Category Archives: Staffing Services

Foreign Translations, Inc. Launches Foreign Staffing, Inc. Service and Website

Foreign Staffing, Inc. is pleased to announce the launch of our new service and website (www.foreignstaffing.com). Using our 13 years of experience in providing translation services to global corporations, Foreign Translations, Inc. www.foreigntranslations.com created Foreign Staffing, Inc., www.foreignstaffing.com, a bilingual staffing and recruiting firm specializing in the placement of professional bilingual personnel all over the world.

With thousands of bilingual applicants across the globe, Foreign Staffing, Inc. has the foundation, resources, and expertise to locate and place bilingual and multilingual candidates anywhere and everywhere. According to CEO Ken Zwerdling,“There are far too many people skilled in foreign languages who are not utilizing them in the work place. We help applicants combine their professional and bilingual skills to find the perfect job anywhere in the country or around the world”. In addition, Zwerdling says, “We service companies with simple to diverse international demands, for example, those that may require German engineers in Chicago, Chinese Human Resources executives in Los Angeles, or even French lawyers in Boston.

The need for employees with foreign language skills is becoming a vital tool for almost any entity, from the most recognized of global businesses all the way to individual local companies. Foreign Staffing, Inc. is committed to assisting large-scale bilingual and multilingual communities as well as individuals find the opportunities where their skills will be utilized and appreciated. Because we value these skills, we are dedicated to matching applicants who have proven language and professional skills with the best permanent opportunities.

The new website has many features to help job seekers in search of job opportunities as well as help employers understand how we will fill their needs. Job seekers can view and apply for current jobs in various industries or register for future job openings.

CEO Ken Zwerdling says, “We are living in a global world. When job seekers are able to combine their language and professional skills they are infinitely more marketable in this very tough job market. And, more than ever before, employers are doing business around the globe and need employees with specific language skills”.

Foreign Staffing, Inc., http://www.foreignstaffing.com helps employers and job seekers Go Global With Confidence®.

Via EPR Network
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Payroll Outsourcing Services Save Small-Business Owners Time And Money

Small-business owners often have to wear multiple hats: boss, human resources representative and payroll administrator, just to name a few. Thanks to National PEO, small-business owners can remove that last hat by outsourcing their company’s payroll administration. National PEO leads the payroll outsourcing services industry, offering payroll administration, tax payment and filing, online payroll entry, and EVerify, among other payroll-related tasks. The Scottsdale, Arizona, company helps small-business owners across the country save both time and money, as payroll administration is neither revenue-producing or an effective use of their time.

National PEO allows small-business owners to do what they do best: Run their companies. It does this by taking over all payroll services, including the important task of verifying work eligibility of employees. To determine whether or not a small business will benefit from payroll outsourcing services, including EVerify, National PEO does the following:

Performs a detailed analysis of the small business’ payroll operations and delivers an action plan showing the potential savings of time and money.

Outlines the many payroll outsourcing services National PEO provides, including:

Input Options – National PEO clients can decide how they want to upload payroll information. They can opt for WebPay, an online payroll entry solution, or they can fax, call, email or drop off their payroll information to be input.

Reports – National PEO’s powerful accounting software eliminates the task of compiling payroll reports.

Direct Deposit – Among National PEO’s payroll outsourcing services, is this versatile option: Small-business owners can give their employees the option of direct deposit, whether into one account or multiple, or via a pay card.

Deductions and Garnishments – National PEO handles health-care benefit deductions, child-support orders, levies and other deductions and garnishments.

PTO Tracking – Perhaps one of the most important of National PEO’s payroll outsourcing services, this system accurately tracks employee sick, vacation and personal time based on the policies of the small business.

About National PEO: When it comes to payroll outsourcing services, National PEO leads the industry thanks to its successful leadership and innovative practices. To schedule an interview with a member of the National PEO team, call John Rico at 480-429-8098. To get more information about the payroll outsourcing services the company provides, including Everify, go to nationalpeo.com or call (480) 429-8098 or toll free (888) 221-0945.

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PEO Company Introduces NPower Green Payroll Services

National PEO, a leading PEO (Professional Employer Organization) is pleased to announce the introduction of NPower, a free and environmentally friendly program that eliminates paper pay stubs in favor of online payroll access. Besides the “green” aspect of the new program, employees and employers stand to benefit in other ways, including on-demand online access, up-to date information on benefits and the ability to send messages electronically within Npower.

National PEO has gained a reputation for leading the PEO (Professional Employer Organizer) industry through innovative practices and the company’s latest program -NPower- continues this tradition. NPower is the latest in a long line of progressive PEO services introduced by National PEO and one that is bound to strike a chord with employers and employees alike. Instead of receiving printed pay stubs, employees of participating companies have live access to their information online. By eliminating paper and printer supplies from the payroll equation, NPower helps to reduce pressure on companies to make their operations more environmentally responsible. No more pay stubs thrown in the trash or lengthy payroll reports to print and fax. Yet, where other “green” measures tend to come with a measure of inconvenience to those companies that adopt them, NPower represents a tremendous improvement over typical payroll operations.

