Behind every successful person stands his social capital i.e. people who had catapulted him to success, people whom he had helped before and whose trust and support he had earned. The stronger your social relationships are and the more people you know - the more opportunities open in front of you, especially when it comes to job search. It is well known that the best job openings are not posted and advertized so it becomes crucially important to network and maximize your social relationships. Read our tips below to get to know how to do it.

How to maximize your social relationships online

Using the right tools and applications on LinkedIn can help you create and grow your professional contact base, market your business and show your competency. There are 7 steps to benefit from LinkedIn:

1. Upload a photo to be easily recognized by users and to add a personal touch to your profile.

2. Complete the entire profile to provide all your professional information.

3. Use applications to share ideas and expertise: Box.net Files for sharing files, SlideShare Presentations for uploading PowerPoint presentations. Applications can give additional subjects for communicating.

4. Grow your network. Many people on LinkedIn communicate with professionals who are in their network. To expand your network, ask your contacts to introduce you to people in their network. When you have a common connection it becomes much easier to make a new contact.

5. Collect recommendations which are crucially important for your brand as they give insight into your skill and experience. You can start collecting recommendations by recommending others. Also don't hesitate to ask colleagues, employees, customers and clients who know your professional skills.

6. Add personality to your profile by sharing status updates about the project you're currently working on or by placing recent blog posts or tweets. You can also utilize Amazon Reading List application to share your book preferences and to create additional possibilities for communication.

7. Keep in touch with your network and make sure your responds contain up-to-date and relevant information.

Also you can make Twitter help you grow your network. When twittering, try to engage your followers with something interesting rather than simply update them with the routine details of your life.

How to maximize your social relationships offline

The Web isn't the only place for networking. Every day when you go to work, to the gym, to the party, to your hairdresser there are lots of people around you who can help you grow your network. You should only know the effective ways how to do it. Here are top 10 tips.

1. Be open and frank. When people feel you're insincere they won't ever contact you. To make it easier for others to get to know you share your experience and put your individuality into everything you say.

2. Be a good listener. It's crucially important to listen to people's problems and sympathize with them - that will earn people's trust. Try to listen with your heart and be ready to help.

3. Laugh. Laughing is a golden key that opens iron locks of people's hearts. Laugh as much as you can, become easily engaged by friends and strangers, enjoy meeting new people.

4. Be yourself. Trying to amuse others, you might forget yourself and allow people to push you over. If you show that you're worthy of respect and affection, people will flock to you.

5. Smile. When you smile it makes people feel comfortable about themselves. According to Scott Ginsberg smile when introduced to others, smile when you say goodbye to someone, smile when you answer the phone.

6. Be approachable. We live in a fear-based culture so that people need to be informed that it's OK to communicate. Be open, greet others, be ready to help, address both minor and serious problems of people who come to you.

7. Be confident. Maintain the confidence to talk to high level professionals and admit when you don't know or you're wrong.

8. Stay calm. Listen to other people's ideas and viewpoints even if you don't agree with them.

9. Keep in touch. Technology today with its social networks and mobiles can help you stay in touch 24/7/365.

10. Do things that "aren't your job" if it makes people comfortable. Remember you get what you give.

Expand your social relationships and turn yourself into a happier and more successful person. Good luck!

Article by Resume Builder

Courtesy of the Recruiting Blogswap, a content exchange service sponsored by CollegeRecruiter.com, a leading site for college students looking for internships and recent graduates seeking entry-level jobs and other career opportunities, and posted on MN Headhunter.

Posted by Candice Arnold on February 25, 2010 at 5:56 PM | Leave a Comment (0)

On a recent report that came out from The Conference Board, statistics stated U.S. Job Satisfaction at Lowest Level in Two Decades.

The report, based on a survey of 5,000 U.S. households conducted for The Conference Board by TNS, finds only 45 percent of those surveyed say they are satisfied with their jobs, down from 61.1 percent in 1987, the first year in which the survey was conducted. (U.S. Job Satisfaction at Lowest Level in Two Decades)

Those who have knowledge of the large losses that occurred in the 80's, know that a number 61% below what happened is a shocking revelation. What exactly are employers doing to prepare for the backlash, or emotional aspect of workers who are no longer passionately tied to their positions, or company?

There are many websites speaking to employees and offering ways to make work more gratifying. The Mayo Clinic came out with a recent article chronicling the different ways workers may approach their positions.

• It's a job. If you approach work as a job, you focus primarily on the financial rewards. In fact, the nature of the work may hold little interest for you. What's important is the money. If a job with more pay comes your way, you'll likely move on.
• It's a career. If you approach work as a career, you're interested in advancement. You want to climb the career ladder as far as possible or be among the most highly regarded professionals in your field. You're motivated by the status, prestige and power that come with the job.
• It's a calling. If you approach your job as a calling, you focus on the work itself. You work less for the financial gain or career advancement than for the fulfillment the work brings. (Job satisfaction: Strategies to make work more gratifying)

I want to ask two questions in return:

1.) WHO are you hiring? With the recent tax breaks to those hiring the unemployed that was signed into law this morning, are you truly hiring an individual that will remain at your company, or is looking for a simple paycheck? Are you putting enough value in the worker to help motivate them to stay and move up, or are you simply treating them as a robot to accomplish your tasks?

