A new portal is yielding record numbers for the state's employment department and giving case workers more quality time with customers.

Original Article Posted on StateScoop 
by Colin Wood
JANUARY 20, 2017

Six months in, Washington state officials say increased activity on their new jobs portal is changing how case workers spend their time and validates suspicion that the old system wasn't working.

The portal — called WorksourceWA — was deployed mid-2016 as a joint project with Monster, the jobs website. The result so far, said Dale Peinecke, commissioner of the Washington Employment Security Department, is that more people using state services to find employment as the economy improves, and state employees are able to spend more quality time with job seekers instead of serving as clerks who shuffle papers.

The portal's launch prompted a lot more activity for the state. In the past six months, accounts have been created by more than 115,000 job seekers and more than 6,000 employers. The number of resumes submitted to the department rose from 5,000 to 9,000 monthly. Job applications rose from about 38,000 to 48,000, and while the state's old portal received about 600,000 monthly job searches, the new portal receives about 1.1 million monthly searches.


Monster Innovation Award given to the year’s best at exemplifying success in utilizing the company’s innovative recruitment services and technology

WESTON, Mass., Jan. 9, 2017
 - Monster, a global leader in successfully connecting people and job opportunities, announced on Friday that the Washington State Employment Security Department has been awarded the 2016 Monster Innovation Award™.

Selected by Monster's Customer Advisory Board, the Monster Innovation Award recognizes recruiting excellence, celebrating the year’s best recruiting success story in using Monster’s innovative solutions. 

In announcing the winner of the award, Mark Stoever, Chief Executive Officer of Monster said, "All three award finalists are stellar examples of how to innovate in recruiting using Monster’s extensive and industry-leading capabilities. The winner, The Washington State Employment Security Department, and the other top two finalists, CHRISTUS Health, and National Interstate Insurance Company, all clearly echo our own belief that innovation drives recruiting success. We are thrilled to recognize Washington State, who distinguished themselves by leveraging industry best practices and Monster solutions to meet their goals of advancing the economy and reducing unemployment in Washington, while improving people’s lives by creating more opportunities for employers and job seekers to connect across the state.”


The Workforce Innovation and Opportunity Act places a greater emphasis on helping citizens build long-term careers while aligning development programs with the talent needs of high-growth local industries and re-engaging disconnected youth.

The U.S. workforce development system just got a much-needed energy boost.

In August, the Department of Labor made the final updates to the Workforce Innovation and Opportunity Act (WIOA), which represents the most transformative legislative reform to our public workforce system in more than 15 years. WIOA aims to improve our nation’s public workforce system and economic competitiveness, while reducing unemployment and giving citizens the tools they need to earn a family-sustaining wage.

To achieve this, we’ve evolved the way we measure success. Rather than simply measuring job placements, WIOA places a greater emphasis on helping citizens build long-term careers, while aligning development programs with the talent needs of high-growth local industries and re-engaging disconnected youth.

In fact, 75 percent of all WIOA funding will be devoted to serving disconnected youth—defined as young people between the ages of 16-24 who aren’t working or enrolled in school. This demographic is an enormous priority for WIOA because it’s a critical age for building a foundation of skills and knowledge for future career success. Without this foundation, the dream of earning a family-sustaining wage can drift even further away.

Many disconnected youths lack previous work experience and haven’t graduated high school. A recent study issued by the National Center for Education Statistics suggests that 41 percent of high school dropouts between ages 20-24 are unemployed. Some don’t have a resume and have never written a cover letter. Without the right guidance, information, resources, and support, many of our nation’s young people will face enormous obstacles to thriving in today’s global economy. 

To help workforce board leaders and case workers realize the vision of WIOA within their own communities, here are three strategies for engaging disconnected young people and helping them build a foundation for a better life.

Show Them What’s Available: Spread the Word on Career Resources

Workforce development boards have a wealth of critical information and tools that can help disconnected youth navigate the early stages of their careers - including guiding them through the process of attaining a GED, building their resume, taking skills assessments and accessing training opportunities. The biggest challenge is often letting them know that these resources exist!

Case managers need to engage youth where they spend their time. In today’s world, that begins and ends with social media. According to a recent study by the Pew Research Center, 90 percent of individuals between ages 18-29 use social media regularly. Workforce development boards can leverage engagement channels like Twitter and Facebook to start a conversation about the career planning opportunities that exist.

Once that conversation has been started, many states are directing young people to online job-matching platforms, called labor exchanges, where available tools and information can be accessed from one centralized location from any mobile device. We’ve seen states such as Ohio and Washington leverage them effectively as online “one stop shops” for career planning resources. 