Human Resources departments are always under pressure to make deadlines and deal with various critical issues, but a considerable amount of time is often lost due to having to respond to frequent questions from employees. National PEO’s NPower removes some of this stress by making the information employees frequently ask about available to them online. How much Paid Time Off (PTO) do they have remaining? Can they view last week’s pay stub? What about information on their 401k? This information and much more is available to employees online 24/7, so they can log in and review it at their leisure instead of having to request the information from a HR representative. The information available through NPower is live and accurate. This means faster answers for employees and fewer distracting questions for the Human Resources department to deal with. Employers can also send messages to employees about benefits programs or other subjects that might be appropriate. NPower truly is one of those PEO services that benefits employer and employee equally. Add in the “green” element, the fact that it’s a free program and you can understand why NPower is a winner.

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Safety Training Classes From National PEO Now Include OSHA Outreach Options

In response to demand from companies in a wide range of industries, National PEO recently announced it has begun offering OSHA Outreach safety training classes. Already known for providing a wide range of professional services to employers, including assisting companies operating in Arizona Everify their employees (as per the Arizona Legal Workers Act), National PEO offers 23 safety training classes based on Occupational Safety and Health Administration regulations.

Courses currently available are: OSHA General Industry, OSHA Construction Industry, Hearing Conservation, Hazard Communication, Forklift Training and Certification, Lockout/Tag Out, Heat Stress (Hyperthermia), Cold Illness (Hypothermia), Confined Space Entry, Respirator Training, Back Safety, Blood Borne Pathogens, Fire Safety and Prevention, Electrical Safety, Fall Protection, Ladder Safety, OSHA Record Keeping, Scaffold Training, Eye Safety and Face Protection, Slip Trip and Fall Protection, Basic First Aid, CPR/AED Training and Excavation Safety. While some classes are as short as 30 minutes long, more comprehensive courses (such as OSHA General Industry) range from 10 to 30 hours in duration. To make training as convenient as possible, employees may attend classes at National PEO offices, or courses can be conducted onsite.

In a competitive business environment, Human Resources functions are often impacted, leaving many companies short of the knowledge and personnel required to keep up with legislative and regulatory requirements. A good example is the Arizona Legal Workers Act, legislation that requires companies in that state to electronically verify (or E-Verify) eligibility of their workers. Noncompliance can lead to suspension or even loss of the company’s business license. National PEO quickly offered an Arizona Everify program that processes employees on behalf of the company, audits I-9s and the employee filing system as well as updating management on any changes to federal or state laws as they concern employees and immigration.

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Controlling Lone Worker Risk through Effective Technology Solutions

Following the recent drastic announcements by the Sentencing Guidelines Council that advises Courts in the award of punishments as the consequences for firms contravening health and safety legislation, Tom Morton, CEO of Argyll, the UK’s largest lone worker service provider, advises employers how they can safely mitigate corporate risks using existing technology.

In addition to robust management processes, the HSE recommends that managing the safety of a workforce isolated from their colleagues requires efficient communications to be maintained between the employee and their employer.

Pragmatic employers already acknowledge that it is almost impossible to continuously supervise lone workers manually and that software based lone worker solutions are widely available and can operate 24 hours. These solutions are capable of being accessed via standard mobile phones, smart-phones and specialized lone worker devices and so it is possible to meet the minimum requirement of the HSE guidance and communicate regularly with your lone workers. These software systems enable employers to manage their corporate exposure to health and safety risks and release valuable management time to focus on core business activities rather than day-day health & safety administration.

New ‘specialized’ automatic warning devices, which operate if specific signals are not received from the lone worker (eg man-down devices) are widely available but employers should guard against the temptation for widespread deployment since not all devices currently available will offer compliance with the minimum features recommended within the published lone worker industry standard BS8484. Fundamentally these type of devices are not always required by every lone worker within the organization and any decision to deploy highly specialized equipment could be costly. In real terms this should only be considered once the organisation’s risk assessment identifies a specific risk or system improvement requirement and where mitigation of the risk cannot be achieved using other equipment or assets.

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Argyll ‘Blac and Blu’ In Fight Against Lone Worker Violence

Argyll, the UK leader in lone worker safety introduces ‘Blac’ for Blackberry devices and ‘Blu’ for Windows Mobile devices, two new Health & Safety software applications that are specifically designed to discreetly monitor those at risk, remove the need to deploy expensive ‘specialised’ devices for those personnel deemed at lower risk, maximize the employer return on investment case through significant added value services and still comply with legislation.

Following feedback from clients, Argyll has recognised that many employers are now deploying mobile technology such as Blackberry and Windows Mobile devices in a bid to improve productivity for their remote workers. Argyll has also recognised that employees do not always require, or desire, to carry two devices and that in the current economic climate, where employers are striving to keep costs under control, employers are keen to reduce the numbers of sim cards being deployed.

‘Blac°’ & ‘Blu°’ enable any ‘at risk’ Lone Worker with a GPS equipped Blackberry or Microsoft Windows Mobile device or mobile phone, to maintain reliable contact with an in-house response team and a BS8484 compliant end-to-end solution incorporating a police preferred status Alarm Receiving Centre (ARC).

