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The MedZilla Report: September 2008 Employment Outlook for Biotech/Pharma/Health

The MedZilla Report: September 2008 Employment Outlook for Biotech/Pharma/Health

Even with layoff announcements from more than a dozen employers in health care, employment continued to increase in September, gaining 17,000 jobs overall. However, in the past month it seemed like no one was searching for those new jobs.

Seattle, WA (Vocus) October 31, 2008 -- Strong growth continues in the health care field, with an average of 30,000 jobs created each month. Even with layoff announcements from more than a dozen employers in health care, employment continued to increase in September, gaining 17,000 jobs overall.

Layoffs in health care were generally small in number with a few exceptions, most notably HealthSouth in Dallas and Massachusetts General. Meanwhile, biotechnology and pharmaceutical firms laid off fewer employees in September than in August -- only ten companies announced layoffs, and only one, Schering-Plough, planned to cut more than 100 employees. Most of the job eliminations came as a result of the overall U.S. economic situation; companies chose not to enter the credit market or had to restructure their financial situation overall and were forced to use layoffs as a way to save money. However, some pharmaceutical firms also eliminated research and development positions in an effort to narrow their foci onto new drugs with the greatest chance of success. Schering-Plough's layoffs, though, will come almost entirely from their 5,000-person sales force.

Despite the layoffs announced this month, companies are still in the market for new employees. Posted jobs for new medical education specialists rose by more than ten percent, followed by postings for medical and surgical candidates at 5.7 percent. Even sales representative postings rose from August to September by almost two percent. Less likely to be seen were business development and marketing postings, which fell by more than six percent over the past month.

Companies actively searching for new employees were mostly looking for clinical research associates or nursing candidates -- both up by more than two percent. Interestingly, they were not searching for medical technicians, physicians, or surgeons; those searches fell by more than 5.5 percent from August to September. This indicates that, while companies are creating new jobs and posting them, they are not specifically searching for candidates; instead, it appears they are waiting for the right candidates to come to them. This may be symptomatic of economic troubles on a wider scale; companies of course want to hire the best candidates, but they do not have the resources to go out and find them, nor are they always able to pay them what they deserve. Therefore, they prefer to make the jobs available and wait for candidates to find them if they want them.

The problem with that strategy, of course, is that people are not always looking for new jobs; in the past month, job searching by qualified candidates remained flat both geographically and on a type-of-job basis. In the past year, even though jobs have been created, the trend has been for people comfortable in their current positions to avoid changing jobs just for the sake of changing jobs. Over the past month, both U.S. and world markets have fluctuated wildly, and several major financial institutions have announced that they were in dire straits. With such uncertainty permeating the economy as a whole, even those dissatisfied with their jobs are less likely to look for something new.

This could spell difficulty for those who have the unenviable task of finding qualified candidates to fill the open positions. If people are not searching and applying, then companies cannot interview and hire them, but if companies do not have the capital to go out and find the candidates they need, then how will they find their new employees? It is a circular problem, but one that can be solved if employers remember that -- just like job searching -- fulfillment is an ongoing process. "It requires continuous assessing, planning, guiding, and nurturing," said Michele Hopps, director of marketing for MedZilla.com. "Recruiters can help, but if companies haven't made provisions for filling their new jobs, they will stand open until someone happens upon them on a job search site."

About MedZilla.com:

Established in mid-1994, MedZilla is the original web site to serve career and hiring needs for professionals and employers in biotechnology, pharmaceuticals, medicine, science and healthcare. The MedZilla jobs database contains about 7,500 open positions. The resume database currently contains over 285,000 resumes with 16,800 less than three months old. These resources have been characterized as the largest, most comprehensive databases of their kind on the web in the industries served.

Medzilla® is a Registered Trademark owned by Medzilla Inc. Copyright ©2008, MedZilla, Inc. Permission is granted to reproduce and distribute this text in its entirety, and if electronically, with a link to the URL www.medzilla.com. For permission to quote from or reproduce any portion of this message, please contact Michele Hopps, Director of Marketing and Development, MedZilla, Inc. Email: mgroutage(at)medzilla.com.

