Staffing is a leading indicator

Saving monies and being lean are on everyones radar of late. With labor being such a large component of costs what is your competition doing
to keep costs low? How do the industry leaders gain competitive advantage in this area?

Did you know flex staffing s a “leading indicator? (http://en.wikipedia.org/wiki/Leading_Indicators#Types_of_Indicators)

Have you ever noticed how orders tend to come in clumped together? Like cars at a toll booth or a pocket of traffic on a highway?

How can you use these observations and tips to your companies advantage???

Email me your questions and I would be  more then happy to respond  Always@semperllc.com

Dave Regan 

CEO

Semper

Semper’s Q2 Survey Analysis – April 2008

First, Thank You all for the huge number of responses. 

We honestly use this survey as a benefit for the industry in general 

and not for commercial reasons.

 

I think we all can be glad the first quarter is over; except for the fact that the 

second quarter, so far, seems to be even worse then the first. The last 2 

months have seen a severe contraction in most areas of the economy and 

in all geographic areas. The Fed’s actions last Summer came several sessions 

too late to avoid this contraction. The relentless negativity from the media over 

the last two years reached a crescendo of hysteria in August that has scarcely 

abated till just recently. We all are grateful for the news media’s recent more 

positive bias!!

 

A Big question now is have the stock markets hit bottom? If so, then the 

recovery will be approximately six months from that bottom. If you look at the 

current stock charts for Apple, the Dow and the NASDAQ over the last two 

years, It appears that we have hit the bottom and are on the upturn (barring 

another terrorist shock). If the charts are correct, then we should start to see 

improvements as early as September – October. Flex Staffing tends to be a 

leading indicator, like the stock market, so we at Semper should see improvement 

three to four months after the bottom. We will let you know. 

 

Another BIG change in the Industry this year was the demise of Annual report 

printing. One manager I spoke to, mentioned that last year they printed 100 Annual 

reports- this season only four. The result of the SEC allowing companies to post 

the reports “online.” This single change has had a huge negative impact in that 

segment of the industry. I think of what will happen to Blockbuster and the movie 

theatre chains once the movie studios release first run movies directly online. It 

will likely be a similar issue- MAYBE I should sell any holdings.

 

Now to the survey results:

 

As you recall, the results are in the new easier to read and understand format 

which reduces the need for commentary.

 

The question on profitability I am sure is high on everyone’s list. The trend line is 

clearly indicative of the stress we would expect to see ; this is a MACRO issue 

not just your firm.

 

The question on profitability I am sure is high on everyone’s list. The trend line 

is clearly indicative of the stress we would expect to see ; this is a MACRO issue 

not just your firm.

 

The hiring question reinforces the above two responses. Hiring has dropped off, 

but it seems staying at the same staffing level is the course most firms are going 

with. Maybe others agree that things will improve sooner than later. (br>

Clearly, keeping expenses limited is on everyone’s mind, with base pay and benefit 

costs showing big jumps in concern from respondents. Supply costs in general are 

now the largest percent concern of firms as opposed to technology issues.

 

In closing, we see positive news here in the expectations of sales for this quarter. 

Take a close look at the actual results and feel free to ask questions or give 

feedback – daver@semperllc.com

 

Click here to view the Survey:

http://www.semperllc.com/printing_survey/Semper_Survey_2008_Q2.pdf

                                                                  

Thank You

Cost saving strategies for slow economic cycles

The continued dismal economic news from the MEDIA harpies is definitely becoming a reality. Things are getting really tough out there!

We have some answers for you-  Flex Staffing – It saves hard cash by allowing you to pay for labor when you need it and not a second longer.

Imagine if your press payment or office lease payment was like that.

How does Flex Staffing work? You call us when you have a need and we send skilled professionals out. We bill you for the hours worked. The bill rate includes Work Comp, all payroll taxes and benefits. Many clients call us for the hourly rate and use that information to help bid jobs.