2.) How much will you take from instead of GIVE to your workforce? With shareholders bullying for greater profits and everyone feeling the pressure- how will you resonate a diplomatic and enthusiastic presence with your employees?

Stop treating your employees like cattle and start treating them like clients: Watch what happens.

Successful corporations who treat their employees as responsible, influential idea-managers succeed far greater than those who do not.

Want statistics? How about proof. Pick up any Book Of Lists, or watch the top 100 companies year after year and how they are innovating the workforce: It's not just about profits, it's about people. What better marketing than employee referrals or watching your greatest assets, (your workforce,) speak highly of you and stick up for your business instead of hiring the marketing department to spend more on reactive campaigns.

It all starts from within, and the time to prepare is right now.

Kate-Madonna Hindes is a recognized and sought after public speaker and writer on Social Media and Passion for the Job Search. Her blog, www.girlmeetsgeek.com recently has garnered praise for showcasing strength in times of transition with humor, "voracious insight," and a "human perspective."

Posted by Candice Arnold on February 25, 2010 at 4:45 PM | Leave a Comment (0)

The days are ticking by, and you find your job search has been less than fruitful. Companies you contact have their budgets on hold until the new year, and you're left feeling unsure of what your future holds.

If you've experienced the mentioned scenario in your employment hunt, it's time to take your job search to the next level. Let's discuss three little known strategies to get your foot in the door with a target employer - no matter what time of the year it is. We'll also talk about creating a "reasonable" time frame for which you should expect an interview invitation, before moving on to a different opportunity. Finally, we'll take a look at the possibility of creating your own opportunities, when your employment prospects are dropping the ball.

We've already mentioned that you've come up against a lot of rejection in the job market, simply because many employers put their hiring budgets on hold this time of year. This has absolutely nothing to do with you as a job seeker. Depending on where you live and want to work, and based on the current economy, you may be up against more rejection than you ever thought possible. The issue here comes down to supply and demand. There are more qualified workers so the supply is high; creating a decrease in demand. The goal of this article is for YOU to become in HIGH demand.

To put yourself in a position of demand, you must begin using one or all of the three strategies listed below:

Create a written "marketing plan" for yourself. Yes, you must out-market your competition - those other people applying for the same positions as you! Remember the old saying, "no one plans to fail - they fail to plan." This absolutely holds true for any individual who is currently a part of the unemployed pool. Whether you are looking for an entry-level job or an executive opportunity, you MUST create a working marketing plan....and follow it.

It's not what you know, as much as WHO you know. If you're looking for your next job opportunity, are you actively going above and beyond to connect with the hiring decision makers within your target companies? If you're not, then you're missing the boat - and missing out on incredible opportunities. Utilize the telephone and find out who the hiring authority is for the position you are applying for. Log in to every business social network you are on, and research this decision maker. Find out if he or she attends any local networking events, has a favorite charity, or participates in their child's school. Find out every possible thing about that individual, and find a way to insert yourself into their world. If you can connect with the employer on a personal level, I guarantee they will be willing to hear more about you on a professional level.

Consider working with a reputable recruiter who specializes in your field. Many job seekers believe working with a headhunter is costly and simply not an option based on their industry or field. The truth is a professional Recruiting Specialist can be exactly what you need to save time and money. Most recruiters are well-connected, and many have personal relationships with hiring managers from some of the most sought after companies on a global basis. Working with a recruiter allows you to leverage your career and tap in to resources you would not otherwise have access to.

Now that you have three solid strategies to take your job search to the next level, it's time to assess whether or not companies in your area are hiring for your particular industry. It's time to realize that you may have to relocate to stay in your current field. While this is a reality many job seekers do not wish to face, it's necessary to look at the facts. Depending on where you live, and what industry/field you are in, you may find this economy makes it a requirement for you to make a move. It's not the end of the world, and it's not forever - it's just a fact of life right now. Go where the jobs are for your specialty.

What happens if you're an accomplished executive, and you can't find any opportunities that compensate in the "ball-park" of your former job? Consider consulting, working as a temp in your field, or starting your own business. This is one way to ensure you are working during the down economy, and keeps your name out there once we reach a growth phase again. Who knows....you may find that you make a great boss.

Article by Christina Archer

Courtesy of the Recruiting Blogswap, a content exchange service sponsored by CollegeRecruiter.com, a leading site for college students looking for internships and recent graduates seeking entry-level jobs and other career opportunities, and posted on GadBall Blog.

Posted by Candice Arnold on February 24, 2010 at 2:19 PM | Leave a Comment (0)

Question: If you've ever been hired without first meeting the employer in person, open your window and scream "Yes!"

