Michael D. Blair, Manager of Recruitment Operations and Technology, Sprint

Jason Whitman, VP – Client Services, Indeed.com

Signin to listen to Michael Blair, Manager Recruitment, Sprint and Jason Whitman from Indeed share information on How to Track Results and Make the Most of your Online Recruitment Budget

Courtesy of Indeed

Measuring the return on investment (ROI) of recruitment advertising should be a major priority for any recruiting professional tasked with lowering cost per hire and identifying high-quality candidates.

Where are candidates and hires coming from, and what sources are providing the best ROI? These questions become critical when you consider two factors: most companies don’t know that there is a problem, and it’s those very companies that are spending billions of dollars per year on recruitment advertising.

This challenge can easily be conquered by asking the proper questions and putting the right measures in place to start tracking source more effectively.

Listen in as we cover The four A’s

• Assign – Make it someone’s job to track and measure your recruitment advertising.
• Automate – Implement automated candidate source tracking.
• Analyze – Review your cost-per-applicant and cost-per-hire data.
• Adjust – Shift budgets to the sources that deliver the best ROI for you.  Measure everything and adjust your recruiting strategy accordingly.

Jason Whitman, will share why every company with a job posting on the web should know what it’s getting for its investment, and show how to maximize the return on investment (ROI) of your online recruitment advertising. Michael Blair will share his best practices and expertise on the successful and maybe not so successful online recruitment efforts and how he tracks ROI.

Please Login or Register to RecruitingTrends.com to listen to the webinar recording.

Take-aways – You will learn how candidate source tracking impacts your online recruitment activity, and how to optimize for success. Topics to be covered include:

• Tracking and measuring online recruitment
• Automating candidate source tracking with your Applicant Tracking System (ATS) or career site vendor
• Understanding source of hire reports and using validated data to make continued improvements

Sponsored by Indeed

About the Speakers:

Michael directs recruitment for Network Operations, Product & Technology Development and Wholesale, as well managing recruitment technology and assessment strategy for Sprint. The Sprint staffing team leverages innovative and industry leading strategies to implement world class recruitment and selection processes. In addition, Michael serves as an internal consultant with a focus on job analysis, needs assessment, selection system design & validation, performance management, optimizing technology in the hiring process, and the recruitment and sourcing of top talent.

Throughout his career, Michael has helped organizations redesign recruitment and selection processes to better leverage technology and human capital, introduce alternatives to inefficient and ineffective assessment strategies, and better equip managers to make sound hiring decisions. Michael has written articles and presented at conferences on numerous topics including innovations in assessment, internet-based testing, measuring selection and hiring ROI, assessment centers, adverse impact, banding, job analysis, performance evaluation, and managerial assessment and development.

Michael attended the University of Maryland where he earned his Master of Science degree in Psychology. Michael started his career in industrial/organizational psychology as a “Beltway Bandit” consultant in the Washington, DC area. He later joined the civil service sector where he worked at both the Federal and City/County levels, before returning to the private sector. In addition to his role at Sprint, he serves as an expert advisor to the Human Capital Institute (HCI) Talent Acquisition Community, as well as an adjunct faculty member in the KCKCC Psychology Department.

For more than 10 years, Jason has specialized in recruitment marketing and technology, working with clients to develop award-winning recruiting campaigns and career Web sites. At Indeed.com, Jason focuses on client education, measurement and tracking, helping clients track the ROI of their online recruitment advertising and understand the performance of their Indeed pay-per-click advertising campaigns. Jason received a bachelor’s degree in Journalism from Marquette University.

About the Sponsor:

Indeed is the #1 job site worldwide, with over 50 million unique visitors and 1 billion job searches per month. Indeed is available in more than 50 countries and 26 languages, covering 94% of global GDP.

Since 2004, Indeed has given job seekers free access to millions of jobs from thousands of company websites and job boards. As the leading pay-for-performance recruitment advertising network, Indeed drives millions of targeted applicants to jobs in every field and is the most cost-effective source of candidates for thousands of companies.

