Assessing Leadership Capability in Healthcare is Vital to Create Consistent High Performance With Good Patient Outcomes

Assessing Leadership Capability in Healthcare is Vital to Create Consistent High Performance With Good Patient Outcomes

BOZEMAN, MT November 3, 2009 – Countless books and articles have been published about the definition of leadership ability and whether it is a talent people are more born with or develop over time. At Healthcare Performance Solutions, the belief is that it is most likely a combination of both nature and nurture. Quite simply, leaders are first born and then they are made better over time. The more important question that needs to be asked about your front-line managers is, do they actually demonstrate leadership ability consistently with their demonstrated behaviors and results?

According to Tom Olivo, President/CEO of Healthcare Performance Solutions and Success Profiles, “When evaluating leadership ability, there is no magic number or list of performance attributes. Our research in assessing the leadership capability of over 7,500 front line Healthcare managers has proven that any valid and proven attributes when applied to the same population of leaders within an organization, will ultimately produce the same rank order distribution.”

For the past seven years, Healthcare Performance Solutions has assessed the demonstrated leadership capability of 7,682 front-line mangers with the following statistically validated attributes:

The Leader/Manager ….
1. Demonstrates a positive, optimistic, forward-looking orientation
2. Demonstrates a high EQ (emotional intelligence) with good communication and people skills
3. Demonstrates an open-minded perspective (is willing to change or is seen as a “change agent”)
4. Is respected by other leaders (manager peers, physicians)
5. Is focused on results and outcomes (is achievement oriented and likes to set stretch goals)
6. Demonstrates a high capacity (ability to perform in a fast-paced work environment)
7. Is humble, has a sense of humor, (has the ability to handle high levels of stress well)

The definitions on to ultimately rank your leadership talent levels are shown below:

“A” Level – Excelling – the leader/manager/ is a high achieving and talented performer that consistently exceeds expectations, brings out the best in others, is respected as a true champion with a contagious positive attitude and a change agent that drives results.

“B” Level – Succeeding – the leader/manager is a good and reliable performer that consistently meets expectations, brings out a good performance in others, is viewed as a true supporter with an optimistic positive attitude.

“C” Level – Struggling – the leader/manager is an inconsistent performer that sometimes meets expectations, struggles to bring out a good performance in others, is often negative or pessimistic and usually requires high maintenance coaching or assisting to achieve desired results

“D” Level – Failing – the leader/manager rarely meets expectations, fails to bring out a good performance in others, is consistently negative or pessimistic and usually requires high maintenance coaching.

The overall results for each level of leader listed above (in a complex department with a large span of control) are as follows:

“D” level leaders fail in creating a healthy culture within their departments 61% of the time.
“C” level leaders fail in creating a healthy culture within their departments 45% of the time.
“B” level leaders only fail in creating a healthy culture within their departments 26% of the time.
“A” level leaders only fail in creating a healthy culture within their departments 17% of the time.

The most important message here for executives in healthcare is that if you want to have higher odds of success in getting good performance results, you must appoint front – line managers that demonstrate leadership ability at either the “B” or “A” levels. With “A” and “B” level talent, the odds of success can be stacked 3:1 in your favor.

About Healthcare Performance Solutions (HPS)

Healthcare Performance Solutions is an advisory services firm that helps hospitals and health systems improve organizational performance. Established in 2002, HPS has been retained by over 200 hospital systems to improve workforce optimization, employee engagement, patient outcomes, productivity, and the net operating margin. The core purpose of HPS is to improve the health of healthcare, one organization at a time.

For more information or to receive a copy of the referenced white paper, please contact:

Mark Felts
Healthcare Performance Solutions
972.429.3885
mfelts@healthcareps.com
http://www.healthcareps.com

New Case Study Highlights Mediacom’s Success Delivering Performance On Demand with Cytiva’s SonicPerform

New Case Study Highlights Mediacom’s Success Delivering Performance On Demand with Cytiva’s SonicPerform

The nation’s eighth largest cable provider, serving over 1,500 communities across the United States streamlines their performance management process using SonicPerform performance management software

EMERYVILLE, CA – November 3, 2009 – Cytiva Software Inc. (CRX;TSX.V), a leading provider of Software as a Service (SaaS) performance management solutions, announced today the release of a new case study detailing the successful implementation of SonicPerform employee performance management software at Mediacom Communications.