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Donor Dialogue and Blood Bank Computer Systems Announce Unprecedented Software Integration

Donor Dialogue and Blood Bank Computer Systems Announce Unprecedented Software Integration

Donor Dialogue and Blood Bank Computer Systems, Inc. will be integrating their two software solutions to allow for a bi-directional information flow. This partnership will provide BBCS clients with a safe integration of a non-regulated software solution to their regulated B.E.C.S

Auburn Hills, MI (PRWEB) October 31, 2008 -- Donor Dialogue (http://www.donordialogue.com) and Blood Bank Computer Systems, Inc. (http://www.bbcsinc.com) (BBCS) have announced a preferred partnership that will integrate their two software solutions. This integration will mark an evolution for the blood donor industry where a non-regulated software solution will integrate with a regulated control system.

The integration will utilize two industry-leading systems, a non-regulated CRM solution (the DRM Touch System) (http://www.donordialogue.com/drm.html) and the BBCS regulated B.E.C.S System (BBCSP). The resulting system will deliver a bi-directional information flow and provide BBCS clients with a safe, fast, and enhanced software platform for blood donor management. Furthermore, BBCS clients will gain first hand access to a web-based recruitment system that can manage the entire donor recruitment life cycle without third party vendor outsourcing.

"Donor Dialogue is very excited and honored to create this preferred software integration with BBCS," noted Alejandro Vargas, CEO of Donor Dialogue. "Through our combined technology and innovation, all parties involved will win - BBCS clients, administrative staff, blood donors, and everyone in between" he added.

"This preferred partnership will ensure that Donor Dialogue will be amongst the first to utilize the new BBCS integration package," said Beth Simon, President and CEO of BBCS. "Our relationship represents a milestone for the blood banking industry since a regulated and non-regulated software system will integrate, while the companies retain their autonomy. We look forward to our combined value and synergies to the blood industry."

About BBCS

Privately owned and headquartered in the Pacific Northwest, Blood Bank Computer Systems, Inc., (BBCS) has been one of the blood banking industry's complete software solutions for information and risk management since 1987. BBCS is committed to developing and providing safe and effective software solutions that provide management with the tools necessary to minimize the risks associated with operating a blood center and a cross match lab. BBCS works closely with their dynamic client group and partners to continually improve the product line and provided services. To learn more about BBCS, Inc. please visit http://www.bbcsinc.com

About Donor Dialogue

Donor Dialogue does more than just help recruit blood donors - it helps Recruit Donors for Life. The company's industry-leading suite of products and services make blood centers more efficient, productive, and profitable. The company also delivers innovative, cutting edge Customer Relationship Management software, targeted marketing tools, and data analysis services that revolutionize blood center operations. Donor Dialogue has been a leader in the blood industry for over 10 years, and it's parent company, Dialogue Marketing (http://www.dialogue-marketing.com/), has delivered unparalleled marketing solutions for over 30 years. With a large team of available donor recruitment professionals, Donor Dialogue has helped generate more than 3.5 million blood donations. The company also is actively involved in national organizations supporting the blood collection industry including AABB, ADRP, ABC, SCABB, and FABB. To learn more about Donor Dialogue please visit http://www.donordialogue.com/.

Contact:

Sara Carter, Marketing Manager

Donor Dialogue

248.836.2692

www.DonorDialogue.com

Brian Forbis, Sales & Implementation Manager

Blood Bank Computer Systems, Inc.

888.738.2227

www.bbcsinc.com

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Beware of Ten Mistakes after Social Security Denies Disability Benefits

Beware of Ten Mistakes after Social Security Denies Disability Benefits

People applying for SSDI should not give up and start over after they've been denied disability benefits; Allsup explains the most common missteps following SSDI denial

Belleville, Ill. (Vocus) October 31, 2008 -- Getting a denial letter after hours of work and months of waiting for Social Security disability benefits leads some people to call it quits, according to Allsup (http://www.allsup.com/?=PRW2), which represents people nationwide for Social Security Disability Insurance (http://www.allsup.com/About-SSDI/Free-SSDI-Evaluation.aspx?=PRW2) benefits (SSDI).

