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Hunt Scanlon Interview Hunt Scanlon Interview Document Transcript

  • Vol 7. No. 8 October 2006 www.hunt-scanlon.com COVER STORY MARKET PLACE Andrew J. McKelvey Resigns As AIRS Creates Web-Based Chairman and CEO of Monster Worldwide Sourcing Tool... 3 Saying that the task of overseeing the company’s stock options grant review process was becoming too burdensome, Andrew J. McKelvey has resigned as Q&A chairman and CEO of Monster Worldwide, the parent company of leading global online career and recruitment resource, Monster. Mr. McKelvey, a 39-year veteran of CareerMetaSearch Creates New Monster and the company’s largest single shareholder, will remain on the company's Approach To Online Recruiting... 4 board of directors and has been elected chairman emeritus. The company's board of directors has promoted William M. Pastore to the position of CEO and appointed him to the board of directors effective immediately. Mr. Pastore joined Monster COMPANY NEWS Worldwide as chief operating officer in October of 2002 and was promoted to presi- dent and COO in February 2006. In these roles, he has directed all of the company's Trovix Raises $13 Million operations, overseeing strategic planning and tactical execution in North America, In Financing ... 8 Europe and Asia. Monster Worldwide stated that the board of directors has estab- lished an executive committee of independent board members, consisting of Sal Saba Adds Varian Medical Iannuzzi, chairman of the Monster Worldwide, John Gaulding and Ron Kramer. The Systems Exec To Board ... 10 company said that the board of directors believes this structure will allow Monster Worldwide to further benefit from the three independent board members' business insight and corporate governance experience. Mr. Iannuzzi is currently president and BRIEFS CEO of Symbol Technologies. Mr. Gaulding has served on the board since June 2001 and as a director from January 1996 to October 1999. Kenexa Posts 54 Percent Gain In Q2 Revenues ... 11 Vurv Reports 57 Percent Increase In Q2 Revenues; Names COO Vurv Technology, a provider of windows-based candidate screening and COMMUNICATING WITH HUNT-SCANLON recruiting software, has recorded a 57 percent increase in recurring revenues for the Online Recruiting Strategist is published 10 times second quarter ended July 31, 2006. This is the 35th consecutive quarter the company a year by Hunt-Scanlon Publishing, Inc. has increased revenue over the same quarter of the prior year. During the quarter, Subscriptions are $190 annually. LETTERS TO THE EDITOR Vurv welcomed 20 new enterprise clients including Interpublic Group, and Masco Include the writer’s name, address, Corporation as well as non-US based firms including Liberty Financial, the leading and daytime phone number. Mail: Hunt-Scanlon Publishing specialty finance group in Australia and New Zealand. The company has also formed 700 Fairfield Avenue several new alliances, including relationships with Accenture, ARINSO, Google and Stamford, CT 06902 Telephone: (203) 352-2920 Monster and furthered its investment in the Asia Pacific region by hiring additional Fax: (203) 352-2930 staff and opening a data center in Australia. Also during the quarter, Vurv appointed Website: www.hunt-scanlon.com Amy McGeorge as its new chief operating officer and, under her guidance, redefined SUBSCRIPTIONS For subscription information, call 1 (800) HSP-1199. and better aligned several service functions to enhance the overall customer experi- REPRINTS OR ADVERTISING ence. Ms. McGeorge previously served as chief operating officer at CitiStreet LLC, a For reprints or advertising:call (203) 352-2920. Copyright © 2006. All rights reserved. joint venture of Citigroup and State Street. “The second quarter of our fiscal year Publisher: Christopher W. Hunt reflects the significant contributions of our team, as well as the market’s continued Editor-in-Chief: Scott A. Scanlon confidence in Vurv,” said Derek Mercer, founder and CEO of Vurv. “We remain Managing Editor: Dale M. Zupsansky Graphics Editor: Diego F. Da Lan committed to developing the industry’s most innovative and easy-to-use product suite that provides extraordinary value to our customers. ”