With over 4,500 employees spread across 180-plus locations, Mediacom found their form based performance management process was becoming too difficult and time consuming to support. This new case study shows how SonicPerform performance evaluation software helped Mediacom implement an easier and more consistent performance management process, despite the varied and dispersed nature of their workforce.

Some of the highlights include:

• Significant reduction in time spent by HR managing the process
• SonicPerform’s Jump Start Text increased the quality and consistency of reviews
• SonicPerform provided greater visibility into organizational performance
• SonicPerform supported varied processes across a single organization

“Supporting Mediacom’s requirements for having employee specific review criteria for a widely dispersed workforce with multiple approval processes would test the capabilities of run-of-the-mill performance management software solutions,” said Jason Moreau, CEO of Cytiva. “But this is exactly the kind of environment in which SonicPerform shines.”

Mediacom acquired both SonicPerform and SonicRecruit, Cytiva’s robust talent acquisition system and rolled out both products simultaneously.

The Mediacom SonicPerform Case Study can be downloaded free at http://www.sonicrecruit.com/press_room/SonicPerform_Mediacom.pdf.

About Mediacom
Mediacom Communications is the nation’s 8th largest cable television company and the leading cable operator focused on serving the smaller cities and towns in the United States.

Through its robust digital network, Mediacom Communications offers a wide array of broadband products and services, including traditional video services, digital television, video-on-demand, digital video recorders, high-definition television, high-speed Internet access and phone service. For more information, visit http://www.mediacomcc.com.

About Cytiva Software Inc.
Cytiva Software Inc. (CRX:TSX.V) provides innovative Software as a Service (SaaS) talent management software and services to mid-sized and Fortune 500 companies. Its flagship recruiting software product, SonicRecruit, allows corporations to screen applicants, automate recruiting departments, customize corporate career sites and hire great people. This premier applicant tracking software improves recruiting effectiveness, speeding up the hiring process and reducing cost per hire. Cytiva’s SonicPerform employee performance evaluation software automates employee evaluations, aligns employees around key goals and encourages year round feedback. And, Cytiva’s SonicOnboard onboarding solution helps organizations get their new hires productively contributing faster. For more information, visit http://www.sonicperform.com.

CONTACT:
Ian Alexander
mediarelations@sonicrecruit.com
510-984-1986

The TSX has not reviewed and does not accept responsibility for the accuracy or adequacy of this news release, which has been prepared by management.

Forward-looking Statements: This news release contains forward-looking statements related to the future financial condition and results of operations of Cytiva and One45, which Cytiva is proposing to acquire. These statements are based on current expectations and estimates about the human resources markets in which both Cytiva and One45 operate and management’s beliefs and assumptions regarding these markets. These statements are subject to important risks and uncertainties which are difficult to predict and assumptions which may prove to be inaccurate. Some of the factors which could cause results or events to differ materially from current expectations include but are not limited to: general economic conditions, market or business conditions; changing competitive environment; changing regulatory conditions or requirements; changing technology; and success in implementing productivity initiatives. In addition, the acquisition of One45 by Cytiva is subject to various conditions, including a due diligence review, the entering into of a formal share purchase agreement and regulatory approval. Some of these factors are largely beyond the control of Cytiva. Should any factor impact Cytiva in an unexpected manner, or should assumptions underlying the forward-looking statements prove incorrect, the actual results or events may differ materially from the results or events predicted. All of the forward-looking statements made in this document are qualified by these cautionary statements, and there can be no assurance that the results or developments anticipated by Cytiva will be realized or, even if substantially realized, that they will have the expected consequences for Cytiva. Readers should not place undue reliance on any forward-looking statements. Further, Cytiva disclaims any intention or obligation to update or revise any forward-looking statements, whether as a result of new information, future events, or any other occurrence.

Two-Hour Webinars Offer Certification on Leadership Skills Coaching

Two-Hour Webinars Offer Certification on Leadership Skills Coaching

Old Saybrook, CT, October 30, 2009—Performance Programs, Inc. now offers professional certification webinars on the validated 360 feedback instruments in the Clark Wilson Group’s Task Cycle ® Series.

The certification webinars are scheduled on November 12, 2009 from 11 a.m. to 1 p.m. and December 16, 2009 from 1 p.m. to 3 p.m. – East Coast time. Each two-hour webinar is conducted by Dr. Paul Connolly, an industrial psychologist who was a close colleague of Clark Wilson. Connolly is also co-author of several Task Cycle® Surveys published by Clark Wilson Group.