Despite the global downturn of recent years, leading organizations are still competing for the best talent around the world. Indeed, it is widely recognized that the need to attract the best skills is as urgent as ever, as blue-chip firms reposition themselves in their emergence from the recession.

Employers that are succeeding in this ‘war for talent’ recognize the importance of proactively maintaining a well-managed and consistently positive employer brand, as the most talented individuals cherry pick the companies they would like to work for. And the war for talent has not ceased. Deloitte’s recent Talent Edge 2020 study – a survey of more than 350 employees at large companies – found that nearly two in three were ‘actively testing’ the job market.

But as we understand more about how an organization’s brand develops, it has become clear that corporate reputations are formed over a multitude of touch points with consumers, current employees and jobseekers alike.

For multinational organizations working across multiple regions there is the added complication that while some rules of best practice may apply throughout the world, there are also cultural differences to consider. Understanding these differences and reacting accordingly can help organizations to not only appeal to the best and brightest talent across the globe, but also to ensure that whenever these individuals come into contact with an organization its corporate brand as well as its employer value proposition are reinforced. Our research shows how this can maximize bottom-line profitability for corporations across all industries – but only when done effectively. Get it wrong, or be ineffective, and corporations incur real risks.

For more information, check out the full report.

Global survey urges companies to treat job candidates as potential customers to maximize profitability

BOSTON–(BUSINESS WIRE)–Businesses that fail to align their recruiting practices with their branding strategy risk losing top talent and potential revenue – with social media further amplifying these consequences, according to a new study by Alexander Mann Solutions, a provider of world-class talent and resourcing capability.

“Companies that don’t consider the implications of this very emotional process are – at best – letting a potential customer go. At worst, these companies are damaging their brands on a much larger scale.”

The global report – which surveyed consumers in the United States, the United Kingdom and China – found that more than half (52 percent) of respondents said a negative interview experience would impact on their purchasing decisions. Fifty-percent of American respondents said a bad interview experience would push them to reconsider buying from the interviewing company, compared to 58 percent in the United Kingdom and 47 percent in China. Of course, netting a few disgruntled customers is an inevitable part of doing business. However, social media now enables a handful of displeased job candidates to quickly spread their dissatisfaction and potentially influence thousands – or even millions – of people. In fact, 75 percent of American respondents said they would be likely to share a negative interview experience with their personal and professional networks.

“There’s a crucial ‘sliding door’ moment for interviewing candidates. Not only are they potential customers, but during the interviewing process, they also have the potential to become part of the brand,” explains Lisa Chartier, head of U.S. resourcing communications for Alexander Mann Solutions. “Companies that don’t consider the implications of this very emotional process are – at best – letting a potential customer go. At worst, these companies are damaging their brands on a much larger scale.”

Considering the hefty investment most companies make in building their brands, safeguards should be put in place so that job candidates and former employees are not tempted to damage a brand because of a negative human resources experience. To mitigate this risk, the report urges businesses to apply their branding strategy throughout the entire employment lifecycle – from interviewing candidates to transitioning employees to alumni. Although businesses often overlook this stage of the employee lifecycle, departing employees continue to interact with brands as potential customers, product advocates, and possibly, future hires.

“There are three primary phases within the full employment lifecycle – the candidate touch point, the employee touch point, and the alumni touch point – each with several touch point opportunities for engagement within them. Each of these touch points is vital in ensuring that an employee, or potential employee, has a positive brand experience that they are likely to carry forward with them,” Chartier says.

Job Candidates Welcome Social Media Checks

In a surprising shift, the report also finds that 80 percent of Americans don’t mind if a potential employer checks their social media profiles – including Facebook and Twitter – during the job interview process. Since the advent of social media, Americans have been urged to hide their social media profiles from potential employers, but in reality, Americans now expect their online life to add weight to hiring decisions. One out of two Americans (50.3 percent) said that an employer checking their social networking profiles during the application process wouldn’t make any difference to their view of the company, with 29.7 percent saying that it would have a positive impact on the their view of that company.