  • MARKET PLACE NEW PRODUCT LAUNCHES AIRS Creates Web-Based sign up on BuzzRecruiter.com will administrative time, while shortening the receive a Web site with a customized look time to productivity of any new hires.” Sourcing Tool and feel, complete with administrative Onboarding comes standard with AIRS, a provider of recruitment tools and features. By entering their HRsmart’s Applicant Tracking Solution training and information technology, has HireAbility membership information, (ATsmart), and is part of HRsmart’s total launched SourcePoint CE, a new Web- members receive preferred pricing on workforce and talent management suite of based sourcing tool for finding and BizzwithBuzz Web site services, and a recruiting talent. Unlike traditional live job feed from HireAbility to their technology products. sourcing applications that specialize in a own Web site. "We met an essential busi- Monster Launches New specific task, SourcePoint CE offers all ness need of our expanding network of Co-branded Job Site these capabilities in a single, modular recruiting professionals by supplying platform. Critical SourcePoint CE features them with BuzzRecruiter.com’s vast array Online careers site Monster and include: a passive candidate database of of Web site designs and marketing and Philadelphia Media Holdings, LLC, the more than 33 million profiles; the graphic services,” said Craig Silverman, owner of The Philadelphia Inquirer, TotalView resume search engine that executive vice president of sales and mar- Philadelphia Daily News and philly.com, enables recruiters to search their internal, keting for HireAbility. “It is the perfect external, active, and passive resume data- solution for our members’ needs. Our have unveiled a new, co-branded job bases; and AIRS patent-pending ReVo partnership with BizzwithBuzz ensures search and recruitment website ToolBar that automates candidate capture that our members have the most pow- (www.philly.com/monster). In addition and TalentPool development. "In the last erful Web tools available that fit into their to thousands of online job postings, the three years the sourcing technology mar- business’ budgets.” new site provides helpful career and job ketplace has exploded," said Chris HRsmart Launches New search tools, including a resume builder, Forman, CEO of AIRS. "Scores of compa- Interactive Onboarding a salary center, a range of career self- nies have commercialized products that assessment tests and quizzes, and expert focus on solving one part of the sourcing HRsmart, a provider of talent man- advice providing insight into myriad puzzle whether it be name generation, agement technology solutions, has released networking, employee referral, or resume a new onboarding module that allows new topics ranging from how to make the best aggregation. But this proliferation of hires to complete government and com- impression during a job interview, to niche providers has created a new pany forms online with an e-signature. how to maintain a healthy work-life bal- problem for recruiters--how to learn, use, This new technology also allows the forms ance. "We are thrilled to bring the and manage an ever-expanding stable of to be automatically sent to the corre- number one online job site to tools. SourcePoint CE was built from the sponding departments and feeds the infor- Philadelphia-area employers and job ground up to solve this problem." mation directly into the clients’ HRIS. With seekers," said Brian Tierney, chief execu- HRsmart’s new onboarding solution, all HireAbility And BizzWithBuzz relevant documents will appear in the can- tive officer of Philadelphia Media Launch BuzzRecruiter.com didate’s career center where the candidate Holdings (PMH). "Beginning today, HireAbility.com, a Manchester, NH- can complete the pre-populated forms Philly.com's career center features the based provider of integrated recruiting online. Recruiters are notified of status and best jobs from the Philadelphia Inquirer software and services, has formed a part- can participate in the process as well. and Daily News, as well as nationwide nership with BizzwithBuzz, a creative Standard forms with the module include job listings and content from the indus- marketing and design company, to the I-9, W-4 and applicable state tax forms try's premier online job site, launch BuzzRecruiter.com, a one-stop among others. “HRsmart wants to remain Monster.com. By connecting Philadel- recruitment website design and hosting a leader in the applicant tracking arena, so phia-area employers with the highest service. Under this agreement, we consistently look for new and unique quality job candidates, Philly.com is posi- HireAbility’s Recruiter Network mem- ways to build upon the robust technology bers gain access to BuzzRecruiter.com’s that makes our products stand out.” said tioned to remain the destination of choice Web design solutions. Members of Mark Hamdan, HRsmart CEO. “This func- for employers and job seekers alike HireAbility’s Recruiter Network who tionality will save our clients significant throughout the Delaware Valley." For expanded industry coverage, go to hunt-scanlon.com and sign up for our daily Recruiting Industry Newswire email alert. 3