Participants learn to administer, interpret, and provide coaching to individuals based on results from the surveys in the Task Cycle series. Special emphasis is placed on the Survey of Leadership Practices and the Survey of Management Practices. Participants also learn about the optimal uses of 360 feedback in leadership training and development. Each participant receives hands-on experience interpreting his or her own report.

The cost is $600 which includes products and services that would be more than $1500 if purchased separately. Certified consultants can also attend future webinars for a refresher at no additional charge. “Interpretation Webinars” are also held to provide ongoing support to certified users at no additional charge. The agenda includes:

•The Task -Cycle® Model, including overview of psychometric background
•Discussion of several Clark Wilson Group 360 assessments, including Executive Leadership Survey, Leadership Practices, Leadership Competencies for Manager, and Survey of Management Practices
•A review of sample profiles and interpretation
•Key requirements and best practices in 360 Feedback

Certification includes a 30 minute review of first actual case by telephone and an extensive collection of support materials. See support contents here: http://www.performanceprograms.com/Surveys/FAQMeaningful.html.

For further information or to register, call Sonya Hamilton at 1-800-565-4223 or visit http://www.performanceprograms.com. PPI is an expert provider of 360 feedback, employee surveys, workplace personality testing, and other human resource measurements. The company is an authorized distributor and certification training provider for Clark Wilson Group.

Media Contact Performance Programs, Inc. 800-565-4223

Background about Task Cycle Theory

The Task Cycle(R) is a logical sequence of steps essential to directing the performance of tasks. It is based on theories of learning, cognition, and motivation. The Task Cycle is a scientifically validated, predictive model of successful management and leadership practices with well-researched mathematical foundations. Clark Wilson, Ph.D. broke new ground in 1973 when he introduced the Survey of Management Practices. Today, the Task Cycle 360 Feedback Series is the longest established, best researched 360 feedback collection available.

Leadership Skills Coaching Webinars

Leadership Skills Coaching Webinars

Two-hour webinars offer certification on Leadership skills coaching

Old Saybrook, CT, October 30, 2009—Performance Programs, Inc. now offers professional certification webinars on the validated 360 feedback instruments in the Clark Wilson Group’s Task Cycle ® Series.

The certification webinars – http://www.performanceprograms.com/Surveys/CWGCertification.html are scheduled on November 12, 2009 from 11 a.m. to 1 p.m. and December 16, 2009 from 1 p.m. to 3 p.m. – East Coast time. Each two-hour webinar is conducted by Dr. Paul Connolly, an industrial psychologist who was a close colleague of Clark Wilson. Connolly is also co-author of several Task Cycle® Surveys published by Clark Wilson Group.

Participants learn to administer, interpret, and provide coaching to individuals based on results from the surveys in the Task Cycle series. Special emphasis is placed on the Survey of Leadership Practices – http://www.performanceprograms.com/Surveys/LeadPracMain.html and the Survey of Management Practices – http://www.performanceprograms.com/Surveys/ManPracMain.html. Participants also learn about the optimal uses of 360 feedback in leadership training and development. Each participant receives hands-on experience interpreting his or her own report.

The cost is $600 which includes products and services that would be more than $1500 if purchased separately. Certified consultants can also attend future webinars for a refresher at no additional charge. “Interpretation Webinars” are also held to provide ongoing support to certified users at no additional charge. The agenda includes:

•The Task -Cycle® Model, including overview of psychometric background
•Discussion of several Clark Wilson Group 360 assessments, including Executive Leadership Survey, Leadership Practices, Leadership Competencies for Manager, and Survey of Management Practices
•A review of sample profiles and interpretation
•Key requirements and best practices in 360 Feedback

Certification includes a 30 minute review of first actual case by telephone and an extensive collection of support materials. See support contents here: http://www.performanceprograms.com/Surveys/FAQMeaningful.html.

For further information or to register, call Sonya Hamilton at 1-800-565-4223 or visit http://www.performanceprograms.com. PPI is an expert provider of 360 feedback, employee surveys, workplace personality testing, and other human resource measurements. The company is an authorized distributor and certification training provider for Clark Wilson Group.

