1. 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. ”

3. 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."
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4. 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.
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5. 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.
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6. 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.

7. 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.

8. 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)
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9. 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

10. 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.

11. 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.
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