The idea is to treat Staffing as a flexible cost. Over time, it can save your company huge dollars. Even when the economy is slow, you get demand spikes. This is when we can help – Semper = Always. We will Always work our best to help you meet your clients demands. With many firms cutting back, the need for extra staff is even more critical and keeping clients satisfied is ever more important to your success. 

Last week we had an interesting experience with a Sir Speedy in the Southern California area. They needed a Docutech operator for a four week assignment.  The bill rate per hour was quoted as 23.50, which included all Payroll costs and insurance. The client told us he normally pays 16 per hour to his worker and had trouble paying us more then that amount. Believe it our not we run into this fairly frequently with clients. In this case we pointed out that there are costs associated with payroll above and beyond the base rate. These costs include Work Comp., Unemployment insurance, benefit costs (Health, Dental, 401 K, LTD, Vacation and Holiday- these usually add on 30 % in most states, but at least 35% in California. And this doesn’t include liability, Theft Bond or Professional errors and omission insurance costs we provide for each of our workers). So the client was realistically paying a minimum of 16 x 1.30 = 20.80 already and was unwilling to pay the additional 2.70 (108.00 per week) that would cover our additional costs and charge per hour.  The client felt they would try covering the period with over time and  having other workers try and keep the machine running with a monthly cost of $297.61. http://www.secinfo.com/dV179.96w.9.htm#1stPage It could be bringing in a contribution significantly higher per week.

We honestly do our best trying to explain but sometimes we fail – the is a reason they have that famous saying about throwing the baby out with the bath water – Some people are under so much stress to save a penny they definitely can hurt themselves which likely is part of the reason they are under so much stress in the first place.

So please, if your unsure ,  feel free to describe your unique situation and we can continue this discussion

Semper International listed in the Forrester Virtual Worlds report

Recently Forrester made public a research document on Virtual Worlds titled “Getting Real Work Done in Virtual Worlds”.

This timely piece is helping refocus the Virtual Worlds industry and firms looking at Virtual Worlds as a business tool back into scope. Semper International is proud to be listed in this report as a firm taking business advantage of this new medium.

 

We at Semper are proud to be early adopters for our industry and have been of a mind to help define the space and work collaboratively with our industries to foster a healthy understanding of it and assist in creating “Best Practice” guidelines.

 

 

 

Recruiting in Second Life (Repost)

Was interviewed by a very nice person from another staffing firm called “Generator Group”. Over the course of a few days and a bit over an hour the following was thrown out ofver text in SL.  Brian Regan PresidentSemper International AKA: PrinterBrian 

Recruiting in Second Life : “SL is not an easy button”

 

 

By Lisa Peyton, a.k.a. Avarie Parker

I—well, my avatar Avarie Parker–was recently lucky enough to sit down for a virtual interview with Printer Brian Dowd, real life President of Semper International LLC. Brian Regan, and his Boston based firm Semper International, was the first recruiting agency to enter Second Life in March 2007. He has expanded his in-world presence from candidate sourcing to offering services for other companies looking to go virtual. The interview spanned two meetings; this is our first conversation in its entirety.

Avarie Parker: Why did Semper International decide to enter the world of SL? What were your initial goals?

PrinterBrian Dowd: I’m a big time Online Video Game player. Also interested in Serious Games, or the use of video game technology for business application. Our goal was to use SL as a business tool in connecting with people from a distance, as well as understanding how to interact with people in online worlds. So learning and business application was stage one, more or less. We knew that there was not a large population; however, the population here did match some of our specialties like graphic design and video game staffing. Most people in SL early on had tech or design type backgrounds. We also wanted to find a venue to reach out to an audience accustomed to using the internet as a work condition–things like “Can you have a contractor/employer relationship via an online world?”

AP: Can you give me a rough estimate of the cost involved in your campaign?

