budgeting, process design and improvement, organizational structure, and employee evaluation. �?� Identify, evaluate, and mitigate risks to minimize unexpected negative changes to profit. �?� P & L reporting, forecasting, and budgeting for 4 divisions. �?� Designed, implemented, and consolidated daily, weekly, and monthly cash flow projections. �?� Hired and worked with I.T./MIS Manager to develop and implement information technologies to improve organizational efficiency. �?� Initiated and centralized a subcontractor insurance tracking system to ensure proper coverage. �?� Chosen to prepare and present cash management module of �??Laws of Management�?? seminars to all the construction divisions across the United States. �?� Participated in due diligence for merger / sale of portions of the company.

PCL CIVIL CONSTRUCTORS, INC. 1989 �?? 1999 DISTRICT ADMINISTRATION MANAGER (CFO of District) Part of a $1.5 Billion per year company. The largest construction company in Canada. Constructed heavy civil projects. Successful in developing Finance, Accounting (JDEdwards), Payroll, and Administration departments, starting with myself and eventually growing to approximately 15 personnel (8 in the Division Office and 7 in the Field Offices). Division grew to approximately $85 Million in civil construction billings per year. �?� Selected for Profiler Leadership Process. �?� In charge of hiring, training, and managing administration personnel. (Financial, Accounting, Payroll, I.T., H.R. Jobsite Office Managers, and Support Staff.) �?� Responsible for monthly and yearly financial reporting for the Florida and Georgia offices. �?� Cash flow reporting on a rolling 4 -week basis. �?� Conducted extensive �??rolling 3 year plans�?? (yearly budgets & strategic planning) every 6 months. �?� Managed numerous internal and external audits. �?� Responsible for insurance related issues. Such as negotiating, binding coverage, securing quotes, preparing and tracking claims, OCIPs, CCIPs, Subguard, etc. �?� Performed extensive and continuous risk analysis. Including, but not limited to, evaluation and awareness prior to bidding projects and throughout construction. �?� Negotiated office space leases and build-outs. �?� Involved in various Arbitrations, Mediations, and Litigations. �?� Conducted financial background checks on potential owners, subcontractors, and vendors. �?� Computer support. Hardware �?? AS/400 and PCs; Software �?? J.D. Edwards (JDE) and PC based. �?� Performed and responsible for contract and subcontract administration. �?� Heavily involved in due diligence of assuming the projects of another construction company.

S.J. GROVES & SONS CONSTRUCTION COMPANY 1983 �?? 1989 Heavy civil construction company. During this time Groves was consistently in the top 20 on ENR top contractors list. My initiative and ability earned me numerous promotions to increased responsibilities, larger projects, and special assignments. (Following are some of the responsibilities and offices and projects I worked with in the Groves�?? organization.) �?� Designed cash flow analysis worksheets to be utilized on all projects. �?� Supervised and trained finance, accounting, payroll, and support staff. �?� Responsible for project financial analysis. �?� Performed contracts administration. (Analyzed construction techniques and procedures, priced and negotiated change orders with the Army Corps of Engineers.) �?� Trained potential Business Managers for future projects. MAIN OFFICE (2/89 �?? 11/89) Promoted to Main Office of S.J. Groves. Minneapolis, MN

BUSINESS MANAGER GLR CONSTRUCTORS (10/87 �?? 2/89) (Joint Venture: Groves, Atkinson, Dillingham, and Harbert) Lock Replacement on Ohio River; Gallipolis Ferry, WV; $218 Million.

ASSISTANT BUSINESS MANAGER LOCK 26 CONSTRUCTORS (11/86 �?? 10/87) (Joint Venture: Groves, Atkinson, and Dillingham) Lock & Dam 26 Replacement on Mississippi; Alton, IL; Phase II: $250 Million.