Argyll, the UK’s largest lone worker service provider, is providing free links and advice for any organisations seeking to control ‘lone working’ which is highlighted by the HSE as one of the highest risk exposures for prosecution under the CMCHA. The information is available via the company’s website and enables employers to properly understand the current legislation and contains helpful advice and guidance to assist them fulfil their duty of care for lone workers.

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HR Consulting Firms Offer Fast Track To OSHA Safety Compliance

Against the backdrop of industrial tragedies in Virginia and Louisiana that together took the lives of over 40 workers, employee safety and compliance with related regulations is once again a hot-button issue, particularly among small and medium sized businesses which might not have the needed expertise within their own HR departments. National PEO, one of the nation’s leading HR consulting firms, has announced that it now offers safety compliance services tailored to meet the needs of some of the largest business sectors in the country, including: manufacturing, health care, food service and construction.

HR Consulting Firms Offer Fast Track To OSHA Safety Compliance

National PEO’s reputation among Human Resources consulting firms is built on years of experience, including 30 years combined among senior management and over a decade in operation. In fact, company founders helped to write legislation governing the PEO (Professional Employer Organization) industry. By offering comprehensive safety compliance services to its clients, National PEO removes the barriers to one of the most complex and difficult to implement components of a comprehensive Human Resources strategy. Workers are protected and companies benefit from reduced exposure to industrial accidents and safety code violations.

While other HR consulting firms offer programs to help companies comply with applicable safety regulations, none offers the comprehensive approach offered by National PEO. Included in its program is a safety inspection of a client’s premises conducted in the same methodology and approach employed by the Occupational Safety and Health Association (OSHA), complete with written report and photographs. In addition, a safety audit can be performed, which goes into additional detail including a review of the client’s existing safety policy (as well as any Hazardous Material management plan), review of OSHA logs for the past five years, review of any corporate safety training programs and a detailed review of any accident reports along with supporting documentation. After analysis, the client is offered assistance in rectifying any oversights and in complying with OSHA regulations. This might include consultation in developing a comprehensive corporate safety program complete with safety training classes for employees. While the expertise needed to accomplish compliance may not be available within a smaller company’s own HR department, National PEO has the experience to offer safety compliance services that fill the gap. National PEO also offers the OSHA 10 and 30 hour outreach classes for both the general industry and construction industry.

Established in 1999, Arizona-based National PEO is one of the oldest and most experienced hr Consulting Firms in the US. Its executive team boasts a combined 30 years in the Human Resources industry. National PEO offers a wide range of HR services including payroll, benefits, recruiting, training and development, IT, labor law compliance, worker’s compensation and Safety Compliance Services . For further information about National PEO or its safety compliance program, please contact John Rico using the following contact information.

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National PEO Relieves Companies of the Confusion and Hassles Associated with the Arizona Everify Compliance Requirements

National PEO, a leading provider of PEO services in Arizona and across the nation, offers an Arizona Everify service. As new regulations and laws governing businesses are established, the process of running a business grows increasingly complicated. Small to mid-sized businesses often find that back office duties take up more time than revenue-producing activities. The Arizona Everify regulation is another in a long list of chores that businesses must comply with. With no end in sight of regulations and back office duties, more and more businesses are turning to the professional HR Consulting services of National PEO.

The E-Verify program is an internet based system operated by The Department of Homeland Security’s U.S Citizenship and Immigration Services Bureau. Although the system is set up to be user friendly, it is vitally important that precise steps are followed. Many businesses are finding that this system, added to the multitude of other back office duties, results in mass confusion. A mistake with the Arizona Everify requirement can result in possible suspension or even the loss of a company’s business license. This thought can send chills down the back of a business owner.

The HR Consulting team at National PEO can alleviate that fear as they work to process each new hire and rehire made by a company. The team will follow up on any discrepancies in a timely manner in order to comply with federal deadlines. Businesses appreciate the fact that the HR Consulting team also answers employees’ questions and audits the I-9’s and employee filing system.

Additionally, National PEO keeps businesses informed of changes to federal and state laws related to immigration. This comprehensive service means that businesses are relieved of unnecessary stress and they can focus on the duties that bring in profits instead of time consuming administrative tasks.

National PEO has the expertise and professional team members that can help any business run more efficiently and therefore, more profitably. They provide services ranging from employee handbooks to compensation analysis, Arizona Everify and beyond. Besides having extensive knowledge of laws and regulations, National PEO HR Consulting professionals can also assist businesses with such things as document translations or even Spanish speaking tutorials for staff and management. Whatever Human Resource need a business has, National PEO has a solution that will result in a higher profit margin.

National PEO works to help businesses have more time to spend doing profit-producing activities and less time in the back office working on administrative tasks. Their renowned HR Consulting services include a wide range of the basic to the unexpected. Small to mid-sized companies across Arizona and the nation have found National PEO is unmatched in its professionalism and extensive knowledge. Services offered range from employee handbooks to compensation analysis, and even Arizona Everify compliance requirement services. In essence, National PEO works with companies to fulfill Human Resource needs, remedy problems and provide solutions.