“The tide has turned on the way job candidates use social media. In today’s world, consumers are regularly engaging with brands on Facebook and Twitter, so it’s natural for this interaction to extend into the job application sphere,” Chartier says. “While some brands have been slow to use these channels to support their employer brands and talent management strategies, these findings should open the door for them to confidently move in this direction. In general, taking a more thoughtful and strategic approach to the entire interview process will lead to a longer, more rewarding relationship between the candidate and the employer – no matter the outcome of the interviewing process.”

Download Alexander Mann Solutions’ full whitepaper, “Candidates, Consumers and Your Global Brand.”

Editor’s Note: The findings are based on answers from 540 respondents located in the United States (29 percent), the United Kingdom (36 percent), and China (35 percent). Gender responses were split evenly at 49 percent for women and 51 percent for men. Eighty-eight percent of the sample were confirmed to be employed at the time of response.

About Alexander Mann Solutions

Alexander Mann Solutions builds world-class talent and resourcing capability for organizations and is the recognized global leader in Recruitment Process Outsourcing (RPO). The company is a trusted advisor that delivers its services through innovative outsourcing and consulting services that include permanent, contingent, internal mobility, graduate and talent resourcing programs. Alexander Mann Solutions was founded in 1996 by Rosaleen Blair, the Veuve Clicquot 2007 Business Woman of the Year.

For more information, please visit www.alexandermannsolutions.com

Contacts

March Communications for Alexander Mann Solutions
Aarti Shah/Liz Swenton
617-960-9878 / 9858
ams@marchpr.com
http://www.alexandermannsolutions.com

U.S. Workers to Receive Largest Merit Increases Since Start of Financial Crisis, Towers Watson Survey Finds

Survey also shows hiring freezes from recession beginning to thaw

NEW YORK, February 24, 2011 — U.S. employers are planning to give employees this year the largest merit increases since the start of the financial crisis, according to a new survey by Towers Watson (NYSE, NASDAQ: TW), a global professional services company. The survey also found that the hiring freezes that were put into place during the recession are beginning to thaw, especially for professional and technical workers, and positions that require employees with critical skills.

The Towers Watson survey found that companies are optimistic and are budgeting merit increases of 3.0% for 2011. That compares with the 2.7% merit increase awarded to employees overall in 2010 and is the largest merit increase since before the financial crisis when increases typically averaged 3.5 – 4.0%.

Though the horizon is brighter for most companies, the survey also found that 5% of companies plan to freeze salaries for all workers this year, the same percentage as last year. However, 13% of companies plan to freeze salaries for executives while 12% plan to freeze salaries for hourly workers. Both figures are down sharply from 2010.

“Most companies have turned the corner and are now in a much stronger position financially to recognize and reward employees, especially their top performers” said Laura Sejen, global head of rewards consulting at Towers Watson. “Throughout the recession and even afterwards, companies made it a high priority to provide better rewards to those employees who performed at the highest level and made the highest contributions to their organizations.”

Indeed, according to the survey, companies provided the largest merit increases (4.0%) in 2010 to workers who far exceeded their performance expectations, while those who exceeded expectations received a 3.4% average increase. Conversely, workers who did not meet performance expectations did not receive any increase in 2010.

Hiring Freeze Beginning to Thaw

The Towers Watson survey found that the hiring freezes that companies implemented during the recession are being lifted. Forty-two percent of companies are planning to hire workers for positions that require critical skills this year, while 40% plan to add professional and technical workers to their payrolls. One in four companies also plans to hire sales professionals and hourly workers in 2011.

The survey also reported that the attraction and retention challenges that employers are facing are confined to select employee groups ¾ primarily critical-skill and top-performing employees. More than half (54%) of companies reported problems attracting critical-skill workers, while 37% are having difficulty hiring top-performing employees. About three in 10 companies report problems retaining critical-skill employees, while one in four have difficulty retaining top performers.

”As companies map out and implement their strategies to grow in a recovering economy, their ability to use not just pay but also the full complement of other reward and talent management programs to attract, engage and retain the best possible talent will be critical to their success,” said Sejen.

About the Survey

The Towers Watson survey was conducted in late January and early February, and is based on responses from 381 large and midsize U.S. employers representing a broad range of industries.