  • Q&A CareerMetaSearch Creates New Approach To Online Recruiting ORS: Please explain CareerMetaSearch.com Gorham: Push Posting is our patent and what led to its creation. pending technology that extracts keywords from a job posting and inserts pertinent job Gorham: : CareerMetaSearch.com is an keywords into numerous search engine online passive candidate portal that allows pay per click models. The keyword engine employers an avenue to reach passive can- is the heart of the product as it under- didates where they spend time online. As stands what keywords to “Push” into the Jason Gorham there are over 40,000 job boards that reach search engine marketing. After the key- Jason Gorham is the founder, man- active candidates it’s our mission to reach words are inserted into search engines our currently employed passive candidates. I team then creates the advertising that a aging director and CEO of Sharkstrike created the technology Push Posting passive candidate would see. We then and Careermetasearch.com since it's product in 2003. I originally started out as push the advertisement where passive can- formation in 2003. Mr. Gorham has a job aggregator like Indeed and or Simply didates spend time online. been in the staffing industry for over Hired and that’s why we use the word 10 years. His career highlights include “metasearch” in our company name. ORS: Do you have the percentage of successful creating a technical staffing division, However, I quickly changed the model to a hires that began as passive candidates? passive candidate portal. Having spent my owning his own technical staffing com- entire professional career in recruiting and Gorham: We continually work with our pany, and working in such capacities utilization of tools and job boards I was employers to capture passive candidate as staffing manager, board member, tired of the poor quality of resumes that I profiles. Our employers are also able to and technical recruiter. His accom- received. I didn’t feel as though I got any purchase metrics on how we have cap- plishments include creating a technical ROI from these sites and as it took me tured candidates that include keywords staffing division that grossed over longer to review and source resumes to used, advertising impressions, number of find the quality candidate I wanted. So I click on the advertising, and how many $600,000 its first year and also created set out to make it a better model that people applied. his own technical staffing company would better connect the passive job seeker whose revenues were over $330,000 a with the employer. ORS: Are employers using the Internet more year. Here in an interview with Hunt- and more to open up a dialogue with passive Scanlon Advisors managing editor ORS: What is Sharkstrike? candidates? Dale Zupsansky, Mr. Gorham dis- Gorham: Sharkstrike Recruitment is a con- Gorham: Yes they are. Our sales and com- cusses CareerMetaSearch’s unique sulting firm that provides a complete range pany growth show this to be true. approach to online recruiting and how of online and offline recruitment and Companies are grasping our solution and his company reaches passive job recruiting services to help companies the need for our products and services. seekers. enhance their total recruiting process. We are a privately held company that has over ORS: What makes passive candidates 10 years in the recruiting industry. We appealing for organizations looking for talent? combine the best people, processes, and technology to achieve excellent results con- Gorham: Finding a perfect candidate is like sistently. Sharkstrike believes in partnering finding the holy grail for a recruiter. with our clients to maximize your Passive candidates are employed and recruiting efforts while minimizing your valued within their current company. They recruiting budget. have the longevity, experience and typi- cally will transition into their new role with ORS: Can you explain what “Push Posting” ease, as opposed to finding someone that is? you need to train, and bring up to speed. 4 For expanded industry coverage, go to hunt-scanlon.com and sign up for our daily Recruiting Industry Newswire email alert. View slide