"People just want to know when they're going to be able to get their money, and getting that denial notice really frustrates and discourages them," said Cindy Ratermann, manager of disability claims specialists at Allsup. "They start to question themselves, and wonder -- if their doctor says they are disabled, why doesn't Social Security say they're disabled?"

SSDI is a federally mandated insurance program (http://www.allsup.com/About-SSDI/FAQs.aspx?=PRW2) overseen by the Social Security Administration (SSA) that provides monthly benefits to individuals who are under full retirement age (65 or older) and who can no longer work because of a disability (injury, illness or condition) that is expected to last for 12 months or is terminal. Individuals must have paid FICA taxes to be eligible. More details are provided in the "SSDI Overview (http://www.allsup.com/About-SSDI/SSDI-Overview.aspx?=PRW2)" on Allsup.com.

Ten Common Mistakes After SSDI Denial

There are many reasons why an SSDI application can be denied, but the following are some insights on common mistakes that can worsen the situation for someone who is dealing with the next steps after a denial of benefits.

1. Many applicants give up. Applying for SSDI benefits is not an easy process. It's not as simple as applying for Social Security retirement. In the retirement program, once someone reaches the appropriate age, he or she can file and begin receiving benefits. On the other hand, SSDI is administered under a review process that requires applicants meet certain guidelines (http://www.allsup.com/About-SSDI/Free-SSDI-Evaluation.aspx?=PRW2).

In addition, more than two-thirds of the 1.5 million people who apply each year are denied at the initial level (first level) of application. But more than two-thirds of claimants who reach the hearing level (third level) are awarded their benefits (http://www.allsup.com/About-SSDI/SSDI-Process.aspx?=PRW2). "There can be a significant value to having patience and hanging in for the long haul,'' said Ms. Ratermann. ''This means you'll need to appeal."

2. Applicants miss the appeal deadline and re-apply (sometimes several times) at the initial level. ''By doing this, you are literally spinning your wheels,'' Ms. Ratermann said. "If you were not awarded at the first level, it's highly unlikely you would be awarded when applying at the first level again."

3. Applicants decide not to appeal. There can be a couple of factors in this decision, including claimants' fear of pursuing the application after being told they weren't disabled. "If you are not capable of going back to work because of your disability, you really are entitled to this benefit (http://www.allsup.com/About-SSDI/FAQs.aspx?=PRW2)," Ms. Ratermann said. "It's important to realize that this is not a simple application process, and appealing your case is the next required step."

4. Applicants didn't provide enough information and detail on their initial application (http://www.allsup.com/About-SSDI/SSDI-Process.aspx#Levelone?=PRW2) and make the same mistake on appeal. One example is not providing enough detail about how your disability affects your ability to handle activities of daily living. "Someone might say, 'Yes, I can take a shower.' But they forget to mention that they've installed bars, and a seated chair and also get help from a family member to take that shower," Ms. Ratermann explained.

Another example is not providing enough information about your physicians, including their names, addresses, phone numbers and dates of treatment. ''Disability Determination Services staff do not have that information at their fingertips,'' Ms. Ratermann. "Claimants frequently will forget to tell the DDS examiner about all of their doctors, maybe leaving out a specialist or even their primary care physician. Then those records are not included in the case when it is considered."

5. Applicants waste time fighting the decision or trying to correct information that was provided in the initial application and denial (http://www.allsup.com/About-Us/News-Room/Current-News/Seven-Mistakes-to-Avoid-When-Seeking-SSDI.aspx?=PRW2). "Everything that you provided in your original application is there to stay, including the denial decision and letter from the Disability Determination Services," she said. "That decision stands; even if there was an error that nobody caught at the time of review. You've got to file your appeal and use that as the opportunity to clarify the information in your case."

6. Applicants do not provide continuous updates to the DDS about their case. While you are appealing, you should continue to provide information on doctors' visits, hospital visits and medical tests, such as CT scans and MRIs. "You need to make sure the DDS has this information. Don't wait for the next appeal to provide that," Ms. Ratermann said. "Keep in mind, it also can be a difficult and time-consuming process getting this information to DDS. In some cases, you must know who your examiner is, and you may be required to fax the information to the DDS office."