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SafeShores Group Release ‘ARCHANGEL’ The UK’s Largest Personal Safety System

Archangel is the largest personal safety system currently deployed within the UK. Originally conceived in 1998 and marketed as ‘Communicare’ by Argyll – www.argyll-loneworker.co.uk – the UK leader in lone worker monitoring, Archangel has developed significantly and currently supports over 30,000 end users managing key risks that span multiple industry sectors. In 2010, Archangel’s backbone technology was instrumental in assisting Argyll when, following extensive trials, they became the police preferred specification for use in domestic violence applications.

Archangel is the first fully integrated wide area personal safety monitoring system and is a comprehensive, secure, service platform designed for use by monitoring centres (e.g. call centres; CCTV; Telecare; or BS5979 Alarm Receiving Centre’s), delivering healthcare, personal safety and security services for commercial operators, employers and public sector agencies in pursuit of their duty of care under current health & safety legislation and emerging lone worker standards such as BS8484.

Personal risk management requires more than just software or devices it requires an holistic approach to all aspects of supporting people while working or living alone. This is why Archangel is designed to satisfy five key principals:

1. Risk Management
2. Location Management
3. Solution Management
4. Incident Management
5. Compliance Management

Archangel assists in the measurement and control of risk through the introduction of safer working practices for remote/mobile workers and discreet remote monitoring of vulnerable persons.

This aids:

Staff to take control of the risk at source by carrying out their own dynamic risk assessment and by enabling them to take sensible proactive measures that ensure their own safety Monitoring providers and responders to co-ordinate and deliver effective and appropriate assistance exactly where it’s required Employers – to achieve compliance with current Health & Safety legislation Carers – to provide discreet and comprehensive support for vulnerable individuals under their care.

Support is achieved through the combined use of layered, interactive and time based risk management software; electronic location information management; a choice of appropriate mobile devices and applications plus secure Internet services for local day-to-day management. The system is designed to provide care and response support to a wide range of vulnerable persons irrespective of the device being carried or their geographic location and without placing unnecessary resource burdens on response teams.

Archangel provides end users with simplicity of use, operational suitability and technical competence. Fundamentally it provides vital comfort, remote dedicated support and reassurance of safety.

For employers and carers Archangel facilitates compliance with legislation, offers productivity improvements, improves social relations and morale and provides simple administration via Internet services enabling management of the corporate H&S policy.

Archangel provides ARC’s with simplified operator interfaces and subscriber alarm workflows. Automated alarm escalation and filtration processes plus automatic and manual incident report generation with fully auditable performance and productivity measures enable demonstration of compliance with industry standards. High volume call traffic handling, intelligent routing, access to management information, flexible reporting and friendly, reliable support are just as important.

It is Archangel’s total commitment to these standards that has built our reputation for delivering an industry-leading risk management solution.

Main Features:
Police preferred specification
Over 30,000 end users
Modular technology, flexible and scalable architecture
Integrated location mapping
Secure Internet services for dynamic control
Supports personal mobile phones, blackberry and windows mobile devices
Supports a choice of accredited, specialist manufacturers, health, safety and
wellbeing devices
A choice of 3rd party developer applications
Compliance and audit reports
BS8484 lone worker standard compliant.

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Controlling Corporate Manslaughter Risk Through Effective Lone Worker Solutions

With the recent drastic increase in the consequences for firms contravening health and safety legislation, Tom Morton, CEO of Argyll, the UK’s largest lone worker solutions provider, advises why organisations should mitigate their risks associated with lone working.

The release of new sentencing guidelines for courts (issued by the Sentencing Guidelines Council in February 2010) have raised the stakes for companies convicted of corporate manslaughter offences. The new law applies to every organisation within the UK and provides an effective route to securing a conviction in the event of a fatality, if it can be proved that a company was in breach of the ‘Duty of Care’ owed by the organisation to its workers by virtue of the way in which its activities are managed or organised. In addition to the existing threat of civil actions being taken by staff, unions or family members, and the costs of defending any action taken, the fine recommended for a public corporate manslaughter prosecution to be imposed on any business is now £500,000 or greater. Not only will the organisation face this unprecedented fine, but it may also be burdened with the additional costs of a remedial order and a publicity order.

Fines of this scale can have a devastating impact on small and medium-sized businesses with modest turnover and profit figures. In the case of very large businesses, the fines issued could be much higher than this minimum and the guideline suggests these will reach into millions of pounds.

However, these financial penalties are only part of the story. Courts are also empowered to issue remedial orders, requiring businesses to address any specific health and safety failures that it hasn’t already dealt with, but the final coup de grace is potentially the most damaging element of any corporate manslaughter sentence: the publicity order.

A business served with such an order is required to make a public announcement giving details of the offence committed and the financial penalty imposed. The court will dictate how this announcement must be made but it is expected that national and local press announcements and a message on the business’s own website will be usual practice. The reputational damage caused by a publicity order could end up costing businesses (especially large household names) far more, and take much longer to recover from, than any financial penalty the court can issue. The potential costs of complying with a remedial order and publicity order will not be taken into account by the court in setting the fine and will be a further drain on businesses that may already be facing unprecedented financial pressure.