Media Contact Performance Programs, Inc. 800-565-4223

Background about Task Cycle Theory

The Task Cycle(R) is a logical sequence of steps essential to directing the performance of tasks. It is based on theories of learning, cognition, and motivation. The Task Cycle is a scientifically validated, predictive model of successful management and leadership practices with well-researched mathematical foundations. Clark Wilson, Ph.D. broke new ground in 1973 when he introduced the Survey of Management Practices. Today, the Task Cycle 360 Feedback Series is the longest established, best researched 360 feedback collection available.

Jobmagic Empowers Recruiters With Social Media-Enabled Job Postings

Jobmagic Empowers Recruiters With Social Media-Enabled Job Postings

New free Jobmagic application allows recruiters to add their Facebook®, LinkedIn® and Twitter profiles to their job postings and to automatically publish them to major social media.

Boston, MA – October 28, 2009 – The next-generation recruiting platform Jobmagic today announced its new social media application, which expands recruiters’ reach by leveraging the power of social media outlets such as Facebook®, LinkedIn® and Twitter.

Jobmagic’s application enables recruiters not only to efficiently attract qualified candidates through their many referral networks but also to grow their networks. Job postings feature one-click buttons to recruiters’ Facebook, Linkedin and Twitter profiles, making it easy for candidates to immediately connect and stay in touch. Networking is a key success factor in recruiting, and the social media-enabled job postings give recruiters a strong competitive advantage above plain text job postings.

“Jobmagic puts a recruiter’s social media brand one click away from millions of job seekers 24/7,” says Jindrich Liska, founder and CEO. “It brings recruiters closer to their candidates and allows them to engage in an immediate dialog.”

Jobmagic’s new application fully automates job publishing on Facebook and Twitter. On Facebook, each job is automatically published to a recruiter’s network news feed, where it can be shared and further virally distributed. In addition, a recruiter can specify a frequency at which jobs are automatically re-published or re-tweeted.

The application has been successfully used by recruiters across the entire spectrum of the industry, from executive search firms to staffing agencies, from healthcare to technology.

“Many recruiters are already using social media by manually publishing jobs through their status updates, job notifications or tweets,” says Liska. “Jobmagic improves efficiency by automating those processes.”
Additional features of the application include:

LinkedIn
• Post jobs to LinkedIn Groups.
• Send jobs to LinkedIn contacts.

Facebook
• Publish jobs to friends’ news feeds.
• Add full-featured, keyword and location-searchable job boards to recruiter’s profile.
• Enable fully automated job re-publishing.
• Send jobs to Facebook friends.
• Show featured jobs directly on recruiter’s Facebook profile.
• Use Facebook Connect for one-click login from the Web.

Twitter
• Tweet jobs to the company Twitter account.
• Enable fully automated job re-tweeting.

The free Jobmagic application for recruiters is available on Facebook at http://apps.facebook.com/job-magic/.

About Jobmagic
Jobmagic is a comprehensive recruiting platform for social media job publishing, referral hiring and high-accuracy profile matching. Jobs published on the Jobmagic platform are social media-enabled to allow recruiters and candidates to engage in the fastest way possible. The patent-pending, profile-based matching system generates a ranked list of the most qualified candidates for each job opportunity. Jobmagic is a service of Vitruva, Inc.
Facebook® is a registered trademark of Facebook Inc. LinkedIn® is registered trademark of LinkedIn Corporation. Other names may be trademarks of their respective owners.

Media Contact:

Jindrich Liska
Jobmagic
508-735-5777
jindrich@jobmagic.com

Onrec/Kennedy & HR.com Announce First Virtual Recruiting Expo

Onrec/Kennedy & HR.com Announce First Virtual Recruiting Expo

October 27, 2009, Aurora, Ontario – HR.com is excited to announce their partnership with Onrec and Kennedy Information to provide the Virtual Onrec/Kennedy Recruiting Expo 2009, running November 2-4, 2009.

Onrec and Kennedy Information, in partnership with HR.com, have joined forces to host a single event dedicated to discovering the full-spectrum of recruiting, from cutting-edge technologies to the latest strategic advice – virtually and online! The event will run Monday November 2 to Wednesday November 4.

By providing access to the speaker sessions and the trade show booths through a virtual conference hall, HR staffing and recruiting professionals who are unable to travel to Chicago will have the ability to attend the event from the convenience of their desktop.

