Survey reveals talent shortage has companies looking to improve both retention programs and applicant tracking systems to improve staffing success

VANCOUVER, BC – December 12, 2006 –According to the 2007 Talent Outlook Survey conducted by Cytiva Software Inc. (CRX:TSX-V), HR professionals and recruiters had a harder time this finding good candidates in 2006. And they expect things to get worse in 2007.

Cytiva, developers of the SonicRecruit on demand talent acquisition system, surveyed over 100 HR and recruiting professionals. The survey was designed to find out if finding good candidates is getting more difficult and learn what companies are planning to do about increasing their staffing success.

According to the survey, 62% of respondents believed that finding good candidates was more difficult in 2006 than in 2005. What's more 61% believed this trend would continue in 2007. The difficulty in finding good candidates was felt most in professional and management employee categories. Fewer respondents felt that finding good hourly position candidates was harder, with only 54% reporting more difficulty in 2006.

When asked to name the top three programs they planned to implement to combat the scarcity of good candidates, the largest portion, 27% of those surveyed, indicated they would focus on better retention programs, 20% indicated they would focus on new or upgraded application tracking systems and 15% indicated they would step up employee referral programs.

The combination of a poor 2007 outlook, and focus on better retention programs and hiring technologies reinforces those who believe a talent shortage is on the horizon, and bolsters those who say it has already begun.

“While we are nowhere near crisis levels, the survey clearly shows that companies are finding it harder and harder to find the right people for their open positions,” said Jason Moreau, CEO of Cytiva. “Organizations are saying ‘we need to get better at keeping our best employees, and we need to invest in technologies to help us better source and onboard good candidates.'”

According to the survey, one initiative not being widely considered is outsourcing the recruiting function. Less than one and a half percent of those responding indicated they had plans to outsource the recruiting function within their organization.

“People are an organization's biggest expense and most potent competitive weapon,” said Ian Alexander, Cytiva's Vice President of Marketing. “So it's not surprising that outsourcing the entire recruiting function is one of the less popular responses. Especially when the better talent acquisition systems allow you to work seamlessly with external recruiters so you can use selective outsourcing as a way to bolster your internal efforts.”

The results of the survey will serve to inform Cytiva's enhancement of their SonicRecruit recruiting system in 2007. Recent releases related to better recruiting and retention include an onboarding module and a new analytics dashboard.

The Cytiva / SonicRecruit 2007 Talent Outlook Survey, conducted in November 2006, featured responses from over 100 human-resources and recruiting professionals at U.S.-based corporations. Over 50% of respondents were from companies with 500-10,000 employees.

ABOUT CYTIVA SOFTWARE INC.
Cytiva Software Inc. (CRX:TSX.V) provides innovative on-demand talent management software and services to mid-sized and Fortune 500 companies. Its flagship talent acquisition product, SonicRecruit, allows corporations to screen applicants, automate recruiting departments, customize corporate career sites and hire great people. This premier applicant tracking system improves recruiting effectiveness, speeding up the hiring process and reducing cost per hire. For more information, visit www.sonicrecruit.com.

CONTACT:
Ian Alexander
mediarelations@sonicrecruit.com
510-984-1986

The TSX has not reviewed and does not accept responsibility for the accuracy or adequacy of this news release, which has been prepared by management.

Forward-looking Statements: This news release contains forward-looking statements related to the future financial condition and results of operations of Cytiva. These statements are based on current expectations and estimates about the human resources markets in which Cytiva operates and management's beliefs and assumptions regarding these markets. These statements are subject to important risks and uncertainties which are difficult to predict and assumptions which may prove to be inaccurate. Some of the factors which could cause results or events to differ materially from current expectations include but are not limited to: general economic conditions, market or business conditions; changing competitive environment; changing regulatory conditions or requirements; changing technology; and success in implementing productivity initiatives. Some of these factors are largely beyond the control of Cytiva. Should any factor impact Cytiva in an unexpected manner, or should assumptions underlying the forward-looking statements prove incorrect, the actual results or events may differ materially from the results or events predicted. All of the forward-looking statements made in this document are qualified by these cautionary statements, and there can be no assurance that the results or developments anticipated by Cytiva will be realized or, even if substantially realized, that they will have the expected consequences for Cytiva. Readers should not place undue reliance on any forward-looking statements. Further, Cytiva disclaims any intention or obligation to update or revise any forward-looking statements, whether as a result of new information, future events, or any other occurrence.