PBD: That’s not quite as straightforward as you might think

AP: Perhaps you could give a range…

PBD: You can set up a small location with limited functionality for $500 – $1000. If you wanted to immerse yourself in SL and learn to build and script, you could do a small location for less, and increase the time you spend working on it yourself. For me, I was an online gamer in my personal life, so I took the latter approach. An entire Island like you are on now is a much different situation. There you are talking $10,000 + and a lot of your own personal time–or let developers do it all and spend $20,000.

AP: Thanks, that answers my question – how many people were involved in a project like the island?

PBD: Very few.

AP: Really? Have you taught yourself how to script, etc?

PBD: Basic scripting and building, yes.

AP: Very Cool! I took a stab at designing a garment and found it to be very labor intensive!

PBD: Like online games, it’s a passion thing.

AP: Yes. Has the SL campaign directly contributed to selling Semper services? Which services have been most affected? Employer side? Employee? Or outplacement? Have you traced the campaign directly to an increase in profits?

PBD: We have generated income from SL at this point, yes. We have successfully recruited and placed people we located in SL. Does it compare to investing in a Monster or CB package? No. However it gives a bit more than just people, it gives business side benefits: company meetings, mass recruitment, using it as a tool. So it is more than one element.

(Above: PrinterBrian and his coworker Gia speaking at a recent Interview workshop on Human Resource Island)

AP: About how many RL placements have you had?

PBD: Less than 10, although our database has picked up over 100.

AP: But how long have you been in SL? Less than a year, right?

PBD: Yes, March 1st we launched.

AP: So for such a short time in that seems like a big number!

PBD: Ah, OK.  Now you must consider that I work it here–meaning I am logged in and developing relationships quite often. This location generates traffic, I generate results. Does that make sense?

AP: Hmm, yes. What questions should a recruiting firm ask itself before embarking on an SL campaign?

PBD: Easy. Does anyone on staff have the energy and willingness to make it work? Spend off-hours doing interviews and getting to know people in SL. Would you rather hang out in SL or on your Myspace account? If the answer is no, then you may end up spinning your wheels and have no traffic.

AP: SL! I would MUCH prefer to spend time in here than on Myspace…: )

PBD: LOL. OK, so when I arrived you were chatting with Lewis. You met him here on the Semper Island?

AP: Yes, while I was waiting for you. He’s a Graphic Artist out of Binghamton, NY. I told him he should perhaps register with you guys as a candidate.

PBD: OK, so there you go – A graphic artist in NY, placeable if good. If you have a location where he is.

AP: Yes. So should the industry the recruiting firm works in be considered? I mean SL is an obvious choice if you are looking for GAs or programmers, etc, but how about other industries? Tower, for example, deals with HR placements…not exactly hi-tech.

PBD: Yes, you should consider it if you expect to extract people from SL. However, if you want to use it in replacement of video conferencing and phone, it brings a different value. You and I both have Voice Enabled, but we are not using it. It is free to use voice here, no charge. 50 people in a room all able to talk at no charge is an interesting thing to think about, to expand upon.

AP: A very useful and cost effective tool for meetings, etc.

PBD: Yes, or mass interviews.

(Above: Attendees at a recently attended SL Conference)

AP: Describe how you began your SL consulting services and do you think they will eclipse your recruiting services?

PBD: No it will not. It’s not our focus; however it allows us to test talent. We are also staffing companies in the game industry as well as Second Life or Virtual Worlds development companies, so interviewing someone for an SL dev firm and then seeing their work is effective for us–and not just from a talent standpoint, but a professional standpoint too. Do they meet deadlines, act a certain way, work in teams or solo, etc.?

AP: Do you have any full-time staff devoted to your SL Consulting?

PBD: No full time staff, but more than one trained person that handles SL consulting.

AP: Do you feel the trend for companies to want in to SL will continue? What do you feel the future of marketing in SL looks like?

PBD: I am not a big fan of the marketing in SL fad. However, if this is a possible direction of the internet in the near future, then any firm that uses the internet as a tool should have an understanding of it.