  • ORS: Explain the advantages of using ORS: Does CareerMetaSearch.com have CareerMetaSearch.com rather than your tra- plans to offer any additional services or ditional job board. expand in anyway within the online recruit- ment industry? Gorham: CareerMetaSearch.com is more of a methodology and web service than “I see companies using it is a job board. Traditional job boards Gorham: Our research and development mass market to active job seekers and team is currently working on a collegiate new technology to reach drive everyone through a home page. product called AlumNet to reach passive candidates such as They take clients’ money and brand candidates as well as our resume data- themselves whereas we work with our base is expanding and we are increasing blogs, recruiting video clients to find passive job seekers and to our intellectual property portfolio to brand their company and or their job. expand our products and services. We are and referral networks. As passive candidates don’t spend time on job boards but they do spend time also in discussion with various partners that complement our products and ser- It’s not that you want the reading about their job and their job industry this is where we reach them. vices so we become the #1 destination for quantity of traffic for We provide our clients either a passive passive candidate recruiting. With over candidate job profile or their resume. 80 percent of job seekers turning to the your jobs but it’s the Internet when searching for employment, ORS: Please describe your client base. quality of the traffic that I believe our unique combination of job boards, technology, automation, and inte- Gorham: Our client base is diverse con- should be of concern.” sisting of enterprise clients, SMB clients gration with proven Internet marketing and a la carte job posting clients. Our techniques generate superior recruitment – Jason Gorham model allows us to reach people that are results. Founder, Managing Director using the Internet worldwide. We have and CEO had clients look for technology, entry ORS: Considering where online recruiting is Careermetasearch.com level, and medical candidates. On a headed, do you see future HR professionals global basis we have assisted clients in India, the Philippines and the United needing to have marketing savvy? Kingdom to reach passive job seekers. Our product will not work for companies Gorham: : Yes I believe that HR profes- looking for candidates who don’t spend sionals should have some marketing time online such as truck drivers etc. insight. This will not only increase their overall value to a company but will add ORS: What future trends do you see in how to their skillset. The HR professionals companies generate job posting traffic? that will have this experience will allow Gorham: : I see companies using new tech- them to hire more qualified candidates nology to reach candidates such as blogs, in a shorter span than another HR pro- recruiting video and referral networks. It’s fessional who are not marketing savvy. not that you want the quantity of traffic for Candidates have more choices than ever your jobs but it’s the quality of the traffic to work for who they want where they that should be of concern. We partner with want, once you become marketing savvy other job engines such as Simply Hired and Indeed, however we show up in the spon- this will allow you to build your brand sored listing which is first, thus separating and hire more efficiently to separate ourselves out to get the quality traffic. yourself out from the rest of the pack. For expanded industry coverage, go to hunt-scanlon.com and sign up for our daily Recruiting Industry Newswire email alert. 5 View slide
  • MARKET WATCH CareerBuilder.com And Robert Half Release Study On Hiring Trends Fifty-five percent of hiring managers dents categorized the job market as difficult they would increase compensation levels surveyed for this year's Employment 12 months ago and 85 percent said it is for job offers in the next 12 months. When Dynamics and Growth Expectations equally or more challenging today. Nearly asked this same question this year, 38 per- (EDGE) Report said it was difficult to find one-in-five workers said they are less likely cent of employers said they plan to raise qualified candidates 12 months ago; 81 per- to ask for more money from a potential salaries, signifying a sustained trend toward cent said recruiting is equally or more chal- employer in the next 12 months, and the more generous compensation. "Forty-five lenging today. The survey, which was number of those who were more likely to percent of workers reported their compen- conducted by Robert Half International negotiate increased compensation dropped sation has increased in the last year, yet a (RHI) and CareerBuilder.com, found that significantly compared to one year ago. much smaller number are willing to ask for more than half of hiring managers who are One-in-five hiring managers attributed their a better deal going forward, likely due to having trouble recruiting