Despite that fact that we’re living in a digital world, there’s no substitute for getting out into the community and engaging with young people face-to-face about the challenges that they face. By hosting workshops and community meetings, case managers can connect with people on a more personal level, and start to build relationships while sharing information on the training, financial aid, internship and apprenticeship opportunities in their region.


Show Them What’s Possible: Building Career Paths

After we get the word out, it’s time to get excited about what’s possible!

Many of these young people are the first members of their families to get GEDs or become certified in a trade skill. They haven’t necessarily seen how careers progress, and how the skills they attain now can pay enormous dividends in the future. That’s why it’s essential to show the potential career options that are at their fingertips, while putting together a tangible career plan that makes it all real. 

WIOA emphasizes the transformation of the way we all use workforce data—from collecting it, to analyzing it to sharing it. A major component of this data revolution is real-time labor intelligence, which helps workforce development boards track rapidly growing industries and skills needs within their communities. This data empowers case managers to show young people tangible career opportunities that are right outside their front door, and helps them build customized paths for getting there. 

Although charting a career typically starts with a vision, dreams can sometimes be intimidating, especially for youths who are essentially starting from scratch. Recognizing this challenge, WIOA focuses on developing career pathways, which outline “step-by-step” approaches to reaching a professional destination. Career paths include everything from quick wins like completing a skills assessment to long-term investments like a college degree.

One tactic that we’ve seen work extremely is the personality assessment. These assessments can build initial excitement by showing youths not only what careers are available, and what they might be qualified to do, but also what they might enjoy. When the right labor market information is matched with individual interests and strengths, you have a great foundation for achieving two critical WIOA goals: long-term careers and job satisfaction.

Show Them That You Care: Celebrate Every Milestone

Like many things in life, getting excited and building the plan are often the easy parts. The hard part is sticking to it.

Maintaining youth engagement over the long haul can be tricky. This is why the job of the case manager has to be one part coach and one part cheerleader. As discussed, many times these young people are the first in their family to embark on this career journey. They may not have a support system that understands the process, which is why it’s essential for case managers to celebrate every milestone within a young person’s career path and help them find the motivation to keep striving.  

Victories can be as small as completing resumes or training courses, and celebrations can be as simple as congratulatory text messages. The key is continuing to deliver ongoing positive reinforcement and while helping them stay focused on their big picture goals.

WIOA’s prioritization of long-term outcomes over quick win job placements reinforces this approach, and paves the way for celebrating even more life-changing outcomes like salary increases. The case managers that I know got into this profession to help people, and the vision of WIOA is more aligned to this passion than ever before. 


Monster’s Veterans Talent Index indicates more veterans than not are confident in their ability to achieve success in the civilian sector

MCLEAN, Va.—July 28 2015—Monster (NYSE: MWW) and Military.com released the results of their most recent national Veterans Talent Index (VTI) today, indicating veterans and employer confidence is up.

The overall veteran unemployment rate is half that of the rate in 2011 which was nearly 10 percent. According to the VTI, a comprehensive analysis of transitioning military service members, veterans, and their employers, two-thirds of employers report they hire veterans not out of a patriotic obligation, but because employers believe veterans are the best qualified within the candidate pool.

“Generally, the process of changing attitudes and building confidence in a population tends to be slow,” said Greg Smith, President of Military.com and retired Navy Rear Admiral. “However, in four short years, both employers and veterans have done so with great results. Veteran unemployment is down and confidence in their ability to achieve success in the civilian sector is up, thanks to the tireless efforts of many.”

Some key findings in the VTI indicate location could influence the chances of a veteran finding a job. The best veteran employment rates are in Ohio, Virginia, and Texas while veteran unemployment rates in Mississippi, Louisiana, South Carolina, Ohio, and Connecticut are lower than non-veteran rates in those same states.

The report also included information on veterans’ desire to further their skill sets through on-the-job training or enrolling in a college or advanced degree program. Eighty-three percent of those surveyed indicated they planned to use their GI Bill benefits to assist in paying for further education. The VTI study also found that there are still gaps in skills translation and transferring military credentials to civilian occupations.

Some veterans have compared the difficulty and stress of moving from military service to civilian life with what people might experience when immigrating to a new country. Transitioning service members must often adapt to unfamiliar work environments, new cultural norms, and even entirely new ways to communicate with others. Many veterans have reported their transitions were among one of the most difficult things they have ever done. “Everyone who has committed time, talent, money, and effort to finding solutions to veteran unemployment should take pride that their efforts have contributed to a national solution that is working,” said Smith. “However, before we declare victory, we still have much to do. Unemployment among our youngest veterans, 18-24 years old, is still stubbornly high at over 18%; female veteran unemployment is higher than that of their male counterparts; and one out of every three veterans return to civilian life with a service connected disability. I challenge all to redouble our efforts to ensure every returning veteran has a meaningful job.”

