SmartBrief, Inc. announced today the addition of job listings to its popular online daily newsletters in the following industries: Aerospace, Cable and Broadband, Construction, Education, Food service, Gay & Lesbian Leadership, Health Information Technology, Interactive Advertising, Regulatory / Medical Affairs, Retail, Retail Pharmacy and Wholesale Distribution.

AUSTIN, Texas (BusinessWire EON) July 2, 2007 -- With job security a thing of the past, itzbig stepped into the void today with an interactive network that connects talented professionals with appropriate job opportunities at companies hiring in Texas.

www.itzbig.com) takes a revolutionary approach to the job exploration process. Unlike traditional public job boards, itzbig emphasizes quality, security and feedback to create an environment that welcomes both employees, who ordinarily might not be seeking a new job, and employers.

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“One of the things that is unique about itzbig is its structured data approach, or matching, scoring and ranking mechanisms, which allows potential employees and the hiring companies to better assess the fit,” said analyst Kevin Wheeler, Global Resources Learning, Inc. “In essence, the qualifications of the employee and the requirements of the employer are matched, scored and ranked. This ensures that potential employees and employers receive immediate feedback on where they are in the process and in turn creates a positive, productive relationship from the perspective of both parties.”

Just as important is the fact that the prospective employees can anonymously pursue opportunities in a secure environment, said Jim Hammock, CEO and a co-founder of itzbig.

“Potential job seekers are extremely concerned about protecting their identity,” said Hammock, the former CEO of Hire.com. “The most talented employees are not going to explore another position if they believe their identity might be compromised. We’ve created a network that shields the prospective employees, allowing them to explore the changing landscape for the most appropriate position, and then act on it.”

Corporate HR professionals see tremendous value in this anonymity as well.

“The quality of the candidates goes way up when they know their identity is not going to fall into the wrong hands,” said Mark Hansen, Managing Director of Modis-Austin. “They are actually more inclined to provide personal data when they feel they are in a secure environment.”

itzbig also gives prospective employees the ability to control their job search in that they decide what their input is for each respective position. If they’re unsure of what to emphasize in their profile, they can engage in an online dialogue with recruiters and hiring companies, who can provide more detailed feedback on the position.

“When you’re on job boards, your search abilities are very limited and you end up with a huge pool of candidates and very few connections. itzbig allows you to source on a particular skill set, shows you how candidates compare to other candidates and enables a confidential connection to those candidates,” said Bryan Powell, director of recruiting, Rackspace Managed Hosting, Ltd. “That’s a big advantage.”

The ultimate goal is to create a quality experience, which is another reason itzbig decided to stage the rollout of the network, beginning with companies that are seeking to fill technology or IT positions in Texas.

Hammock added that itzbig’s measured approach also appeals to prospective employees.

“They understand that jobs are tenuous in today’s economic climate,” he said. “In responding to that reality, we’ve created a network that offers them a safe, yet powerful plan B.”

About itzbig

itzbig is a private network for career exploration, which offers a real-time interactive experience designed to promote a better fit between a prospective employee and a hiring company. By focusing on quality, the company’s innovative approach rescues job seekers and employees from drowning in large quantities of poorly matched data.

Host cities for employers with civilian jobs include Atlanta, GA; Austin, TX; Charlotte, NC; Chicago, IL; Norfolk, VA; San Diego, CA; and Seattle, WA.

Atlanta, GA (PRWEB)July 1, 2007 -- Bradley-Morris, Inc. (BMI), the largest military placement firm in the U.S., announced their July and August 2007 Hiring Conference schedule today. The events, which are a more efficient and effective version of military job fairs, focus on Management / Engineering, Technician / Supervision, and Sales / Sales Management careers. The Hiring Conferences will take place on the following dates:

• July 9th and August 13th in Atlanta, GA
• July 9th in Chicago, IL
• July 23rd and August 27th in Norfolk, VA
• July 30th in San Diego, CA
• August 6th in Charlotte, NC
• August 13th in Austin, TX
• August 20th in Seattle, WA

"Employers who attend BMI Hiring Conferences are addressing a broad array of hiring challenges such as tackling near-term needs, building bench-strength and accessing a diverse talent pool"

Fortune 1000 and emerging sector companies attending BMI Hiring Conferences interview candidates for civilian jobs in areas such as leadership and management; project engineering; sales and sales management; production engineering / supervision; manufacturing engineering / management; operations and logistics engineering / supervision; electrical, mechanical and maintenance technicians; and field service technicians. BMI Hiring Conferences provide scheduled interviews with pre-screened candidates, a distinct difference from most military job fairs.

Employers and job seekers who wish to view the complete 2007 / 2008 Hiring Conference schedule and register for BMI's services can go to Bradley-Morris.com or call 1-800-330-4950.