AP: Can you point to any in-world campaigns that you feel were successful? National campaigns, I mean.

PBD: I am not really focused on that side, so I would likely not be a good judge. Consider this – VW’s allow you to develop your brand in a community or experience that is interactive and that is not understood yet. VW = Virtual Worlds. So if you want to create an online experience around your firm or brand, building a VW whether SL or any number of VW’s out there will have a large impact on how people interact with you.

AP:Yes, but you obviously engage in marketing Semper in-world…and Semper’s services.  But it sounds like you are more interested in an interactive experience than seeing Coke machines all over the place?

PBD: Coke machines all over the place is not the total answer. It helps, but it’s like banner ads on a website.

AP: Would you say there are companies that are “getting it” when it comes to interacting with SL residents?

PBD: Yes, those that build communities.

AP: Speaking of communities, how can a candidate best leverage SL? Any specific groups or locals they should visit?

PBD: Hmmm, that’s a big question.  I would say, there are groups and experiences here for all tastes. A personal taste in their personal time is not likely related to their professional ones. As a recruiter I am sure you can appreciate what I just said.

AP: Yes. : ) There are networking groups that charge to join–do you feel those groups are worth it? Can you give me a short list of the top business networking groups in SL?

PBD: Not really, I don’t pay to be in any of those groups. I would think they may be a good way to start out, but you quickly move past them.

AP: So how does the experienced SLer go about finding a great RL job?

PBD: Come to the Semper location (http://slurl.com/secondlife/HumanResource%20Island/207/101/27); IBM (http://slurl.com/secondlife/IBM/106/5/23) does cool things. TMP (http://slurl.com/secondlife/TMP%20Worldwide/190/43/22) does career fairs.

(Above: Semper International SL Location)

AP: Great, finally something my candidates can sink their teeth into!

PBD: I would say that there is a whole lot of recruiting happening in SL.  It’s just not that obvious.

AP: So how can a recruiter best leverage SL??

PBD: Networking, passive recruiting, developing a community, talking to people, gaining friends, leveraging friends, knowing who’s who and becoming a valuable asset to them.

AP: But again, I would assume it’s time consuming – yes?

PBD:Yes, anything worthwhile in life requires effort. SL is not an easy button.

AP: There’s the headline for my article – I love it!

PBD: LOL. Staples is a great client of ours. They will be excited I used it.

AP: Thank you again for taking the time to talk with me today.  I really appreciate it.

PBD: No problem. I will not likely give away the valuable lessons I’ve learned but I would like to make sure the integrity of recruitment and VW’s is upheld and thus I’m willing to help out people on many levels.

AP: Wonderful! Perhaps a few more probing questions tomorrow can loosen you up a bit.

PBD: LOL.

Stay tuned for our second conversation where we dive below the surface of SL discussing consumer-user behavior, relationships within SL, and Avatar creation. If you would like to learn more about the services his company offers, you can contact him via SL on Human Resources Island (http://slurl.com/secondlife/HumanResource%20Island/188/111/27) or email him at bregan@semperllc.com. 

Second Life and VW’s some basics we have learned

Replied to an interesting LinkedIn question with the below, I added it here as it captured some of the positives we have found in our exploration of Second Life. 

 

Second Life is a very interesting space. My firm was the first staffing firm in and we have enjoyed some interesting results. Our island HumanResource Island is a professional build, meaning we use it for business purposes. Anywhere from internal Semper training and recruitment to sharing our understanding of interviewing in real life and Second Life with other SL residents for free in the for of free seminars in our virtual conference center. 

 

The fact is, that SL is not something that you drop money into and sit back and say, ok, let the success start rolling in. Its a lot more dynamic than that. Building is just the start developing and maintaining a community even an internal one is key. In other words, it takes constant effort, but effort that is reward with results.