cited a shortage of difficulty in finding qualified staff to the insecurities about the United States economy qualified professionals as the primary cul- inability to offer competitive compensation and job market," said Matt Ferguson, CEO of prit. Nearly two-in-five hiring managers packages, similar to last year's findings. In CareerBuilder.com. "The United States con- plan to increase starting salaries in the next 2005, 28 percent of hiring managers sur- tinues to add jobs and businesses are strug- year to attract new talent. Employees them- veyed said they increased compensation gling with a shrinking labor pool. Workers selves are still feeling cautious about the job levels for job offers in the last 12 months. In who are not maximizing the earning poten- market and are less willing to negotiate 2006, that number rose to 36 percent. In tial of those opportunities are literally selling higher salaries. Four-in-10 survey respon- 2005, 33 percent of hiring managers stated themselves short." Nearly 70 Percent Struggling to Measure the Effectiveness of Recruiting Authoria, Inc., a leader in integrated ingly realize that it's essential to track Loofbourrow continued: "The recogni- talent management solutions, has and measure the dimension of quality, tion that an organization's talent is a released the results of a survey that high- through metrics such as the satisfaction source of competitive advantage has led lights a significant shift in the way busi- of hiring managers with new hires and to a new understanding of the challenge nesses are evaluating the hiring process. the extent to which candidates in the of managing that talent. Instead of The survey identifies an overwhelming recruiting pipeline match the require- merely automating processes such as need to augment time- and cost-based ments of a job requisition. In light of the recruiting, performance management, measures of recruiting effectiveness with positive impact that high-quality hires and compensation, the executives who metrics that evaluate the "quality of hire" can have on bottom-line results, and the responded to this survey are clearly and fit within the organization. Sixty- prohibitive cost of bad hires, measuring looking to their talent-management sys- seven percent of respondents to the quality in the recruiting process is rightly tems to provide granular insight into the Authoria survey cited dissatisfaction becoming a priority for forward-thinking ability of their workforce to meet busi- with how their organization evaluates organizations." Respondents to the ness objectives, and measurements of quality of hire, and 69 percent identified Authoria survey also identified a signifi- quality that enable them to improve indi- it as a business imperative to improve. cant barrier to more effective hiring: 60 vidual and organizational performance." Among those who indicated a timeframe, percent graded the collaboration between The Authoria survey, conducted in 82 percent said improvement in this key their hiring managers and recruiters as August 2006, compiled responses from measure should happen within the next less than effective. The benefits of better 150 human-resources executives at U.S.- 12 months. "Traditionally, the recruiting collaboration between these two roles based corporations. Twenty-three per- function has been judged in terms of include higher-quality candidates, cent of respondents were from time-to-fill and cost-per-hire metrics," delivery of more "best fit" talent to the companies with 10,000 employees or said Authoria chairman and CEO Tod organization, and greater overall satisfac- more, and 56 percent were from compa- Loofbourrow. "But employers increas- tion with the recruiting process. Mr. nies with 1,000 employees or more. 6 For expanded industry coverage, go to hunt-scanlon.com and sign up for our daily Recruiting Industry Newswire email alert.
  • MARKETWATCH Q&A (continued from page 5) On target. On track. On board. CareerBuilder.com’s Hiring Outlook for Q2 2006 Hire smarter, hire faster, and stay ahead of the competition. Unlike point solutions that only address a part of the recruiting process, Projectix supports a continuous hiring workflow that can be easily configured to your business and scaled as your needs change. With global advantages that include the ability to support 13 languages, we can help you attract and retain talent wherever you do business. That’s good news for your productivity, profits and people. To meet and exceed corporate goals, and begin connecting the right people with the right jobs, call 888-935-1411 or visit: www.projectix.com Hiring Management Systems is the enterprise behind Projectix.