About Towers Watson

Towers Watson (NYSE, NASDAQ: TW) is a leading global professional services company that helps organizations improve performance through effective people, risk and financial management. The company offers solutions in the areas of employee benefits, talent management, rewards, and risk and capital management. Towers Watson has 14,000 associates around the world and is located on the web at www.towerswatson.com.

Ed Emerman
Eagle Public Relations
609-275-5162 (office)
609-240-2766 (cell)
eemerman@eaglepr.com

Kevin O’Brien, VP Business Development, UBM Studios

By Kevin O’Brien

With the nation’s unemployment still above 9%, hundreds of thousands of Americans find themselves looking for work today in intrepid weather. The job search does not take into account such things as weather or travel expenses. You go where the employers are, and if that means battling the weather, then that is what you do. Until now that is!

More and more employers and job seekers are recognizing the value of virtual career fairs, and given the winter we have experienced to date, I think we would all agree that it couldn’t come at a better time. Two recent examples of inclement weather forcing scheduled career fairs to be canceled are University of Illinois and Texas Tech College of Engineering, which both canceled due to employers being unable to make it to the venue.

So why virtual, and why now? I think to understand the answer to both questions we must first explore the evolution of the career fair. In my opinion, the traditional brick and mortar career fair has not changed much at all in the last five or six decades. For the most part, they are nothing more than a resume exchange and an opportunity to shake the hand of an employer representative. Not to say that the handshake isn’t important, but I would venture to say that the last hand you shook at a career fair was more than likely not the same hand you shook when accepting the offer from the employer.

Organizations are faced with doing more with less, and everywhere you turn you hear that corporate America is striving to be more sustainable, but we still recruit like we did in the 1950s. Think of all what goes into attending a brick and mortar career fair:

• Recruiters travel to and from the location
• Job seekers travel to and from the venue in cars
• The venue, of course, needs to be heated or cooled
• Recruiters set up their booths
• Recruiters stay in hotels
• Recruiters take flights and rent cars to go to and from the career fair

With all that technology has to offer nowadays, surely there has to be a more efficient and effective way for the resume exchange and initial contact between job seeker and recruiter.

Here is where today’s virtual career fair comes in. I say “today’s” because oftentimes the “virtual career fair” gets a bad rap. Traditionally, a virtual career fair can be anything from an employer posting a job online and interested candidates responding, to simple web conference sessions that allow an employer and job seeker to meet online and review their resume. But I am here to tell you the game has definitely changed.

As an example, UBM StudiosMilicruit has designed a virtual career fair that helps bring veterans and employers seeking to hire them together in a fully interactive, 3D environment, as if in person, but from the comfort and convenience of home. To give you an idea of just how effective they are, the Milicruit event in November 2010 drew over 13,000 veterans in one day and 65 industry leading employers ranging from IBM to retailers such as Bed Bath & Beyond.  Check out the virtual career fair at www.veteranscareerfair.com.

So what does the virtual career fair experience offer? I think the best way to answer this question is to tell you what you can’t accomplish, and that is just one thing: the handshake. But we are working on it!

In a true virtual career fair, a job seeker can build a profile that includes their resume, picture, and interests. The job seeker can walk the exhibit floor, visit employer booths, view/apply for jobs, chat with recruiters in real time, and perhaps even score a live video interview. You can achieve all of that without having to battle the weather, and from the comfort and convenience of your home. I am not saying that employers are going to hire through this type of medium just yet, but ask yourself when was the last time you were offered a job on the spot at a traditional career fair. Chances are you said never, so again I say the same can be accomplished virtually.

So the next time you hear of a virtual career fair happening that includes employers or industries you may have an interest in, take a moment to see what it is all about. One thing is for sure, I would rather be in a virtual career fair today as I type this instead of standing in the snow and rain waiting to get into a traditional career fair.