Pre-recorded sessions can be accessed at anytime during the day while the Expo Hall has interactive trade show booths loaded with information on the latest products and services from the leading providers. Chat live with company reps and network with HR professionals.

The Speakers will be pushing the boundaries of online recruitment, bringing you fresh thinking, new insights, innovative ideas but above all – practical solutions that will help you operate more efficiently and effectively.

The conference sessions are practical and innovative and will appeal to a wide range of people both from within staffing agencies and search organizations and from talent management and corporate staffing functions. Many organizations send multiple delegates to truly benefit from the breadth of the content. In particular, the following people should not miss out on this opportunity.

• US and Global Corporate HR
• Staffing Executives
• Government/Public Service HR
• Brand Managers
• Specialist Recruitment and Talent Acquisition Professionals
• Employment/Staffing Specialists
• Industry Suppliers
• Online Recruitment Service Providers
• Recruitment Advertising Executives
• Job Board Owners and Directors

To register for the event, simply click here or go to HR.com for a detailed overview of the event.

About HR.com:
HR.com (www.hr.com) is a free website that is in business to help build great companies by connecting them to the knowledge and resources they need to effectively manage the people side of business. As the largest social network and online community of HR executives, HR.com provides thousands of worldwide members with easy access to shared knowledge on best practices, trends and industry news in order to help them develop their most important asset—their people.

HR.com CONTACT:
Diane Horton, Director of Events
HR.com
1-877-472-6648, ext. 109
dhorton@hr.com

Social Media Program Helps HR Master Employee Relations 2.0

Social Media Program Helps HR Master Employee Relations 2.0

Social Media Training and Policy Development Support Tailored For Human Resources Aims to Educate and Protect Businesses

CHICAGO — Oct. 26, 2009 – Perspectives Ltd, a high-touch provider of workplace resources, specializing in employee assistance program (EAP) and organizational development services, has launched the Social Media Policy Pack program to help educate and protect businesses now that employees widely use social media at home and at work.

Specifically, the program aims to help HR professionals and business leaders understand the power and challenges that social media brings to each organization.

“Social media has a profound impact on the way we communicate in today’s world – both personally and in business,” said Maureen Dorgan-Clemens, vice president of organizational consulting services at Perspectives. “HR professionals are at the epicenter of this exciting and anxiety-provoking advance, which has provided amazing tools for recruitment and networking, while opening a Pandora’s Box of employee relations issues.”

According to an August 2009 study by Forrester Research (“The Broad Reach Of Social Technologies,”) more than 80% of U.S. adults online use social media at least once a month, and half participate in social networks like Facebook. However, ample resources and polls suggest that companies are not addressing potential implications to their business. For example, a September 2009 AdAge.com article titled, “The 7 Biggest Legal Risks to Your Company When Using Social Media,” states that 87 percent of companies still don’t have a social media policy.

“Perspectives is bringing together proficiency from different fields, including deep legal knowledge, to examine social media through the lens of human resource practitioners in today’s workplace,” said Jon Vegosen, who has more than 33 years of experience in employment law, and is a founding member of Chicago law firm Funkhouser Vegosen Liebman & Dunn Ltd (FVLD). “Offering this type of counsel to businesses provides an unparalleled advantage. It’s very different from most social media education efforts today, which are about using social media to promote your business.”

Through the Social Media Policy Pack program, Perspectives provides:

• Social Media 101 Training
• Policy Development Support
• Employee Recruitment and Selection Training

Training seminars are tailored to the needs of each business and answer questions, such as: What is social media? How do I use it for myself, my job and my business? What risks and considerations should I be aware of – and, how can I avoid them?

Perspectives can also help businesses gain unparalleled insight into risks and considerations for their unique workplace by surveying employees and leadership to determine: how employees use social media at home and at work, how marketing and sales teams are using social media for business, and the overall legal implications for businesses.

Maureen Dorgan-Clemens, who has more than 22 years of organizational consulting expertise, recently wrote a blog post about employees talking about employers in cyberspace. It sheds light on one of many social media developments impacting employee relations and business.

For more information about Perspectives’ Social Media Policy Pack program contact Maureen Dorgan-Clemens at mclemens@perspectivesltd.com, 847.793.2435.

ABOUT PERSPECTIVES LTD
Perspectives Ltd is a Chicago-based workplace resources firm specializing in the nationwide delivery of employee assistance programs (EAPs), managed behavioral healthcare, work/life services, organizational development and wellness. We believe in taking an individualized approach with each customer organization and creating tailored solutions that have practical applications in their workplace. http://www.perspectivesltd.com.