In the 2008 TUC safety representatives survey, working alone was the sixth main hazard of concern for safety representatives. Recent research shows that 1.3 million people are attacked in the UK every year at work and assaults are increasing by 5% every two years. The rise in workplace violence now costs UK industry hundreds of millions of pounds in compensation and the loss of more than 3 million working days each year.

Health & Safety has been pushed to the top of the corporate agenda by the newly introduced legislation that threaten grave legal and financial consequences for those not exercising an adequate ‘Duty of Care’ for staff exposed to risk whilst operating as Lone Workers. In a nutshell, Trustees and Directors must consider every possibility when assessing the risk faced by Lone Workers and including the impact risk to the organisation.

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PML Risk Management Will Be Accepting PEO Workers Compensation Submissions For Underwriting Quotes On An Invitation Only Basis

According to company owner Jim Shelton, “After more than three years of hard work and several set-backs, our program is finally ready for the PEO markets we have been trying to help”.

“The mid-market PEO will be able to breathe a refreshing sigh of relief with this program designed specifically for the PEO. In particular, smaller PEOs struggle to keep a workers’ comp policy, let alone afford it. Why? Simply put, workers compensation carriers have attached a negative stigma to PEO’s, requiring high collateral, deposits or “fixed” premiums based on an estimated annual premium, hurting the already beleaguered cash flow needed for the PEO’s day to day operations. Larger PEOs tie up precious cash flow and credit; that won’t happen with PML’s program”.

PML Risk Management, Inc. is trying to change the relationship between workers comp carriers and the PEOs who honestly and effectively manage their risk.

PML Risk Management, Inc, is not a professional employer organization (PEO), but the company owner has over 24 years experience as a PEO owner; fully aware of the workers compensation challenges and pitfalls facing the mid-market PEO, as well as the larger PEO.

This unique PEO program will offer qualified and accepted PEOs “Guaranteed Cost” Individual or Master Coordinated policies; all fifty states, No Collateral, little or NO deposit and a monthly reportable Pay-As-You-Go plan.

As an incentive, the program offers the PEO a profit-sharing dividend for keeping their loss ratio 40% or less. This program is the competitive blast of fresh air PEOs have been looking for.

If you would like more information about our PEO specific workers compensation program being offered through PML Risk Management, Inc, please visit www.peoworkerscompensation.com or call our licensed managing agent for more details ((210)) 380*2051.

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HR Consulting and Safety Compliance Services By National PEO

National PEO LLC (Professional Employer Organization) offers safety compliance services along with a full spectrum of HR consulting expertise to a wide range of industries including food services, manufacturing, health care and construction.

HR Consulting and Safety Compliance Services

Human Resources has been for years a frequently understaffed or overlooked department, especially in small and medium sized businesses that are focused on production and revenue rather than administrative requirements. However, it’s often at this stage that companies are in most need of HR best practices to facilitate strategic growth and manage various regulatory compliance issues. National PEO offers programs that can help companies with any of their HR needs, including:

• Employee development and training.
• Staff programs, safety programs and employee handbooks.
• Compensation analysis.
• Regulatory compliance, including safety and environmental compliance.
• Regional taxation rules.
• Strategic planning.

National PEO clients benefit from the experience of a company that was founded ten years ago and has remained committed to remaining at the leading edge of professional employer organization best practices and well as emphasizing unparalleled customer service.

Arizona Environment Progress, Inc., a National PEO client has this to say: “The staff is courteous and helpful, and goes the extra mile for their clients. Their Human Resource Department is such a pleasure to work with. We can always get answers to our most difficult questions, and most times have the answer within one hour. We would recommend them to any company.”

National PEO goes far beyond what typical a HR Consulting Firms offer, including the availability of bilingual support staff. Safety compliance includes providing a full safety inspection of the client’s facility, following OSHA inspection standards, accompanied by a written report and photographs. Going beyond the level of a trial inspection, a full safety audit is also available. This includes an inspection, review of OSHA 300 logs for the past five years and a comprehensive review of the company’s accident reports, safety training programs, environmental programs, hazardous material management plans and other relevant documentation. National PEO then assists the client to achieve abatement and compliance once an OSHA compliance inspection is completed.

For further information about National PEO’s HR Consulting services, including safety compliance programs, payroll processing and employee benefits programs, please call 480-429-8098, or visit www.nationalpeo.com.

About National PEO LLC
National PEO LLC was founded in 1999 and has enjoyed a decade of steady growth, becoming a leading provider of PEO services to hundreds of companies throughout Arizona and the United States. National PEO’s executive Safety Compliance Services team exceeds a combined thirty years of experience in the field and continues to steer National PEO toward exceeding expectations of a HR Consulting Firms through innovation, leadership, customer satisfaction and setting the trend for PEO industry best practices.