Here are a few upcoming virtual career fairs that may be of interest:
March 3 – Diversity Virtual Career Fair www.diversitycf.com
March 10 – Veterans Virtual Career Fair www.veteranscareerfair.com

Kevin O’Brien is the vice president of business development for UBM Studios. Prior to joining UBM in 2010, Kevin enjoyed a 15 year career in the virtual communications industry.

OrcaEyes Announces the Release of SonarVision Insights 2.0; Grants Users Access to Demographic and Compensation Data in an Easy, Searchable Format

Austin, Texas, February 22, 2011—OrcaEyes, developer of SonarVision Workforce Intelligence Software and the leading authority in business-workforce analytics, announces the release of SonarVision Insights 2.0, a talent supply market intelligence tool. The new ecommerce-based application houses demographic information from a variety of sources and presents it in an easily navigable format. In an enterprise environment, it provides the Talent Supply side of the workforce planning equation.

SonarVision Insights 2.0 is a completely new release of the company’s award-winning DepthFinder product. It is designed to better align the quality of the solution with the rest of the OrcaEyes solutions suite and to respond to customer requests for enhanced functionality.

SonarVision Insights 2.0 features:

• Better search functionality with the ability to toggle between job groupings and individual jobs
• Heat maps reflecting the best locations by state or city to hire the desired talent
• Detail job and demographic information on more than 800 positions in 500 metropolitan areas.
• New additional criteria and search options, including college degree type and adjusted talent cost using cost of living for each area
• Pop-up state and/or city facts sheet includes top jobs in that location and the option to look at statistical data for position depth, average salary for selected positions, unemployment, age breakdown and more for the area
• The ability to print the desired information or save it to Excel or PDF

“In the past few years, we have had tremendous success with DepthFinder, our talent supply search product—winning multiple awards for putting it to use in real business and recruiting scenarios. Today with the new release and re-brand to SonarVision Insights 2.0, we envision its use by a more broad audience and therefore, want to make it easily accessible to everyone,” said Brad Hilbert, Chief Technology Officer for OrcaEyes. “We believe we have found the delicate balance of ease of use while providing access a tremendous amount of valuable information. Human Resource professionals and business leaders now have at their fingertips information they have historically spent hours compiling.”

SonarVision Insights 2.0 is designed for human resources, recruiters or business planners looking for talent availability and costing for key positions. To begin a search, users log in to the application and select positions of interest from a list of more than 800 jobs. SonarVision Insights 2.0 then scores the data in the system to present a top ten list of cities with the best conditions for hiring people for the selected positions. Users can then view conditions in specific locations by state, metropolitan area, or city. Users can add additional criteria or toggle between jobs to collect information on education, salary, commuting conditions, diversity breakdowns and unemployment rates.

Visit http://sonarvisioninsights.com for a free trial search and additional information, including pricing.

About OrcaEyes
OrcaEyes was founded in 2007 with a focus on providing valuable and innovated tools to companies looking to increase operational performance by way of the workforce. The Austin-based company is leading the charge in helping the C-Suite and Boards of Directors partner with Human Resources to achieve higher earnings, mitigate risk and drive shareholder value. For more information about OrcaEyes and its products, visit our website at orcaeyes.com.

Engineers continue to rank among the most in demand jobs nationwide

MILWAUKEE, Feb. 18, 2011 /PRNewswire/ — Manpower Professional observes National Engineers Week, February 20-26, and shares tips for employers looking to recruit top engineering talent. Despite high unemployment, Manpower Professional continues to see increased demand for engineers.  According to the annual Manpower Talent Shortage Survey, engineers ranked eighth in the top 10 U.S. jobs most in demand in 2010 and first in 2009.

“Employers are already struggling to fill engineering positions, and demand continues to grow,” said Manpower Professional Vice President Rich Hutchings. “This talent mismatch, between the open positions and the candidates with the right skills to fill them, presents an enormous challenge for employers. With a limited pool of candidates, understanding what motivates engineers is a key component to attracting engineers to companies nationwide.”