CollegeRecruiter.com Announces the Integration of the New Jobg8.com Pay-for-Performance Product Module

CollegeRecruiter.com Announces the Integration of the New Jobg8.com Pay-for-Performance Product Module

CollegeRecruiter.com becomes the first college job board to allow employers to advertise their job openings for free and only pay for applications which match the qualifications specified by the employer.

Matt Hoffner of Jobg8PORTLAND, MAINE (October 26, 2009) – Jobg8, creator of an online network allowing job boards to share postings in an open market system and charge employer clients only for qualified candidates based on pre-screened criteria, has begun the roll-out of its new Pay-for-Performance (P4P) product. One of the first network members to integrate this new private label application is CollegeRecruiter.com of Minneapolis, Minnesota. Matt Hoffner, president of the Jobg8 North America, stated that, “CollegeRecruiter.com is a very well respected board having won the Weddle’s User’s Choice Awards for best job boards the last three years. CollegeRecruiter.com has a great position in a very targeted market and a loyal user group. They have also been a great member of our network for the last six months by including in their search results many of the performance-based job postings that we’ve sold to employers through some of our other partners. We are excited that CollegeRecruiter.com has chosen to expand its relationship with Jobg8 by also selling the Pay-for-Performance job posting product. We believe that their employer clients will love the new P4P product, especially given the traffic and user base that CollegeRecruiter.com has developed over the years.”

Steven Rothberg, president of CollegeRecruiter.com, agreed. “Almost since the day we went live in 1996, we’ve been big believers in purchasing and selling advertising on a performance basis. As a business owner, I’m much happier when my interests are aligned with those of my vendors and clients and performance-based advertising allows for that to happen. With job postings, the traditional model is that employers pay a set fee to advertise their openings whether or not those advertisements generate applications or hires. With Jobg8’s new Pay-for-Performance application, we’re able to sell our clients job postings which run on our site and across a network of leading job boards and the client only pays when they receive well qualified candidates. That aligns our interests with the interests of the client as we both prosper only when the client receives well qualified candidates.”

About Jobg8

Jobg8.com has created a sophisticated application that allows a job board to increase the number of jobs listed on their web site while maintaining their brand to employers and job seekers. Jobg8 creates an online network in which job boards can distribute their jobs to other job boards which can then provide qualified candidates for those positions. In August 2009, the company announced their new Pay-for-Performance module that job boards can implement under their own brand. Those job boards can then offer a very innovative new pricing method to clients based on receiving only qualified applications. For more information about the company, please visit http://www.Jobg8.com or contact Matthew.Hoffner@jobg8.com.

About CollegeRecruiter.com

CollegeRecruiter.com is the leading job board for college students hunting for internships and recent graduates looking for entry level jobs and other career opportunities. CollegeRecruiter.com features hundreds of thousands of job openings and tens of thousands of pages of employment-related blogs, articles, podcasts, and videos. For more information, please visit http://www.CollegeRecruiter.com or contact Steven Rothberg at Steven@CollegeRecruiter.com or 800-835-4989 x704.

New Job Search Strategy Leads to Outplacement Opportunity: Management of Online Identity on Social Media Sites

New Job Search Strategy Leads to Outplacement Opportunity: Management of Online Identity on Social Media Sites

Dallas/Ft. Worth, TX – October 26, 2009 – Insala, the global leader in outplacement and career transition software, announces the publication of it’s most recent whitepaper, Outplacement Opportunities in Online Identity Management: Leading the Next Job Search Paradigm Shift. The latest addition to Insala’s research resources reveals recruitment trends and reasons why jobseekers should properly manage their online identity to be a standout in cyberspace.

Now available on request “Outplacement Opportunity in Online Identity Management: Leading the Next Job Search Paradigm Shift” highlights the importance of creating an online identity management strategy, the growing role of social media in recruitment with figures from employer and employee surveys demonstrating hiring and web tendencies related to social media sites.

Highlighted topics include employers’ use of social media sites for recruitment and potential candidates, high percentage of job seekers with accounts on popular sites, but most are missing the boat on how proper use of these sites can help them capture the attention of prospective employers and an online solution with bundled tools and resources to create and use online identity branding.