7. Applicants don't keep copies of their applications and records. ''These documents are useful when you make an appeal. And this can be one of the biggest mistakes because documents can get lost,'' Ms. Ratermann said. "After you've spent so much time compiling medical records, contacting doctors' offices and putting on the miles -- it's one of the worst feelings to hear that those documents have been lost."

8. Applicants underestimate the extent of their own disabilities. "A lot of people forget the modifications that they've made to their lives to cope with their disabilities,'' Ms. Ratermann said. ''And because of this, people make another mistake when they appeal -- they say that their condition hasn't changed. It's very unlikely that's true. Something has changed, whether you are experiencing more pain, or you've been in the hospital again or you've undergone additional tests."

9. Applicants don't know they can get representation services (http://www.allsup.com/About-SSDI/Choosing-Representation.aspx?=PRW2) at any level of the process. About 90 percent of people whose cases reach the hearing level, or level 3, have a representative for their cases, according to the SSA. What many don't realize is that they could have had a representative even earlier in the application.

"Until they hear the word 'hearing,' they may not think about getting a representative, or realize they can have a representative to help them apply," Ms. Ratermann said. "It's hard to be an expert on Social Security disability when you don't deal with this every day. Many people may be able to avoid the stress of the denial and delay by getting a representative earlier in the process." Allsup provides representation services for claimants at all four levels of the process.

10. Applicants don't weigh the costs (http://www.allsup.com/Allsup-Representation/Why-Allsup.aspx?=PRW2) of going it alone. There is a fee for using the services of a representative only if your benefits are awarded. It's important to weigh this fee against the other costs for you and your family.

"There are the costs of your own time, the headache of the paperwork, the miles to doctors' offices and transmitting this information to DDS," Ms. Ratermann said. "Then there are the delays you're going to face if you are denied again and again because of your lack of knowledge about SSDI. I've dealt with people who wondered, 'Why did I try to do this by myself? It would have been so much easier and I might have gotten my benefits a long time ago."

ABOUT ALLSUP

Allsup, Belleville, Ill., is a leading nationwide provider of financial and healthcare related services to people with disabilities. Founded in 1984, Allsup has helped more than 100,000 people receive their entitled Social Security Disability Insurance and Medicare benefits. Allsup employs more than 500 professionals who deliver services directly to consumers and their families, or through their employers and long-term disability insurance carriers.

For more information, visit www.Allsup.com.

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New Study Identifies Post-Debate Opinions of Presidential Candidates

New Study Identifies Post-Debate Opinions of Presidential Candidates

A recent study by the National Business Research Institute shows that post-debate opinions of the Presidential Candidates changed when compared to pre-debate opinions.

Addison, Texas (PRWEB) October 31, 2008 -- A recent political research study (http://www.nbrii.com/Political_Research.html) by the National Business Research Institute, Inc. ("NBRI") shows that post-debate opinions of the 2008 Presidential Candidates changed when compared to pre-debate opinions. The initial survey was distributed to a random sample of 61,018 individuals in September, 2008, prior to the Presidential and Vice-Presidential debates. NBRI received 2,571 completed surveys.

The post-debate survey was distributed to a random sample of 56,386 individuals in October, 2008, just after the final Presidential and Vice-Presidential debates. NBRI received 2,138 completed surveys. A confidence level of 99% and a 3% sampling error was achieved. Independent Sample T-Tests were conducted to compare pre-debate and post-debate opinions. All statistics reported are significant at the .05 alpha level.

NBRI's 2008 Presidential Candidate Study reveals that:

•    Pennsylvanians' belief that Barack Obama understands the issues facing Average Americans increased 16%, from 42% pre-debates to 58% post-debates.

•    New Yorkers agreement with same-sex marriage declined 15% from 59% before the debates to 44% following the debates.

•    Democrats are less in favor of offshore drilling following the debates (42% pre-debates vs. 37% post-debates).

•    Republicans disagreement with Universal Healthcare increased 7%, from 64% pre-debates to 71% post-debates.

•    Men's disagreement with same-sex civil unions increased 5%, from 45% before the debates to 50% after the debates.

•    Men's perceptions regarding Homeland Security as the most important issue when selecting a President declined 6%, from 40% pre-debates to 34% post-debates.