The July 2015 Veteran Talent Index contains a wealth of useful data and findings related to the current veteran employment situation. To view the complete VTI report and results, visit www.monster.com/about/veterans-talent-index.

About Monster Worldwide
Monster Worldwide, Inc. (NYSE:MWW), is a global leader in successfully connecting people and job opportunities. Monster uses the world's most advanced technology to help people Find Better, matching job seekers to opportunities via digital, social, and mobile solutions including monster.com®, our flagship website, and employers to the best talent using a vast array of products and services. As an Internet pioneer, more than 200 million people have registered on the Monster Worldwide network. Today, with operations in more than 40 countries, Monster provides the broadest, most sophisticated job seeking, career management, recruitment, and talent management capabilities globally. For more information, visit monster.com/about.

About Military.com
Military.com is the nation's largest online military destination serving over ten million members, including active duty personnel, reservists, guard members, retirees, veterans, family members, defense workers, and those considering military careers. Military.com enables the 30 million Americans with military affinity to access information about their benefits, advance their careers, enjoy military discounts, and stay connected for life. Military.com develops efficient affinity marketing and communications programs for government agencies and companies serving this market. Military.com is a business unit of Monster Worldwide, Inc. More information is available at www.military.com.


DIEMEN, THE NETHERLANDS and WESTON, Mass. – October 31, 2016 – Randstad North America, Inc., a wholly-owned subsidiary of Randstad Holding nv (AMS: RAND), announced today that its wholly-owned subsidiary, Merlin Global Acquisition, Inc., has successfully completed its tender offer to acquire any and all outstanding shares of common stock of Monster Worldwide, Inc. (NYSE: MWW) (“Monster”), at a price of $3.40 per share in cash, without interest thereon and less any applicable withholding taxes (the “Offer”).

As a result of the completed Offer and pending completion of the merger, which is expected to occur on November 1, 2016, Monster’s common stock is expected to cease trading prior to market open on the closing date and will no longer be listed on the New York Stock Exchange.

Monster, a global leader in connecting jobs and people, will continue operating as a separate and independent entity under the Monster name.

Through this combination we are able to accelerate our digital strategy and our ability to serve our customers and candidates with transformational ‘Tech and Touch’ services,” said Jacques van den Broek, CEO of Randstad. “With Monster’s easy to use digital, social and mobile solutions and Randstad’s global network, we now have the ability to create comprehensive and technologically advanced capabilities for human resources services in a global job market defined by rapid technological change.

Joining Randstad provides Monster with the opportunity to grow as a formidable industry leader, building the most sophisticated global platform of talent data, services and tools for connecting jobs and people,” said Tim Yates, CEO of Monster Worldwide. “We are excited to begin Monster’s next chapter and accelerate our transformation.

There are a number of strategic and financial benefits to the transaction: 

  • Brings Together Complementary Visions to Lead Transformation: Randstad and Monster have a shared vision for the global job industry, which is rapidly transforming as a result of technology advances. The transaction is intended to accelerate our ability to develop new and innovative capabilities that deliver greater value to job seekers and employers by bringing labor supply and demand closer together.
  • Creates Most Comprehensive and Technologically Advanced Capabilities for Human Resources Services: Randstad continues to enhance its business model in the rapidly shifting landscape, placing annually more than 2 million people worldwide through its network of more than 4,500 branches and client-dedicated services. The addition of Monster’s leading recruiting media, technologies, and platforms, which connect people and jobs in more than 40 countries, further expand services to offer both clients and candidates tools for increased efficiency and engagement, connecting more people to more jobs.
  • Financially Compelling: The transaction is expected to be immediately accretive to Randstad earnings per share.


The Offer expired on October 28, 2016 at 12:00 midnight, New York City time. Broadridge Corporate Issuer Solutions, Inc., the depositary for the Offer, has advised that, as of the expiration of the Offer, a total of approximately 45,973,527 shares of Monster common stock have been validly tendered and not properly withdrawn pursuant to the Offer, representing approximately 51.5% of Monster’s outstanding shares (including shares of restricted stock and options). In addition, shares presented by notices of guaranteed delivery have been delivered with respect to 3,708,393 shares of Monster common stock that have not yet been validly tendered, representing approximately 4.15% of Monster’s outstanding shares (including shares of restricted stock and options). All shares that were validly tendered and not properly withdrawn during the Offer period have been accepted for payment. Payment for such shares will be made promptly, in accordance with the terms of the Offer.