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Tonawanda Firm Recruits American Nurses For King Edward VII Hospital In Hamilton, Bermuda

Worldwide Travel Staffing, Ltd. (WTS), a Tonawanda based healthcare recruitment firm, has been engaged by the King Edward VII Hospital in Bermuda to assist in their recruitment of American healthcare professionals.


WTS CEO, Leo Blatz, RN, MSN, and Todd Cleckley, Vice President of Business Development, recently met with hospital officials in Hamilton, Bermuda to finalize contract negotiations and toured the state of the art facility. Bermuda is experiencing a shortage of nurses, physicians, and allied healthcare professionals. This need prompted King Edward VII Hospital to look beyond their borders for healthcare staff. WTS specializes in the recruitment of nurses and other healthcare professionals for short and long term assignments (3 months to 3 years) throughout the United States and around the world.

WTS will have its first American nurse on Bermuda in April 2009, with others to follow in the coming months. WTS is the only US firm that is currently recruiting on behalf of King Edward VII Hospital and the Bermuda Hospital Board.

Worldwide Travel Staffing (WTS) was founded in 1993 to assist hospitals with their staffing needs by providing contract healthcare staff. WTS CEO, Leo Blatz, R.N., M.S.N. has lead the company’s expansion from being solely focused on domestic contracts to expanding their services internationally to include recruiting contracts in Bermuda, Guam, Ireland, U.K, and U.S. Virgin Islands among others. WTS has been listed by Inc. magazine as one of America’s fastest growing private companies for two years in 2007 and 2008.

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Joblux.Us, Unique Online Recruitment Services For The US Market, Dedicated To The Luxury Sector

Joblux Limited is delighted to announce the launch of joblux.us, unique online recruitment services for the US market, dedicated to the luxury sector. Joblux unique services to the luxury professionals, employers, recruiters and jobseekers alike, cover any job category within the luxury industry worldwide.

Why joblux.us?

After joblux.co.uk, Joblux unique concept successfully entered the French market with Joblux.fr. Entering today the US market, Joblux Limited intends to make available to US employers, recruiters and jobseekers alike its luxury-centric dedicated services and information. Made by top end human resources professionals from the luxury sectors, it aims at uniting luxury market professional jobs around a focused, high quality, careers and recruitment website.

Joblux Limited

Joblux Limited is a unique and original concept in Jobs and Recruitment online services for the luxury industry’s professionals. Joblux’s recruitment websites offer a great resource for employment sectors, covering the following domains at a high level: Fashion, Jewellery, Creative & Design, High end Hospitality, Lifestyle, Beauty, Fine Food, Media, PR, etc.

Apart from keeping the control on their recruitment process and having the guaranty of reaching a targeted jobseekers audience of quality, employers will make massive savings on their recruitment costs by using our premier online recruitment services such as our Premium Ads, CV Bank service, Banners system and branding.

Recruitment/placement agencies operating within the luxury market will find with us an efficient recruitment website to get a targeted & quality jobseekers traffic to fill their vacancies all the year long. Please get in touch to know more about our bespoke media packages for recruitment professionals.

Luxury industry professionals from all sectors find with Joblux an exquisite careers website to help them find the job they have in mind. Fashion career opportunities, Jewellery jobs, Creative openings, High end Hospitality and Lifestyle roles, Fine Food positions, Beauty careers & more broadly all luxury jobs are with joblux.us. Registering a CV with Joblux.us gives access to a unique application management system and this totally free of charge. High end professionals may as well search job advertisements such as “Store Manager Prestigious Jewellery Brand” or “Directing all aspects of brand development and marketing” or “We are looking for a Fashion Merchandiser to join …”

Do not hesitate to contact Alex Mason 646. 808. 30. 47 http://www.joblux.us

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Hays Human Resources Has Revealed That Despite Companies Reporting Cautious Growth Plans, HR Professionals Are Still In Demand Across UK

Hays Human Resources latest salary guide by has revealed that despite companies reporting cautious growth plans across the UK, salaries have risen and demand for HR professionals is still outstripping supply – particularly in the interim sector.

Salaries have risen across the UK; a Head of HR can now typically earn £3k more than last year. However, research shows that employers may need to focus on employee career progression, personal and professional development, and the external reputation of the business over salary increases; the survey revealed that employees most commonly cited these as the fundamental reasons for looking for a new role. Furthermore, employees are increasingly looking for part-time and flexible working opportunities, when fewer organisations are prepared to offer this.

Alongside additional demand for strong HR candidates, evidence suggests that employers are now expecting more from them. Individuals who offer proven commercial acumen, a track record of leading business-critical projects and client-facing experience are most in demand. There is currently a 5% growth in HR officer and HR advisor roles and a shortage of candidates to fill them. Some specialist roles are also proving a challenge to recruit for, specifically those in reward and strategic resourcing. At all levels, the CIPD qualification is demanding a salary premium.

Heidi Waddington, Managing Director at Hays Human Resources, commented: “At a time of uncertainty, HR professionals often come to the fore; the focus is on improved retention and enhanced productivity, this can often be achieved through effective training and development initiatives. Where redundancies are unavoidable, the HR community can manage this process with minimum risk, ensuring best practice and the best possible outcome for all parties.”