  • COMPANY NEWS CareerBuilder Expands To announced in December 2005. Since the iCIMS Forms Alliance China With 51job Alliance company's official launch in December, With HRchitect Trovix has signed many notable clients Online job board CareerBuilder.com including Stanford University, Palm, iCIMS, a Hazlet, NJ-based provider has inked 51job, Inc. as a partner in its Juniper Networks, Sanmina-SCI, and human resource software and services, has international network to bring more VMware. "The marketplace for employ- formed a partnership with HRchitect, a recruitment resources to employers and ment is inefficient, and anyone who's Human Capital Management (HCM) and job seekers. 51job is China's leading looked for a job or tried to hire someone Applicant Tracking Systems (ATS) con- human resource services provider with knows how much time you spend sulting firm. Under the terms of the part- the most registered members, the largest looking at job listings or resumes that just nership, HRchitect will consult with iCIMS' resume database and the highest daily don't fit," said Jeff Benrey, CEO and clients interested in integrating iRecruiter, traffic in China. Under the agreement, founder of Trovix. "We've developed iCIMS' Web-based talent management and CareerBuilder.com and 51job will have technology that solves this problem, and applicant tracking platform, with their links to each other on their sites as well as our clients use this to identify and hire existing back-office human resource man- sell job postings and access to their the best candidates in their applicant agement systems as well as other internally resume databases. The alliance will pro- pool. With our investors' backing, we're installed or hosted solutions. "As the tech- vide job seekers in both countries instant developing intelligent search technology nology choices available to HR profes- access to a multitude of new job opportu- that will significantly improve the way sionals evolve, particularly those geared nities in virtually every industry. "The companies go about identifying and towards the mid-market, it is vital for tech- recruitment landscape has changed dra- recruiting the best talent available." nology providers to develop platforms that matically; employers now need to have work in-sync with third-party systems," Cytiva Software Names access to candidates in multiple coun- said Colin Day, president and CEO of VP Client Services tries," said Farhan Yasin, president of the iCIMS. "Mid-sized corporations rely international group at CareerBuilder.com. Cytiva Software, a provider of heavily on best-of-breed providers as they "Partnering with 51job will not only intro- recruiting software solutions, has develop a talent management infrastruc- duce CareerBuilder.com clients to China's appointed Jennifer Fray as vice president ture, so building interfaces between these most influential recruitment site and vice of client services. In this role, Ms. Fray solutions is often at a premium. iCIMS' versa, it will allow CareerBuilder.com oversees all client services, including alliance with a well-respected specialist like access to the fast-growing Chinese implementation and support activities, HRchitect offers yet another resource to recruitment market." reporting to CEO Jason Moreau. Ms. Fray help our clients address their developing Trovix Raises $13 Million joined SonicRecruit’s sales team in 1998 talent management priorities." In Financing where she brought in some of the largest HireStrategy Hires Director, accounts, including Fortune 500 compa- Executive Search Trovix, a provider of search tech- nies. In her most recent role, Ms. Fray nology, has raised $13 million in its Series developed, trained and managed HireStrategy, a Reston, VA-based B financing. The financing was led by SonicRecruit’s client services division. executive recruiting firm, has named Kurt Granite Ventures, a leading early-stage “SonicRecruit’s on-demand availability, Wilkinson as director, executive search. technology venture capital firm based in flexibility and application level configura- Mr. Wilkinson joins HireStrategy from San Francisco, and also included partici- tion make it easy for organizations to ImmixGroup, a government business pation from Trovix's existing investors, implement and maintain a recruiting consulting firm, where he served four U.S. Venture Partners (USVP) and 3i. system custom-tailored to their needs,” years as vice president of the recruiting Trovix will leverage the infusion of cap- said Ms. Fray. “For this reason, it has been division. Prior to that, he served as vice ital to boost new product development gratifying to build a services group that president of recruitment for VeriSign / and market expansion efforts. With the can focus on helping our clients quickly get Network Solutions. "We're very pleased close of this round, Trovix has raised the most out of their recruiting efforts, to have Kurt head our executive search $18.25 million since inception. The com- rather than constantly having to recode or practice," said Paul Villella, president and pany's initial funding of $5.25 million was customize the system to meet their needs.” CEO of HireStrategy. "Kurt is a highly- (Continued on page 10) 8 For expanded industry coverage, go to hunt-scanlon.com and sign up for our daily Recruiting Industry Newswire email alert.
