RPO & Staffing

Aetna Selects CitiStreet For Certain Human Resources Services

Partnership Marks Benefit Provider’s Expansion Into HR Contact Service


QUINCY, Mass., Nov. 2, 2005 – Aetna Inc., one of the nation’s leading providers of health care benefits, has selected CitiStreet to provide certain human resources services and health and welfare administration, it was announced today.

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Case Study: Screening Helps Keep Six Flags Theme Parks at its Peak

High-volume hiring for sensitive positions presents unique challenges.

by Barry Nadell

For Valencia, CA-based Six Flags Theme Parks, Inc., selecting and hiring the right employees present unique challenges due to the sheer number of new hires, most of which are for somewhat “sensitive” positions. When you hire as many as 500 employees per month for positions working with children, handling cash, and operating machinery, there is no room for error. An efficient screening program is essential.

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Case Study: Streamlining HR Risk Management

How the world’s largest privately owned fitness chain increased recruiting effectiveness while significantly reducing costs and liability.

by Tonia Walsh

In 1983, 24 Hour Fitness opened for business and has since grown to more than 320 clubs in 14 states serving 2.7 million members. Amid rapid growth, coupled with processing more than 1,000 new hires per month, Bill Prescott, senior director corporate & field human resources, and I decided to restructure our background screening initiative into a streamlined, risk-management program.

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Case Study: Protecting America’s Children with Improved Screening Services

Boys & Girls Clubs of America Affiliates Take Background Checks to the Next Level

by Sonya D. Van Norden

For Boys & Girls Clubs of America (BGCA), the nation’s fastest-growing youth service organization serving more than 4.4 million children, background checks are a critical component in creating a safe haven for its members and providing peace of mind for their parents. Unfortunately, criminal records research is notoriously limited, expensive, and sluggish.

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The Baker’s Dozen–Workplace Screening

The top 13 providers of full-service workplace screening.

by Denise Doig

About 83 percent of HRO Today readers are currently outsourcing or considering outsourcing screening and workplace security; it goes to show you just how far screening has come. As more companies recognize the importance of workplace screening, even the smallest businesses are offering basic screening services involving drug testing and employee identification—verifying the candidate, reference checks, education history, work history, credit checks, criminal history, motor vehicle checks, or court record searches. Full-service screening providers offer the entire package—background checks, credit checks, reference checks, physical security, drug testing, technology services, consulting, data and network security, security monitoring, and security training and staffing. The 2005 Baker’s Dozen feature highlights the top 13 full-service workplace screening service providers.

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Case Study: Outsourcing Critical HR Functions Limits Company Liability

Employee screening takes the heat off real-estate enterprise.

by Terry LaMotte

As a large commercial and residential real estate company, we have to be interested in limiting our liability wherever possible. Since our property management employees access resident’s homes as porters, maintenance and management staff, we need to ensure that we hire individuals with backgrounds that won’t be harmful to our residents, or otherwise jeopardize our business.

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Workscape Announces Record-Breaking Third Quarter as Company’s List of New Customer Wins and Relationship Expansions Continue

MARLBOROUGH, Mass. (October 17, 2005)  ¾ Workscape, Inc., a proven provider of outsourced benefits and workforce management solutions, today revealed details of its record-breaking third quarter. Year-over-year sales were up 136%, and set a company record for single-quarter production. The company cited its evolving award-winning product line which continues to attract new clients to the company, as well as a number of expanding customer relationships across a range of industries among its blue-chip, global clients, as the reasons for its achievement.

In the third quarter of 2005, joining Workscape’s growing client roster was one of the largest grocery store chains in the nation. The grocery store chain will deploy Workscape’s Employee Self-Service and Manager Self-Service workflow applications. This noteworthy addition comes only one month after Workscape announced another list of significant new customer wins and relationship expansions that included industry leaders such as Perot Systems, Alltel, AmSouth Bank, Texas Health Resources, and other major organizations such as a large travel industry company and a division of a global electronics company.

Tim Clifford, President and CEO of Workscape, said, “Our third quarter success further propels Workscape to the forefront of the market, validating our workforce’s capabilities, the relevancy of our product offerings and our commitment to exemplary customer support.”

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Pinstripe New Corporate Offices

Pinstripe Moves to Larger Corporate Headquarters to Accommodate Accelerated Growth in Both Client Base and New Service Offerings; Expansion Reflects Financial Services Industry’s Growing Appetite for Innovative Recruitment Process Outsourcing Services

BROOKFIELD, Wisc.–(BUSINESS WIRE)–Oct. 10, 2005–Pinstripe, a leading human resources outsourcing (HRO) and recruitment process outsourcing (RPO) services provider focused on talent acquisition and management for the global financial services industry, announced today that it has completed the move of its corporate headquarters to a new, advanced facility in Brookfield, Wisconsin, a suburb of Milwaukee

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Resource Guide: Recruiting, Staffing & Search Case Study

Comerica, a national financial services company, gets onboard with RES.


In a climate of acquisitions and mergers, combined with an increasing difficulty and cost to find quality hourly candidates, Comerica Incorporated recognized the need to centralize its non-exempt recruiting process. The centralization effort would require a significant investment in technology as well as a commitment to transforming its entire recruitment process. Without such an effort, they would struggle to meet their strategic objectives of attracting, developing, and retaining a high volume of qualified employees.

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