Since 1968, Manpower Professional has been a leading provider of specialized engineering talent for positions across all engineering market segments. Manpower Professional has identified these important tips for employers recruiting engineers:

• Showcase your cutting-edge technology – Engineers want to work for companies that are technologically advanced and in line with, or ahead of, the competition. During the recruiting process, recruiters should be able to articulate the technology engineering candidates will be exposed to and reinforce the company’s technological advancements.
• Identify the need for creative solutions – Engineers are analytical thinkers and innate problem solvers. Positions that allow them to apply these skills and develop innovative engineering solutions will be the most desirable.
• Reinforce the possibility for advancement – Similar to most professionals, engineers want to connect with a company that offers opportunities for advancement. This doesn’t necessarily mean a path to the C-suite, but it does mean opportunities to enhance knowledge, involvement and influence. Employers should address advancement opportunities and reinforce that they are an important part of the organization overall.
• Focus on how the position helps the bottom line – Engineers want to make a difference and be part of a project or department that drives organizational objectives and impacts the corporate bottom line. This is an attractive incentive to talk about during the interview process.
• Pay well, offer good benefits and show flexibility – In this buyer’s market for engineers, compensation, benefits and workplace flexibility make a big difference in attracting the best talent. Competitive salaries and strong benefit options can tip the scales for engineers choosing one company over another.

The National Engineers Week Foundation, a formal coalition of more than 100 professional societies, major corporations and government agencies, is dedicated to ensuring a diverse and well-educated future engineering workforce by increasing understanding of and interest in engineering and technology careers among young students. Engineers Week also raises public understanding and appreciation of engineers’ contributions to society. Founded in 1951 by the National Society of Professional Engineers (NSPE), it is among the oldest of America’s professional outreach efforts.

About Manpower Professional

As a world leader in professional employment services for more than 40 years, Manpower Professional delivers talent and project solutions in the areas of engineering, finance, IT, and clinical/scientific and business operations. Every day more than 10,000 consultants help our clients achieve their business objectives. Manpower Professional is part of Manpower Inc., a world leader in innovative workforce solutions, creating and delivering services that enable its clients to win in the changing world of work. Manpower’s worldwide network of 4,000 offices in 82 countries enables the company to meet with needs of its 400,000 clients per year. For more information, visit www.manpowerprofessional.com or http://press.manpower.com/.

SOURCE Manpower

INDIANAPOLIS, Feb. 18, 2011 /PRNewswire-USNewswire/ — Within three short weeks of its launch, the .Jobs Universe Web site (www.universe.jobs) is fulfilling its vision of providing job seekers easy access to employment listings on the Internet. Over half a million Americans have visited the .Jobs Top-Level Domain (TLD) that includes over forty-thousand geographical, occupational, and country-name domains ending in the intuitive .Jobs suffix.

Amazingly intuitive, job seekers can simply type a location or occupation into their browser, for example: www.boston.jobs,  www.nursing.jobs,  www.insurance.jobs, www.technology.jobs and www.usa.jobs. The .Jobs Universe provides a quick, easy and direct connection to the hiring employer resulting in a faster, more efficient hiring process.

Over 550 leading U.S. employers, including some of the largest companies in the world, have joined forces to transform how people use the Internet to quickly and efficiently locate valid employment opportunities.  With over 800,000 jobs from more than 89,000 employers and rapidly growing, .Jobs Universe creates an environment of seamlessly integrated employment domains which is revolutionary for both the online recruitment industry and the Internet. The .Jobs domains are used as job seeker entry points to vetted, trusted and relevant employment-related job content.

Employers have rallied around the ambitious plan that allows all companies, regardless of size or industry, to list jobs free of charge, automatically upload new listings on a daily basis, and automatically distribute job listings to relevant web sites.  For example, a Providence Health & Services listing for Nurses in Seattle will be distributed to multiple relevant websites, such as www.seattle.jobs,www.nursing.jobs and www.seattlenursing.jobs.

Simon Evans, Vice President for Recruiting and Internal Mobility at SRA International states, “We don’t post all of our positions elsewhere because I can’t afford it. Imagine what that means for small businesses. Providing a free job posting option is invaluable.”

About DirectEmployers Association

DirectEmployers Association, Inc. is a 501(c)(6) nonprofit, 550-member employer association.