 

Our results have come from successful recruitment of candidates from SL and placing them into real life positions. We have hired some internally or use them as contractors. Some of our training is gaining new levels of success as we understand and adapt to how powerful the immersion effect is on people and how it increases they attention span. We have even gained new areas of income generating business as we start to develop other companies locations in SL, even to the point where we may bridge this new off into a new company.

 

I clearly see a day where I have my 10 geographically dispersed offices working in one virtual office. Where managers can allocate teams based on needs of a geographic region. An office that people thousands of miles apart work shoulder to shoulder. Where their virtual desktops control the real applications they work in daily. A place where a growing number of people for various reasons work from their homes, yet still work in the same room as their teammates.

 

Very exciting times ahead.

 

Brian Regan

President

Semper International 

 

Revenue vs Expenses? The bottom line is clear

The goal of your business is to make money. You need to show a profit on your P & L or all other business goals are moot. One obvious action is to cut expenses. But, At some point you need sales as well. We all know what a P&L looks like pluses and minuses are simple: sales are a plus and expenses are a negative. The goal is to have sales higher than the expenses. At what point does cutting expenses start hurting or become ineffective? When does looking for the lowest price end up costing the most?

Basically the above questions are similar and I’m using them to help round out the discussion. Lets use this current mortgage mess as an example. A homeowner looks to get the lowest priced mortgage possible; they find a 7-year ARM they can switch into. Four years ago that would mean $850 a month on a $250,000 note, the deal is done. In hindsight, maybe not such a great move. Here is another example: a new home buyer purchases a house for $250,000 with no down payment, a fixed rate for 7 years and interest only payments. They get a great LOW monthly payment and one would expect a first time buyer to make the minimum payments allowed. This would also allow their standard of living to rise higher than it should. Both of these are examples of bad decisions. The impact will, of course, be felt by all of us since many people made these bad decisions- IE lowest cost per month. In printing this happens many times with our clients, they play us off each other price wise, and we let them. It seems to me, it is too easy to get caught in a downward spiral with printers always competing on price alone. One solution is to buy all your competition and then drive the rest of the printers out of business. This oligopoly type situation sounds familiar, no?

Printers themselves are forced to push costs down to survive. With labor costs, sometimes they push to the point that they cannot attract the skills they need. Check out this blog: CLICK

In the end we can never cut expenses as much as we need to increase sales. I am a strong advocate of running a lean operation, but sales are by far and away the more important part of that P and L equation. And sales, is about quality, reliability, relationship, trust, and value. The sooner we get our clients and ourselves to start weighing the whole picture the better.

Just some thoughts.

•Semper International™ Opens Video Game Staffing Division

Semper International™ Opens Video Game Staffing Division

Semper International™ Opens Video Game Staffing Division Most Trusted Name in Graphic and Print Staffing Placement Expands to New Market

Boston, MA – September 7, 2007 – Semper International, a company which has dedicated itself to offering flexible staffing solutions to the graphic arts and print community for more than 12 years, today announced it will be establishing a new division to service the video game software development community in the continually growing video game market.

The new division – built upon the highly successful equation which made Semper International the top solution in its target markets – will offer a wide array of skilled programmers, artists and animators to software development houses, whether large or small, across the United States.

“We are extremely excited to be opening our new video game staffing division because with the feverish pace at which the gaming industry is growing the need for specialized software development talent is likewise increasing,” said Brian Regan, President, Semper International. “By using our proven methods of talent acquisition and placement we are poised to revolutionize the way video game development companies acquire personnel.”

Semper International has studied and tracked the phenomenal growth of the video game industry and realizes the value of offering an adaptable, flexible staffing solution to those organizations in need of qualified talent, especially with the increasingly difficult demands each “next generation” gaming system requires. Semper International will be able to provide clients with talented contractors to handle a wide variety of projects – from basic game testing to complex programming and project management. The company will work hand-in-hand with both contractor and client to assure quality and timeliness in all situations.