ASSISTANT BUSINESS MANAGER & CONTRACT ADMINISTRATOR PAUL A. LAURENCE COMPANY (4/83 �?? 10/86) (Subsidiary of S.J. Groves & Sons Company) Upper Occoquan Wastewater Treatment Plant; Virginia; New addition: $22 Million Central Advanced Wastewater Treatment Plant; Florida; New addition: $13 Million

Education and Leadership Courses:

PETRA EXECUTIVE COACHING PROCESS 2001 PETRA LEADERSHIP OPTIMIZER 2001 PETRA LEADERSHIP SOLUTIONS �??JUMP START�?? 2000 PROFILER LEADERSHIP PROCESS 1997 MARSHALL UNIVERSITY (Huntington, WV) 1988 Began Master of Business Administration (MBA) (Withdrew due to transfer back to S.J. Groves�?? Head Office in Minneapolis, MN) MINNESOTA STATE UNIVERSITY (Mankato, MN) Awarded B.S. Degree in 1983 (During college career I attended University of Minnesota, St. Cloud State University, and University of South Florida) Bachelor of Science Degree (B.S.) (Triple Major - Finance, Construction Management, and Real Estate & Insurance.)

I am a new recruiter with a focus in healthcare direct hire field. Where are the best places to get training?

My Firms Niche is connecting Electrical management Professionals with Premier National Electrical Contractors.

I would like to start a board of advisors for my company comprised of Top Tier candidates I already have a relationship with. I envision placing their pictures, background information and experiences as well as their email address on a dedicated page on my website. www.deltelectricalpartners.com

The objective of this concept would be in part the following:

1. Create a dialogue between the advisors, colleagues and industry related professionals to discuss industry related topics none being more important currently than new job opportunities. The format being similar to ERE. 2. Provide additional corporate exposure for the Advisor network. 3. Create a referral network for my business. Each Advisor will know numerous prospective candidates that may fit the profile I am searching for. 4. Create possible advertising opportunities for my site.

I would appreciate any and all advice, (including critical) especially on the technical side.

Sincerely,

Bob Magnan

bob@delatelectricalpartners.com www.delatelectricalpartners 727 822 2048

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

Uncertainty about the future of the economy may make you nervous, but it represents an opportunity to step up and manage your own career. A key trend affecting workers is that employers are getting better at carefully evaluating their headcount needs. Staffing decisions are often based on individual performance and available skills rather than just payroll numbers. It is incumbent upon you as an employee to keep your skills up to date and marketable. Regardless of how secure you feel about your job, it is well worth the time and effort to manage your career. Here are some things you can do:

�?� Define your career objectives. Individuals who know where they are going tend to get there faster. Look objectively at the role you have within your organization and compare it to the role you want. What specific skills do you need to get there?

�?� Be aware of the skills that are needed within your industry/career and take action. You can easily find this information through industry trade publications, online resources or government agencies. If training is needed, embrace opportunities to update your skills or learn new ones. Training doesn�??t have to involve advanced degrees. Attending workshops, taking online courses, or even participating in a webinar over a lunch hour can make you more valuable to your employer

�?� Find a mentor who is doing what you want to do. A mentor doesn�??t have to be someone older than you, it is simply someone who has skills and knowledge that can benefit you and your career.

�?� Be a leader. If you can position yourself as someone who co-workers come to with questions, you�??ll have a good opportunity to demonstrate value to your organization.

�?� Consider a career change. The future looks bright for individuals with technical skills. According to the Manpower 2008 Hardest Jobs-to-Fill List, hands-on jobs such as machinist, mechanic, carpenter, welder and electrician are in short supply and the demand is expected to remain strong for the foreseeable future.

�?� Be open to part time/temporary or contract work in an industry you want to enter. Temporary positions can serve as a bridge to permanent employment. In fact, 40 percent of Manpower staffing associates are hired as permanent employees by our clients.

As you�??re thinking about your career, consider this: as recently as 15 years ago, a worker could expect to have, on average, two jobs between 18 and 38 years of age. That has changed dramatically. Today, the average is 10 jobs between 18 and 38 years of age.

What does all this mean? Quite simply, the world of work is constantly changing. Embrace those changes that get you closer to your goals. Also, keep in mind that taking control of your career isn�??t as difficult as it sounds, even in a challenging labor market. Employers are often providing incentives, such as flex-time, telecommuting, job sharing, etc., to individuals that have the skills they want. But, it�??s up to you to take action.