  • Our differences make us stronger. See the difference? We embrace diversity in all its manifestations; and we celebrate our community’s rich tapestry of cultures, views and self-expression. © 2005 Exelon
  • BRIEFS (Continued from page 8) respected recruiting executive with 26 Saba Adds Varian Medical targeted using characteristics including years experience in the search and Systems Executive To Board name, title, industry, company, revenue, recruiting industry. Over the years Kurt number of employees, keywords and has helped more than 900 candidates suc- Saba, a provider of human capital geography. “We’ve seen over and over cessfully find new positions and has management (HCM) solutions, has again since our first recruiter training assisted more than 115 clients fill key appointed Dow Wilson as a member of classes in 1997 that one of their biggest senior-level staffing requirements. We're the company's board of directors. Mr. frustrations is the ‘wall’ they hit when confident that Kurt will grow Wilson is executive vice president of they’ve sourced all the resumes they can, HireStrategy's executive search practice.” Varian Medical Systems and president of yet still can’t find the specialized candi- Taleo Adds University Of Oncology Systems. Varian is the world's dates they need,” said Christian Forman, leading manufacturer of integrated radio- Toronto To Client Base CEO of AIRS. “That’s where the therapy systems for treating cancer and PeopleSearch Engine in AIRS SourcePoint Taleo Corporation, a provider of the premier supplier of X-ray tubes and CE can make all the difference. It goes staffing management services and solu- flat panel image detectors for filmless X- beyond resumes to help recruiters find tions, has been selected by the University rays. With $1.3 billion in revenue, the targeted candidates they are looking of Toronto for its talent management Oncology Systems is Varian's largest for.” solutions to help recruit and assess business unit and the world's largest sup- employees for all three of its campuses. plier of radiotherapy solutions. Mr. HireDesk Selected By The University of Toronto is Canada's Wilson joined Varian in 2005, following a TEG International leading and most distinguished univer- 19-year career with General Electric, HireDesk, a division of Talent sity, with approximately 70,000 students, where he served as CEO of the $2.5 bil- Technology Corporation, a provider of on 10,000 faculty and staff and teaching pro- lion GE Healthcare-Information demand recruitment and employee selec- grams in 17 academic divisions. The Technologies business, which employed tion solutions, has been chosen by TEG University selected Taleo to streamline its 10,000 people. "Dow's extensive experi- International for its recruiting solution. recruitment processes and ensure it con- ence in running multi-billion dollar, TEG International is a leading global tinues to hire the most qualified candi- global organizations will be an invaluable executive search firm serving the dates from as diverse a pool as possible. asset to Saba as we strive to execute on advanced technology community. TEG The new online system will reduce the our growth plans and enhance our man- International chose HireDesk’s recruit- time and 'administrivia' associated with agement processes and practices," said ment solution for its configurability, scal- its previous manual recruiting and hiring Bobby Yazdani, chairman and CEO, Saba. ability and ease of use. HireDesk process and will assist the University to "Dows' deep expertise in the life sciences streamlines TEG International’s reach a broader, more diverse pool of market will also be an asset and will pro- candidates. "We welcome the University vide us with valuable insight as we build recruiting processes and enables them to of Toronto to our growing Canadian cus- on our leadership in this important increase their output per consultant and tomer base and look forward to part- market. We are delighted and gratified to revenues. "We really like that we can con- nering with them in their talent welcome him to our board." figure the HireDesk system to perfectly management efforts," said Michael match our recruiting processes," said Rick AIRS Delivers 33 Million DeRose, TEG International’s president. Gregoire, president and CEO, Taleo. "In Passive Candidate Profiles "HireDesk matches with how we work today's market, success is increasingly dependent on the ability to assess, AIRS, a provider of recruitment and gives us a structure and framework acquire, develop and align top talent and training and information technology, has to follow; we know when we take the now, more than ever, educational insti- released it’s PeopleSearch Database, candidate through our process we’re tutes are realizing the importance of this. delivering enterprise-wide access to more doing our job right. We have already seen We commend the University of Toronto than 33 million profiles of talent at a return on our investment with as a thought leader and visionary to America’s top companies. PeopleSearch increased recruiter productivity and a ensure that its talent continues to drive provides access to more than 33 million more efficient and effective recruiting the performance of the University." passive candidate profiles which can be process." 10 For expanded industry coverage, go to hunt-scanlon.com and sign up for our daily Recruiting Industry Newswire email alert.