Through its offices in Boston, Atlanta, Minneapolis, Dallas, Chicago, Los Angeles, Orange County (CA), San Francisco, Wayne (NJ), and Washington, D.C., and its online office located in the metaverse Second Life , Semper International plans to partner with both video game software development companies as well as the talent already existing in these markets. By utilizing its flex, flex-to-hire and direct hire solutions, Semper International will be able to easily and conveniently assist these companies with the rapid expansion needed in today’s competitive marketplace.

For more information, visit us here – Click

About Semper International: Semper International, LLC was founded and staffed by professionals who were raised and trained in the graphic arts and staffing industries. Since 1995, Semper has provided staffing solutions – flex, flex-to-hire and direct hire – for the design, pre-press and finishing fields. Its efficient and reliable business model has helped transform how a wide range of graphic arts and print companies, both large and small, fill important roles or stretch production capacity. Semper International now applies this model to the video game and metaverse (fully immersive 3D virtual space) markets. Headquartered in Boston, Semper International, can be reached at 1-800-954-4993 or on the web at http://www.semperllc.com.

Bringing a firm into SL

Was a very interesting turn of events for us here at Semper. Our goal entering Second Life was to explore recruiting in this new type of environment as well as look for ways to use this space for training and collabrative work. What we did not expect was to gain business in developing other firms Second Life presence. The below PR piece is the first example of our work.

What is interesting is that we were able to use our resources in SL to create this situation. That recruiting in SL did work for us in that it opened doors that we did not see. At this point we are now able to use this new venue to prescreen people we invite into SL. To recruit people from SL to real world positions. To use the space for internal training and metings. And now, to help bring firms into SL.

Semper will not focus heavily on this new doorway and limit it to select firms that we approve of. However, it is very interesting where this ride has taken us in a very short period of time. Our primary goals still remains on recruitment and business to business application.

As Semper moves into phase three of its Second Life agenda, we are even more excited about the future of this budding division. Our focus on high quality, timely actions and successful ventures is making us able to stand out. The next phase will be quite interesting and we are ready to jump in.

Brian Regan
President
Semper International

Tower Consultants to open presence in Second Life

High-Level, Human Resource, Executive search firm enters the virtual world.

STUART, Fla.–(BUSINESS WIRE)–Tower Consultants, a nationwide, female-owned boutique search firm specializing in the recruitment of human resource professionals for a myriad of Fortune 500 companies, announced today that the company has opened a presence in the virtual world of Second Life, at http://slurl.com/secondlife/HumanResource%20Island/115/70/27.

This online outpost, created under the supervision of Semper International, whom Tower shares in ownership of Human Resource Island, will serve as another point of outreach for the company as it expands operations and exposes Tower Consultants’ unique mission of combining highly talented human resource professionals with challenging and rewarding careers to the nearly eight million residents of Second Life.

“Working heavily with clients at the apex of talent acquisition, Tower Consultants is excited about expanding their staffing ability and further capturing the attention of up and coming highly progressive global talent,” said Founder, Chairperson and CEO Donna Friedman. “While our search firm focuses on experienced professional human resources hires, our clients and the candidates we place in staffing and university recruiting roles will strongly benefit by extending their reach to the Second Life community.”

Second Life has been used by companies such as IBM and Fidelity as online, virtual meeting spaces and other business-to-business needs. The software platform has also been used by American Apparel, Dell and Pontiac to advertise their goods and services to consumers. Career recruiting companies, such as careerbuilder.com, monster.com and Semper International have recently entered. Nearly one million new users sign up to be a Second Life resident every month.

Since 1998, Tower Consultants has focused on providing quality service and support for its retained search clients. Originally focused on compensation and benefit searches, it soon expanded into delivering a wide array of specialty searches, including talent acquisition, talent management, executive and management development, organizational effectiveness, HRIS and payroll, training, labor relations/employee relations and corporate and field-based HR generalist roles.