The minimum condition to the Offer that one share more than half the sum of all outstanding shares (including restricted shares, shares issuable to holders of stock options and shares issuable to holders of Monster’s 3.50% Convertible Senior Notes due 2019 from whom Monster has received duly completed notices of exercise) be validly tendered has now been satisfied, and Randstad intends to complete its acquisition of Monster promptly through a merger under Section 251(h) of the General Corporation Law of the State of Delaware.  As a result of the merger, each share of common stock of Monster not tendered in the Offer (other than shares held by Monster, Randstad or their respective direct or indirect wholly-owned subsidiaries, and other than shares held by Monster stockholders who have properly and validly perfected their statutory appraisal rights in compliance with Section 262 of the General Corporation Law of the State of Delaware) will be converted into the right to receive $3.40 per share in cash, without interest thereon and less any applicable withholding taxes. Upon completion of the merger, Monster will become a wholly-owned subsidiary of Randstad.

About Randstad
Randstad specializes in solutions in the field of flexible work and human resources services.  Our services range from regular temporary staffing and permanent placements to Inhouse Services, Professionals, Search & Selection, outplacement, and HR Solutions. Randstad Group is one of the leading HR services providers in the world, with top-three positions in Argentina, Belgium & Luxembourg, Canada, Chile, France, Germany, Greece, India, Mexico, the Netherlands, Poland, Portugal, Spain, Switzerland, the UK, and the United States, as well as major positions in Australia and Japan.  In 2015, Randstad had approximately 29,750 corporate employees and around 4,473 branches and Inhouse locations in 39 countries around the world.  Randstad generated revenue of € 19.2 billion in 2015.  Randstad was founded in 1960 and is headquartered in Diemen, the Netherlands. Randstad Holding nv is listed on the Euronext Amsterdam, where options for stocks in Randstad are also traded.  For more information, see www.randstad.com.

About Monster Worldwide
Monster Worldwide, Inc. (NYSE: MWW) is a global leader in connecting people to jobs, wherever they are. For more than 20 years, Monster has helped people improve their lives with better jobs, and employers find the best talent. Today, the company offers services in more than 40 countries, providing some of the broadest, most sophisticated job seeking, career management, recruitment and talent management capabilities. Monster continues its pioneering work of transforming the recruiting industry with advanced technology using intelligent digital, social and mobile solutions, including our flagship website Monster.com® and a vast array of products and services. For more information, visit www.monster.com/about.

Forward-Looking Statements
The statements included in this press release contain forward-looking statements, which are generally statements that are not historical facts.  Forward-looking statements can be identified by the words “expects,” “anticipates,” “believes,” “intends,” “estimates,” “plans,” “will,” “outlook” and similar expressions. Forward-looking statements are based on management’s current plans, estimates, assumptions and projections, speak only as of the date they are made and include without limitation statements regarding the planned completion of the tender offer and the merger, statements regarding the anticipated filings relating to the tender offer and the merger, statements regarding the expected completion of the tender offer and the merger and statements regarding the ability of Merger Sub to complete the tender offer and the merger considering the various closing conditions. Randstad and Monster undertake no obligation to update any forward-looking statement in light of new information or future events, except as otherwise required by law. Forward-looking statements involve inherent risks and uncertainties, most of which are difficult to predict and are generally beyond the control of either company, including the following: (a) the occurrence of any event, change or other circumstance that could give rise to the termination of the merger agreement; (b) the inability to complete the transaction due to the failure to satisfy conditions to the transaction; (c) the risk that the proposed transaction disrupts current plans and operations; (d) difficulties or unanticipated expenses in connection with integrating Monster into Randstad; (e) the risk that the acquisition does not perform as planned; and (f) potential difficulties in employee retention following the closing of the transaction. Actual results or outcomes may differ materially from those implied by the forward-looking statements as a result of the impact of a number of factors, many of which are discussed in more detail in the public reports of each company filed or to be filed with the SEC or the Amsterdam Stock Exchange.


For Randstad Investors
Arun Rambocus (Director Investor Relations)
+31 20 569 5940
+31 6206 18370 (Mobile + WhatsApp)
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For Randstad Media
Machteld Merens (Director Group Communications)
+31 20 569 1732
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For Monster Investors
Bob Jones (Investor Relations)
+1 212 351-7032
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For Monster Media
Matt Anchin (SVP Global Communications)
+1 212 351-7528
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