About Hays Human Resources
Hays Human Resources is part of Hays plc, the leading global specialist recruitment group. It is market leader in the UK and Australia, and one of the market leaders in Continental Europe. By the end of June 2008, the Group employed 8,872 staff operating from 393 offices in 27 countries across 17 specialisms including recruitment for marketing jobslegal jobs and insurance jobs.

For the year ended 30 June 2008:
– the Group had revenues of £2.5 billion, net fees of £786.8 million and operating profit before exceptional items of £253.8 million;
– the Group placed around 80,000 candidates into permanent jobs and around 300,000 people into temporary assignments;
– the temporary placement business represented 49% of net fees and the permanent placement business represented 51% of net fees.

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A Good Recruitment Consultant Can Help You Identify Your Options And What It Would Take To Make The Change

Even when work is just a means to an end to pay the bills, it’s important to enjoy as much of it as possible as it’s where most of us spend the bulk of our waking hours.

Most people feel they are in the wrong role, underpaid and undervalued at some stage in the week but the hardest thing of all is knowing what might make things better.

Sadly, the laugh a minute job doesn’t exist for most people, and the scope to be a racing driver or a supermodel is severely limited. But no-one should routinely dread getting up in the morning on weekdays, and if they do, they are probably in dire need of a change.

The secret to getting the most out of your job is knowing what’s important to you, according to the experts at leading recruitment agency, Search Consultancy. For some this might mean freedom, and for others it might be routine. Some like personal challenge and some thrive on teamwork.

Sadly, many people are reluctant to leave the devil they know to explore what else might be open to them. But the consultants at Search argue that a good recruitment consultant can help you identify your options and what it would take to make the change.

Sarah McParland, Director with Search said, “A good recruitment consultant is not in the business of putting round pegs into square holes and will spend time with candidates exploring their strengths, skills and ambitions before putting them forward for a role.

“Just as importantly, they will have taken a clear brief from their client about the job on offer and what sort of person would do well there. This takes into account the culture of the organisation and the make-up of the team in which the candidate would be assigned.

There’s no point in putting a quiet, methodical character into a lively, unstructured environment if that would make them unhappy. And that holds true whether they have the technical skills for the job or not.

“At Search, we don’t just look for a match of paper qualifications, we look for the best fit available between the candidate and client.”

To achieve this, Search offers one to one interviews to prospective clients at all levels. They can also use psychometric or other testing methods to assess candidate suitability, always with the aim of finding a good match.

A good recruitment consultant helps individuals to be realistic about their options and will advise on any skills gaps which the candidate might need to work on to achieve their goal. There’s no point in just wishing for the moon and it can be a revelation to some people just how easy it is to make a change which suits their current circumstances much better than staying in the same old rut.

McParland adds, “It’s not unusual for people to investigate their options and decide that all they need is a change of firm or culture to give them back their drive. Sometimes, a different boss or change of hours and conditions is all that’s required. At other times, a radical revamp of lifestyle and goals is in order. No two people are the same”.

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Lack Of Career Opportunities Is The Main Motivator For Changing Roles In The Retail Sector

Hays Retail announced the results of a new survey carried out by the recruitment specialists Hays Retail and Barclays Commercial Bank revealing that a lack of career opportunities is the main motivator for changing roles in the retail sector.

The report, which aims to reveal the truth behind attracting talent in the retail market is the result of a programme of extensive research involving retail employers and employees.

Almost half (47%) of employees working in a retail job feel that they aren’t offered the scope to progress within their organisation and therefore, have to look elsewhere to move up the career ladder.

However, according to the report from the recruitment specialists, it seems employers have a very different perception. 80% of those surveyed feel they give their staff room to progress and two thirds believe that their staff have the skills required. Yet they still state in the survey a lack of suitable candidates as their greatest recruitment challenge.

According to Clare Kemsley, Managing Director of Hays Retail, for employers to attract – and keep – the best employees, “employers need to communicate and give more detailed information of what training and career development opportunities are available within their brand and set clear career paths from the outset, before their staff look elsewhere.”

Jane Galvin, a director in Barclays Commercial Bank’s Retail and Wholesale team, commented on the findings: “The report identifies a perception gap between what staff and employers think about opportunities for career progression. At a time when retailers need a motivated workforce to navigate challenging trading conditions, recruiting and retaining good staff remains key. The most successful companies will continue to be those who keep staff happy and tap into their customer knowledge which can help retailers quickly identify trends that will increase sales and customer retention.”

Retailers continue to look to e-commerce for opportunities, with 93% of respondents believing this sector still has scope for continued growth over the coming years.

“This new Guide gives a deeper than ever insight into the retail profession and the challenges facing employers as they go about attracting talent into their organisation,”concluded Clare Kemsley.

About Hays Retail:
Hays Retail is a subdivision of Hays Plc, the FTSE 250 Company which employs 7,753 staff operating from 376 offices in 25 countries across 17 specialisms including marketing jobsfinance jobs and legal jobs. Hays Plc placed circa 68,000 candidates into permanent jobs and paid circa 46,000 temporary workers weekly during the year ending June 07.