It has recently placed high-level executives in Fortune 500 firms such as ConAgra Foods, Arcelor Mittal, Tyco International and Charles Schwab. Tower Consultants spans all industries and clients also include premiere non-profit organizations such as Catholic Health West and Yale University. The company is proud to be affiliated with organizations that include Human Resource Planning Society, National Society for Executive Recruiters, International Association of Corporate and Professional Recruiters, Worlds@Work and the Society for Human Resource Management.

For more information, visit http://www.towerconsultants.com/.

About Tower Consultants: Founded in 1998 by Donna Friedman, Tower Consultants has focused on putting highly-qualified human resources executives in rewarding and challenging positions. It is committed to building relationships with both its candidates and the companies that hire them. Focusing on leading companies across all industries, the company targets global human resource leaders ripe for a career change and a step up the ladder of success.

Based in Stuart, Florida, the company can be reached at 772-288-3590 or by email at contact@towerconsultants.com.

Semper International updates its SL presence

August 22, 2007 01:45 PM Eastern Daylight Time
Semper International Opens New Island, HumanResource Island in the Virtual World, Second Life

New location coincides with company’s new venture into virtual world consulting

BOSTON–(BUSINESS WIRE)–Semper International, the leading placement firm for skilled help in the graphic arts and printing industry, and a growing provider of trained, technical staffing in other high-tech areas, particularly video games, announces it has opened a new island location, HumanResource Island, in the Second Life® virtual world.

Second Life®, developed by Linden Labs®, is a 3-D virtual world entirely built and owned by its residents. Opening to the public in 2003, it is currently inhabited by over 4 million residents from around the globe. Second Life is an exciting new venue for collaboration, training, distance learning, new media studies and business.

HumanResource Island has been developed to allow Semper to augment its current capabilities in Second Life. With the additional land they will have a much larger location to handle their growing uses for Second Life. The collaborative nature of the virtual 3-D Second Life world makes it an exceptional resource for a recruiting company to interact with clients and talent.. They are already using it as a forum for seminars for clients. The company is also successfully inviting candidates to Second Life to listen to presentations offering job search advice while, concurrently, prescreening them for possible jobs.

With its knowledge and experience in virtual worlds, and its extensive list of programming resources, Semper International has also built a business around Second Life consulting. The company provides expert analysis of whether a client is prepared to build a Second Life location, rules of how to culturally engage with other ‘residents’, and programming resources to build an appropriate site. Companies interested in exploring more can visit http://www.semperllc.com/metaverse/.

“I think it is important to note that our continued use of Second Life is not specifically as a marketing platform. We’re not lining the streets with banners,” explains Brian Regan, Semper International president. “We continue to be impressed with the non-marketing utility of Second Life. For example, the introduction of voice in Second Life has allowed us to use the virtual world as a collaboration tool between Semper employees from different, real-world offices. They are able to meet in our Second Life office for conference meetings. New ideas of how to use it are generated almost on a weekly basis, which is why we were willing to invest in a complete island.”

Semper International’s HumanResource Island can be found at http://slurl.com/secondlife/HumanResource%20Island/196/112/27. A Semper International blog that further delves into their Second Life experiences can be found at http://semperllc.wordpress.com/

“Second Life” and “Linden Labs” are registered trademarks of Linden Research.

- end -

About Semper International

Headquartered in Boston with branch offices nationwide, Semper International is a temporary help placement firm founded and staffed by professionals who understand the positions, equipment, and software essential to their core business areas, assuring a perfect employee-employer match.

To provide career growth, Semper University is an online training program to help employees prepare for upcoming changes in the industry. Realizing how the Internet is revolutionizing the industry, Semper also works with the most talented web designers, graphic designers, desktop publishers and production managers.

For more information, visit Semper International at www.semperllc.com. Semper International’s Second Life office can be found at http://slurl.com/secondlife/HumanResource%20Island/196/112/27.