•    Married individuals' belief that Barack Obama understands the issues facing Average Americans increased 4%, from 39% pre-debates to 43% post-debates.

Additional findings include:

•    The percentage of Women disagreeing with the death penalty declined 4%, from 66% before the debates to 62% after the debates.

•    Americans' (Age 65 and over) perception that The War in Iraq is least important when selecting a President declined 8%, from 37% pre-debates to 29% post-debates.

•    Perceptions of individuals earning $100,000 or more regarding Illegal Immigration as least important when selecting a President increased 6%, from 66% pre-debates to 72% post-debates.

•    Perceptions of individuals earning $50,000 - $74,999 regarding Healthcare as the most important issue when selecting a President increased 6%, from 18% pre-debates to 24% post-debates.

•    College Graduates' belief that The Economy is the most important issue when selecting a President increased 11%, from 70% pre-debates to 81% post-debates.

•    Graduate School students' belief that The Economy is the most important issue when selecting a President increased 9%, from 72% pre-debates to 81% post-debates.

NBRI is a consulting firm that specializes in psychological research (http://www.nbrii.com/Surveys_Index.html) (customer, employee, patient, political, and market research studies) in order to assist businesses and governments in understanding the thinking of their human populations. The firm was founded in 1982 and the consultants working for NBRI possess Ph.D. degrees in Organizational Psychology with expertise in statistics and psychological research.

For more information, please contact:

Melissa Barba or Amber Harris

National Business Research Institute, Inc. ("NBRI")

15305 Dallas Parkway; 3rd Floor, Addison, TX 75001

Main: 972.387.7447; Toll Free in the U.S.: 800.756.6168

www.nbrii.com

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Opportunity Knocks Announces Online Training; Leads with Nonprofit Compensation

Opportunity Knocks Announces Online Training; Leads with Nonprofit Compensation

Opportunity Knocks, the national online career and job site focused exclusively on the nonprofit community, has launched OK Online Training real time web-based curriculum designed to provides unique and valuable information that nonprofit organizations need when building successful human resource strategies.

Atlanta, Ga. (PRWEB) October 31, 2008 -- With current economic conditions impacting the ability of nonprofit organizations to deliver their missions, nonprofit leaders recognize that their people are critical for their success and sustainability.

Opportunity Knocks, the national online career and job site focused exclusively on the nonprofit community, has launched OK Online Training real time web-based curriculum designed to provides unique and valuable information that nonprofit organizations need when building successful human resource strategies.

OK Online Training brings to life key issues on human resource management, workforce dynamics and career development that affect people that work within nonprofits.

OK Online Training features:

• Experienced and credentialed Faculty with subject matter expertise

• Instruction designed specifically to meet the needs of the nonprofit community

• Exceptional convenience and cost-effective learning environment for managers

The next upcoming November training session addresses the critical issue of Developing an Appropriate, Comparable and Relevant Nonprofit Compensation Structure. Now, more than ever in these tough economic times, nonprofits need to make sure they have the right compensation structure in place.

The correct compensation structure not only attracts and retains the talent necessary to achieve success, but also ensures nonprofits are being good stewards of their finances. By participating in this webinar, participants will gain a thorough understanding of current and emerging trends in base compensation, pay-for-performance, and variable pay in nonprofit settings.

Participants will also receive a copy of the newly released Opportunity Knocks 2008 National Nonprofit Wage and Benefit Report.

Full information on OK Online Training is available by contacting an Opportunity Knocks at 888-656-6257 or online at http://content.opportunityknocks.org/info~online-training.php

About Opportunity Knocks

Opportunity Knocks is the national online job site focused exclusively on the nonprofit community. For Nonprofit professionals, www.OpportunityKnocks.org is the premier destination to find nonprofit jobs and access valuable resources for developing successful careers in the nonprofit community. For Employers, www.OpportunityKnocks.org is the best way to find qualified nonprofit candidates and receive valuable information that nonprofit organizations need when building successful recruitment, retention and human resource strategies.

Contact: Lynne Norton, Marketing Manager, Opportunity Knocks, 678-916-3066 or (lnorton @ opportunityknocks.org)

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