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Hays Information Technology Surveys Senior IT Professionals To Find The Most Desired Skills From Employees In The IT IndustryHays Information Technology Surveys Senior IT Professionals To Find The Most Desired Skills From Employees In The IT Industry

Hays Information Technology, the UK’s number one IT recruitment consultancy, has conducted a survey targeting senior professionals to find out what the most desired personal and professional skills are from employees in the IT industry.

The survey, which was conducted with a number of companies throughout a diverse range of public and private sectors across the UK, found that candidates with a strong business awareness of both IT and non-IT issues, and leadership skills are the two primary factors looked for when recruiting middle and senior IT management. However, the ability to apply IT strategy to the wider business and possessing strategic focus, strong technical and industry knowledge also featured high up the list of desirables.

James Lloyd-Townsend, Managing Director of Hays Information Technology commented, “You need a proven track record and be up to date with the direction of technology. But you need to think strategically, give clear direction and engage with people.”

As to sourcing the talent to fill their senior IT and networking jobs, the survey from Hays revealed that businesses use a mixture of direct advertising, websites, internal promotions and recommendations. The survey also showed that while most employers are satisfied with their current IT management teams, more than a quarter are currently recruiting and as many as six in 10 plan to bring on board new talent during the next 12 months.

Hays Information Technology also confirmed that salary demands remain the number one obstacle to placing the right candidate. However, the timeliness of the recruitment cycle, the total reward offering and external competition are factors that can adversely affect a candidate’s decision. It was concluded that the hiring company’s brand has a negligible significance while the IT function is fairly or very influential in leading business transformation and driving business strategy, goals and objectives.

About Hays Information Technology:
Hays Information Technology is the UK’s number one recruitment consultancy specialising in IT jobs. Working across a nationwide network of offices Hays Information Technology offers clients and candidates a highly specialised IT recruitment service for permanent and contract positions across all vertical markets, skill sets and levels of seniority.

Hays Information Technology is a subdivision of Hays Plc, the FTSE 250 Company which employs 7,753 staff operating from 376 offices in 25 countries across 17 specialisms including marketing jobsnursing jobs and legal jobs. Hays Plc placed circa 68,000 candidates into permanent jobs and paid circa 46,000 temporary workers weekly during the year ending June 2007.

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Graduates looking for a job in banking could benefit from a recruitment drive operating across the square mile and Docklands, reports financial services recruitment agency Joslin Rowe

Worried graduates still looking for a job in banking could benefit from a little known recruitment drive operating across the square mile and Docklands, reports financial services recruitment agency Joslin Rowe.

Some of the biggest names in the financial services sector are recruiting for so called “graduate bootcamps” via recruitment consultancies. The bootcamp scheme aims to plug the extreme skills shortage currently affecting the banking sector by offering graduate jobs in banking (http://www.joslinrowe.com/graduate) on a temporary rather than permanent basis, where each recruit is intensively trained into a very specific junior role as an interim measure.

Alex Niarchos, manager of Joslin Rowe Temporaries, recruits graduates for many of London’s investment banks including the boot camp initiative. He says, “Essentially, the scheme gives banks the flexibility to hire someone straight away on an ongoing contract for as long as they need in a certain area which is particularly short staffed. Although this isn’t a permanent role it can often lead to one and however long or short the assignment, it does mean that graduates temping on the scheme will have considerable experience at the end of it and be eminently more employable.”

Applicants most likely to secure a graduate job in investment banking via the scheme are those with a 2:1 numerate or financially focused degree (or equivalent), who can demonstrate strong excel skills, an analytical mind and a real interest in financial services. Evidence of an internship in the City or work experience in a similarly fast paced, pressurised environment is particularly key. Typical roles available under the scheme encompass derivative operations, dividends, collateral management, equity trade support & settlements and even some middle office positions.

“There are a few core differences between the official graduate schemes and boot camp contracts,” advises Alex. “Obviously the prestige and security of securing a graduate banking job via the official graduate programme is immense and graduates, understandably, are often keen to join at the same time as a group of peers on a structured programme with plenty of hand holding. It is also true that the official scheme offers more varied rotations throughout the bank. However, boot camp contracts also offer training, both on and off the desk, and although new hires will be expected to grasp things quickly they are not just left to sink or swim. There is also an element of internal mobility and contracts can lead to a permanent job offer. Ultimately, it’s a path that should not be discounted out of career snobbery as it could be just the opening someone needs to really kick start their fortunes,” advises Alex.

Established in 1982, Joslin Rowe is one of the leading financial services recruitment firms in the UK and Ireland. On 7 April 2006, international staffing services company Vedior (headquartered in Amsterdam, the Netherlands) raised its stake in Joslin Rowe’s parent company, The Blomfield Group, from 18% to 70%. Jocelyn Rowe recruits for a number of graduate jobs in banking across London, Edinburgh, Glasgow and Dublin including long-term contracts, temporary and permanent roles.

 

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Welcome to EPR Human Resources News

EPR Human Resources News is a new blog, part of EPR Network, that is going to be focused on and will be covering the human resources news and stories from press releases published on EPR Network.

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