As provided in its corporate bylaws, the business and affairs of the Association are managed by a board of directors consisting of member company representatives. Daily operations are managed by an executive director and operations staff at the direction of the president and board of directors. Its mission is to provide employers an employment network that is cost-effective, improves labor market efficiency and reaches an ethnically diverse national and international workforce.

SOURCE Direct Employers Association

DIRECT EMPLOYERS ASSOCIATION .JOBS UNIVERSE Looking for a job? Over Half a Million Americans Have Visited The .jobs Universe Within Weeks of its Launch- Real Jobs From Real Employers. (PRNewsFoto/Direct Employers Association) INDIANAPOLIS, IN UNITED STATES

Over 1,500 Recruiters Sign Up for New Passport Service During First 30 Days of Launch

NEW YORK, Feb. 18, 2011 /PRNewswire/ — TheLadders.com, the leading recruitment solution for professional talent ($100K+), announced today that the hiring solution used by employers and recruiters has grown by more than 50 percent in 2010, culminating with a record fourth quarter.  Additionally, more than 1,500 recruiters have joined TheLadders.com in the past 30 days to utilize Passport, a free recruitment solution that launched in January.

“This record growth can be attributed to the success both recruiters and employers are finding with our recruiting solution,” said Alex Douzet, President and Co-Founder of TheLadders.com. “Our mission is to be a trusted advisor to $100k+ professionals and our unique relationship with them enables us to offer services that help recruiters cut back on the enormous amount of time it takes to find qualified $100k+ job seekers.  We will soon be releasing fresh and innovative products that will help connect recruiters with pivotal talent even more rapidly.”

Passport, a free recruitment solution, allows employers and recruiters to post job advertisements and connect with a pre-screened pipeline of professional level candidates. If employers and recruiters want to harness the full power of TheLadders complete recruiting solution beyond this free option, TheLadders offers upgrades to a full suite of both online and human powered search tools and services.

TheLadders also recently announced the launch of Premier, a new service providing employers and recruiters with pre-screened candidates for the positions they need to fill fast. What makes Premier incredibly attractive is that it provides employers and recruiters the ability to leverage FitFinder™, a feature utilizing a Talent Specialist who personally searches and delivers the top candidates who match a particular position within 48 hours. Through Premier, employers and recruiters will be able to post a $100k+ position on TheLadders, search the database of pre-screened candidates and share updates with a warm talent pool via the social recruiting tool My Pipeline.

About TheLadders.com

TheLadders.com is the world’s leading online service catering exclusively to the $100K+ job market. Our job is to make the search for senior talent and senior positions quick and effective. With access to the most $100K+ jobs in one place, senior level professionals can get to the next step in their careers faster. Top recruiters value the ability to quickly and easily connect with so much qualified talent in the sales, marketing, finance, HR, legal, tech and operations industries. In addition to traditional job search services, TheLadders.com also provides a host of specialized career development resources, including an executive resume service; advice from career experts; customized online profiles; and e-mail alerts. Founded in 2003 by Marc Cenedella, TheLadders.com is headquartered in New York with offices in London. For more information, please visit http://www.theladders.com/.

BETHLEHEM, PA—Among college Class of 2011 graduates, accounting majors are currently receiving the most job offers, according to results of a new survey conducted by the National Association of Colleges and Employers (NACE).

Responses to NACE’s Winter 2011 Salary Survey indicate private (first) and public (third) accounting positions make up two of the top three spots on the list of top jobs for 2010-11 bachelor’s degree graduates.

Rounding out the top five spots are jobs in consulting (second), financial/treasury analysis (fourth), and sales (fifth).

The Winter 2011 Salary Survey report is the first look at salaries for the Class of 2011. NACE will continue to monitor salary offers to the current class, and will release its next salary report in April with the Spring 2011 Salary Survey.

About NACE: Since 1956, the National Association of Colleges and Employers (NACE) has been the leading source of information about the employment of college graduates. For more information, visit www.naceweb.org. NACE maintains a virtual press room for the media at www.naceweb.org/pressreleases/.