  • COMPANY NEWS BRIEFS MARKET TRENDS Futurestep, the middle-management Kenexa Posts 54 Percent business-to-business and consumer ven- focused online recruitment unit of execu- tures to PeopleFilter Technology. He is a co- Gain In Q2 Revenues tive search firm Korn/Ferry Inter- founder, president and CEO of H3.com, a national, has appointed George Puig as Kenexa Corporation, a Wayne PA- cash reward referral-hiring tool designed to president of North America. Based in based supplier of recruiting services and Houston, Mr. Puig reports directly to identify relevant candidates within per- software, has posted total revenue of Robert McNabb, chief executive officer of sonal and extended networks. He previ- $24.7 million for the second quarter Futurestep, and is responsible for over- ously served as the chairman, chief ended June 30, 2006, representing an seeing the operations, strategy and tac- executive officer and president of pub- tical execution of recruitment process increase of 54 percent over the $16 mil- lion recorded for the second quarter of lishing giant Houghton Mifflin Company, a outsourcing (RPO) initiatives in Futurestep’s North American region 2005. GAAP net income available to $1.3 billion publishing company. Before which includes the U.S. and Canada. “I common shareholders was $3.3 million that, he was the president of Monster.com, have no doubt that Futurestep’s North or $0.16 per diluted share for the second where he oversaw that company's day-to- American team will flourish under quarter of 2006, compared to a net loss day management and global operations. George’s capable leadership,” said Mr. available to common shareholders of McNabb. “His solid experience spanning $(31.3) million, or a loss of $(5.29) per Job Zone Adds To process design, business delivery and basic and diluted share for the second Leadership Team total quality management will ensure the quarter of 2005. "Market awareness for best possible results for our team and our Job Zone has added Jo Johnson to its talent management solutions continues clients around the globe.” With more than board of directors and Troy Prehar as vice to grow, and we believe our unique busi- 25 years of experience, Mr. Puig is a busi- president of its newly formed consulting ness process outsourcing industry vet- ness model and value proposition are driving our market share gains,” said services division. Job Zone Network is a eran with a particular expertise in quality control. Most recently, he was president Rudy Karsan, chief executive officer. suite of niche career centers, recently and chief operating officer of Precision “The combination of strong organic launched Military Job Zone, an online Response Corporation where he drove growth and well executed strategic career center that links transitioning mili- the execution and implementation of acquisitions has helped Kenexa to grow tary members with employers. Mr. business process outsourcing initiatives profitably." Johnson, with more than six years of lead- and corporate growth strategies. Futurestep has also named Terry G. Stein PeopleFilter Adds Former ership in the professional staffing as practice leader for western Canada, Monster President To Its Board industry as well as extensive leadership based in Calgary. Mr. Stein brings 20 and management experience in other PeopleFilter Technology LLC, devel- years of expertise in human resource areas, is currently vice president of opera- opers of the PeopleFilter applicant tracking management and development, strategic tions for Kforce. Mr. Prehar, an armor planning and financial services. Prior to system, has named Hans Gieskes, president and chief executive officer of H3.com and officer in the Army, most recently served joining Futurestep, Mr. Stein was respon- sible for the consulting services practice former president of Monster.com, to its as director of sales with Confluent in the Alberta region of Robert Half board of directors. Mr. Gieskes brings a Surgical, which was recently acquired by Canada. wealth of experience in leading high-profile Tyco Healthcare. Keep Up With the Latest Thinking For $190 each a year you’ll receive 10 issues of Executive Search Review and Online Recruiting Strategist To subscribe call (203) 352-2920 Hunt-Scanlon Corporation, 700 Fairfield Avenue, Stamford, CT 06902 www.hunt-scanlon.com For expanded industry coverage, go to hunt-scanlon.com and sign up for our daily Recruiting Industry Newswire email alert. 11