About Bradley-Morris, Military Placement Firm
Bradley-Morris, Inc., the largest military placement firm in the U.S., expertly matches the top leadership, technical, sales, operations and diversity candidates who are experiencing a military career transition with the leading civilian jobs in the Fortune 1000 and emerging company sectors. Our client-focused approach yields superior return-on-investment and results in a 96% customer service satisfaction rating from the valued companies that partner with us. In addition, 90% of our military job seekers receive interest from these companies by taking advantage of our free Hiring Conference process. Serving the U.S., Europe and Asia, Bradley-Morris is headquartered in metro-Atlanta, GA, and can be found on the web at Bradley-Morris.com.

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Job vacancies in six more sectors added - online marketing, property, HR, publishing, media and recruitment.

Edinburgh (PRWEB) June 30, 2007 -- Jobtonic has added job vacancies in six more sectors over recent months, strengthening its position as the best destination for those looking to be rewarded for referring friends for new jobs.

have recently been added to the website by some of the leading names in those fields. Rewards of up to £2200 are up for grabs to those making the right connections amongst their friends or online social networks.

Vacancies in Online Marketing, Property, HR, Publishing, Media and Recruitment

These new vacancies come in addition to the ever growing list of opportunities in other sectors making Jobtonic the only viable generalist job board for the referral recruitment market. Almost all counties in the UK now have jobs listed and our referrers are being quick to take advantage of the opportunity to earn some serious cash by making the match between their friends and our vacancies.

Nick Goldstein, GM Jobtonic commented "with such a breadth of geographical locations and market sectors catered for, ours is the only UK referral recruitment site to match the diverse nature of our visitor's social networks, both on and off-line."

For interview opportunities with Nick Goldstein on the impact Web 2.0 is having on recruitment or any further information, please contact us. Take Jobtonic for a test drive today.

About Jobtonic.com

The Jobtonic process:
-   find a job vacancy that suits a friend
-   email it to them using Jobtonic's referral system
-   if they're successful, you get rewarded

Jobtonic is the UK's first website to reward individuals for matching candidates with positions. Jobtonic allows forward-looking employers to directly target passive candidates, considered the holy grail of recruitment. In March 2007 the site was the first in the UK to reward a successful referral hire.

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Free Trial of Validated Job Candidate Selection Tool Until August 31. Summary: Personality tests for job candidates are an excellent defense against the risk of bad hires because they help assess the difficult question of "job fit." Performance Programs, Inc., a leading distributor of employee personality tests, announces that it can now help smaller businesses use the new Candidate Potential Report from Hogan Assessment Systems.

Old Saybrook, CT (PRWEB) June 28, 2007 -- Employee personality testing is rapidly becoming a best practice for companies interested in selecting high-caliber employees and managing talent. Personality tests are an excellent defense against the risk of bad hires because they help assess the difficult question of "job fit." It is often challenging for smaller businesses to implement employee personality testing, however, due to the need for formal job analysis and local validation studies.

Performance Programs, Inc., a leading distributor of the Hogan Personality Inventory, can now help those businesses use the new Candidate Potential Report Series (CPR). Hogan Personality Inventory (HPI) has a successful 30-year track record in predicting employee performance and helping companies improve bottom-line business results by reducing turnover, absenteeism, shrinkage, and poor customer service.* The new Candidate Potential Report is designed for organizations hiring fewer than 80 people per year across different job titles. CPR helps employers by providing an immediate candidate rating of "high," "medium" or "low" job fit.*

Employers using Candidate Potential Reports do not need to conduct local validation studies. The reports are valid and legally defensible. Contact Performance Programs for details about minimum user qualifications and certification.

Employers who wish to try the new Candidate Potential Reports before August 31, 2007, can obtain three reports at no charge. If they continue using the reports after that date, there is a one-time fee of $400 to set up an account and $50 per report thereafter.

Performance Programs is a human resources consulting firm with expertise in psychometrics for the workplace. The company has assisted hundreds of employers of all types and sizes worldwide since 1987 with employee personality testing, 360 feedback, employee surveys, leadership assessments, work-life balance surveys, cross-cultural assessments, and more. Call 1-800-565-4223 for more information.

Hogan Certification Seminars: Performance Programs is an authorized certification provider for Hogan personality tests, including the Hogan Personality Inventory (HPI), Hogan Development Survey (HDS) and Motivation, Values and Preferences Inventory (MVPI). PPI will hold three Hogan certification seminars in 2007, including Friday, July 27th, Thursday, October 4th, and Friday, December 7th, in the Old Saybrook, CT area. Please view the Hogan Assessments Certification agenda and register online or call Sonya Hamilton at 1-800-565-4223.

** Background information on the Hogan Personality Inventory (HPI) and Candidate Potential Report**

Hogan Personality Inventory is published by Hogan Assessment Systems of Tulsa, OK. All Hogan products are grounded in 30+ years of research and have scientifically-based predictive power. Their tests are in use by organizations of all types and sizes worldwide.

The seven job families on which the Candidate Potential Report is based include Service and Support, Administrative and Clerical, Technicians and Specialists, Operations and Trades, Sales and Customer Relations, Professionals, Managers and Executives. CPR is based on seven job families that capture more than 95% of jobs in the economy.

The HPI was the first Five-Factor personality inventory developed specifically for the business community and, through an ongoing program of research and development, the HPI continues to maintain an industry-leading position.

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