According to a Q4 2008 Careerbuilder.com survey of over 31,000 employers, 22% had searched for online profiles of their candidates and used them to influence their decisions, compared with 11% in 2006, with an additional 9% indicating that they planned to do so.

Social media sites are more often used for personal than professional endeavors, 89% of adults on social network sites use their accounts to keep up with friends compared to 28% who use them to promote themselves professionally says The Pew 2009 Research Center survey. A study by Harvey Nash, a global recruitment consultancy, indicated that only 12% of online 18-24 year olds use social media sites to find job leads.

EmploymentTalk Version 4 provides tools and resources for outplacement firms to create online identity management strategies for their clients. Features include:

Bio Pages – Allows clients to build professional Online Bio Page
Google Optimized – Client Bio Pages can be found on Google
Privacy Controls – Clients restrict bio information in different networks
LinkedIn – Integration with LinkedIn, making virtual networking faster and easier
Advice – Everything you need to know on creating, building and managing your client brand online

To learn how to capitalize on the new online job search networking paradigm, read Outplacement Opportunities in Online Identity Management: Leading the Next Job Search Paradigm Shift at http://www.insala.com/request-whitepaper.asp

About Insala

Insala partners with organizations to develop and deliver business strategy solutions and maximize human capital in today’s competitive and changing social economic environment. Insala’s powerful outplacement and careers service technology solutions are used by organizations worldwide. Please visit http://www.employmenttalk.com/ to learn more.

The Insala Solution Suite spans mentoring solutions, succession planning, career development, performance management, leadership development and employee surveys. Delivering unique solutions through advanced technology, content and consulting services. Insala solutions offer sustainable, measurable value with long-term impact for organizations worldwide. Please visit us at http://www.insala.com/ for more information.

Early Bird Registration Now Open for IHRIM’s 2010 Conference & Expo

Early Bird Registration Now Open for IHRIM’s 2010 Conference & Expo

Save by registering before Dec. 31

LAS VEGAS – Take advantage of discounted rates by registering before Dec. 31 for the International Association for Human Resource Information Management’s (IHRIM) 2010 Conference and Technology Exposition.

Held May 2-5, 2010, at the Rio All-Suite Hotel in Las Vegas, Nev., IHRIM’s 30th annual conference brings together the best in HR information management. Various experts will share real-world solutions, timely ideas and innovative perspectives to help companies and HR systems professionals improve their efficiencies and competitiveness.

“If you can attend only one event in 2010, make it the must-see conference for HR information technology education, solutions and networking,” said Lynne Mealy, IHRIM’s president and CEO. “Our conference is a critical part of IHRIM’s ongoing learning and sharing experience, and participants can continue to draw upon the professional contacts made here.”

The more than 50 educational programs will increase participants’ knowledge of industry best practices and future trends. They will learn more about talent management, Web 2.0, Software as a Service (SaaS), data management, metrics, HR technology strategy, and HR systems selection and implementation.

Additionally, attendees can view the latest products, interact with industry leaders and learn more about HR technology companies on the rise at the IHRIM Exposition Hall. Those interested in taking IHRIM’s new Professional of Human Resources Information (HRIP) certification exam – to demonstrate proficiency of the defined body of knowledge in HRIM – can do so on Sunday, May 2 as well.

Both the conference and IHRIM’s pre-conference courses are approved for recertification credit hours toward IHRIM’s HRIP certification, as well as for PHR, SPHR and GPHR certification through the Human Resource Certification Institute.

“I try to come to the IHRIM conference every year,” said one HR technology specialist from the Social Security Administration, who attended in 2009. “I am reminded of what to do and what not to do from the presenters and others in attendance. They share how they solved the very problems I am experiencing.”

Register by Dec. 31 to receive the special early bird discount of $875 for IHRIM members and $1,130 for non-members. Those who want to join IHRIM and attend will pay just $1,070. For more information, visit http://www.ihrim.org/Events/2010Spring/index.htm.

About IHRIM
Since 1980, the International Association for Human Resource Information Management (IHRIM), the world’s leading HRIM clearinghouse, has been uniting a dynamic group of practitioners, vendors, consultants, students and faculty to share best practices and the latest technological trends. Through membership, educational programming, listservs, CORE, certification, networking forums and IHRIM’s annual conference, HRIM professionals can receive valuable knowledge that will enhance both their own careers and their companies’ success.