For more information about Manpower�??s approach to today�??s world of work, contact Manpower Rob Jannone at rjannone@mbs.manpower.com

Ok...So been in the biz for 9 ys now and of course the times are hitting everyone- we are doing great in S. Alabama- but hearing about LOTs of my contacts struggling to overturn unemployment claims! Any experts in the South- or AL that can help me with this question please be my guest...

Question for friend....Her employee NS/NC after being arrested for un paid tickets on his lunch. Tried to get her client to rehire him due to non violent offense that was understandable. Filed for unemployment- her first response was No call No show... She tried to re-employ him due to legitimate excuse from court system. When doing so...he failed his drug test. Told unemployment office this and they are disputing me when we clearly have policy about no tolerance...They gave me a 48 hour window to prove it was positive and have it signed off by a MRO (Medical Review Officer) This is an additional fee that we only do when the substance is in question and it has to be reviewed for further detail - then the person can produce a perscription- etc. SOO Basically the unemployment office is saying that our "case" against this individual could be in jeopardy since we didn't immediately have a MRO officer review it. ...SO in reality we should MRO every drug tester in the event they file unemployment!! Isn't this absurd??? Why would the state argue a positive drug test result and force an employer to pay additional fees to have it reviewed "further" ?? I am dumbfounded. This should be opened and closed case to me.

Any thoughts on this baffling situation would be appreciated!!

Solid background in Professional Search/Recruitment, Contingency Search, Recruitment Process Outsourcing, Permanent Placement Management/Recruiter Training, Multiple Office Permanent Placement experience, Management and HR Recruitment Software Programs. Industry experience includes: Engineering, Manufacturing, Administrative/Clerical, IT, Supply Chain, Medical/Healthcare, Construction and Sales/Marketing. Personal Billings of $200,000/year while managing own firm. email: mike@shepardsearch.com

Hi!

My name is Angela and I have a BA and 5 years of recruiting experience in the staffing industry, and I am looking to complete my Masters in I/O Psychology within the next couple of years. I am looking for a new and challenging opportunity in corporate recruiting. Does anyone know of any networking leads in the Southeast Florida area? I can send my complete resume should you request it, but please contact me directly at angelazimm@hotmail.com. Any networking help is greatly appreciated! It is a small "recruiting world" after all. :)

Thank you! Angela Zimmerhakl

I am seeking a well connected Recruiter in the Melbourne, Florida area that can assist my friends who are GM's and Restaurant Managers with jobs. Please contact me at diana@executivesconnected.com

Thanks, Diana Matthews

Virtual Career Fairs are not new to Recruitment however the technology powering today's events are. I am hosting a series of Webinar's in the upcoming year to discuss 'Why Organizations should incorporate Virtual Career Fair's into their Online Media Strategies'. I'm going to discuss market trends, review the technology we at SRC utilize to power our client events as well as share with you some Guidelines on how to stay ahead of the virtual curve.

Dates: January 15th, 2009 Time: 2:00pm CST Duration: 30 min

If interested in sitting in, please contact me directly for the webinar details.

Regards, Tina Krater Director of Sales Shaker Recruitment Consultants

I am looking for a breakdown of the cost per hire in the corporate recruiting world nowadays. I am targeting professional positions - mid to executive level.

I've looked on-line for CPH surveys and found an ERE posting from 2003 that gives specific dollar amounts. I would appreciate anyone's recent information - along with the metrics used to determine the amount.

Thank you!

Hello all,

My name is Jim Hedington and I am an Executive Recruiter at Starbucks Coffee Company. I am interested in networking with other Recruiting Professionals to learn more about what you do. If interested please feel free to send an invite to my LinkedIn address below. I look forward to networking with you.

Warm regards,

Jim

http://www.linkedin.com/pub/2/201/6a3

Hello, My name is Chet Haye sand I am employed with an RPO who is researching ATS systems. We just had a product Demo for PeopleClick. It looks like an adequate system but I wanted to find out from other's who have used PeopleClick if they found this to be very good ATS package. What are some of the Pro's and Con's of this(PeopleClick) ATS system? Thank you for your help