Hear anything?

Neither do I.

Until more scientific proof turns up, just agree with me here: You can't get hired by a computer or over the phone.

Before you can work for people, you have to meet people.

And the more people you meet, the faster you'll get hired.

Here are three ways to do so, using technology to humanize your job-search efforts ...

1) Meet the bloggers

First of all, you need to recognize the value of blogs as a way to connect with employers.

"Educating yourself by reading blogs can help you do better interviews, write a better cover letter, and stand out as a well-informed candidate," according to Willy Franzen, founder of OneDayOneJob.com.

By reading and posting comments on the leading blogs in your industry, "you can connect with bloggers and build a relationship with them, which can lead to a job," says Franzen, who has met people for coffee who contacted him after reading his blog.

Before asking to meet anyone, however, ask yourself this:

What value can I provide in exchange for their time?

Franzen offers the following ideas:

• pay for coffee,
• share a news item or relevant story,
• bring business leads, or
• give feedback to help them in their job.

If you're always asking and never giving, you'll rarely get people to meet or return your calls.

Remember: The more personal connections you make, the faster you can meet your next employer. So try reading blogs with the goal of building relationships with -- and, ideally, meeting -- the bloggers who write them.

What if you can't meet top bloggers in your industry? At the very least, post helpful comments on their blogs, with links to your web site or LinkedIn profile. Reason? Smart recruiters regularly scan blogs looking for smart comments from smart people -- like you.

2) Connect with your future co-workers

In today's economy, businesses are increasingly relying on current employees to reach new hires, according to Phil Gardner, Director of the Collegiate Employment Research Institute at Michigan State University.

"It's clear that companies are looking for a lot more referrals to cut their hiring costs. For example, instead of coming to campus on multiple recruiting trips, they're coming once and then trying to get referrals after that," says Gardner.

Anything you can do to meet and build relationships with people at your target employer can produce referrals ... that lead to a job.

Start by showing your friends a list of the 20 companies where you want to work. You can even post this list on your blog, or your profile on Facebook or LinkedIn.

And, again, offer value first to anyone you want a relationship with later. This can be anything from your time, your expertise, a link to an article you found using Google.com/alerts -- use your imagination.

3) Humanize your LinkedIn profile

The recommendations that people post on your LinkedIn.com profile carry a lot of weight. They serve as powerful testimonials, proving the claims you make about yourself. And hiring managers read them closely to make sure they call the best candidates.

"A long list of LinkedIn recommendations can be a valuable trump card -- the difference between landing a position in a glutted job market, or not," says publicity expert Joan Stewart (PublicityHound.com).

Here are four ideal times to ask for a recommendation on LinkedIn, according to Stewart:

- Someone calls or emails to compliment you on your blog, newsletter, an article you've written, a story about you in the newspaper, or any other facet of your work.

- A past or current client tells you how much they enjoy working with you.

- You make contact with a former co-worker you haven't seen in awhile. If you like and trust each other, ask!

- You give free professional advice to someone who asks for help and they reply, "How can I return the favor?"

Note: It's not enough to ask for recommendations. Successful people are busy people, often too busy to write exactly what you'd like them to say.

So, it's fine to email "talking points" to people you want recommendations from. In effect, you write the recommendation, then ask them to modify as needed. In most cases, they'll use your wording.

Now, go out and make your own luck!

Kevin Donlin is co-author of Guerrilla Resumes. Since 1996, he has provided job-search help to more than 20,000 people. Author of 3 books, Kevin has been interviewed by The New York Times, USA Today, Fox News, CBS Radio and others.

Courtesy of the Recruiting Blogswap, a content exchange service sponsored by CollegeRecruiter.com, a leading site for college students looking for internships and recent graduates seeking entry-level jobs and other career opportunities, and posted on MN Headhunter.

Posted by Candice Arnold on February 24, 2010 at 2:13 PM | Leave a Comment (0)

Bunker 22 was supposed to be the place where weapons and ammo intended for use by Afghan National Police would be kept.

But for Blackwater contractors in country to train Afghan forces, Bunker 22 became a kind of ATM for pistols and AK-47s -- with many weapons withdrawn, some not returned, and some used in bloody incidents that left one contractor partially paralyzed and, later, two Afghan civilians dead.

The Senate Armed Services Committee has been looking into the work environment of the company at the heart of a May 9, 2009, shooting of Afghan civilians that officials say jeopardized U.S. diplomatic relations with the Karzai government. While officially known as Paravant, the contracted company was a wholly-owned operation of controversial Blackwater and was doing business in Afghanistan under contract from Raytheon Technical Services Company. (Blackwater now goes by the name of Xe.)

Former Paravant officials, along with Army officials connected to the Raytheon contract and the Afghan training program, were scheduled to be questioned Tuesday morning by the Senate Armed Services Committee, which has been investigating the shootings. Two Parvant employees, Justin Cannon and Christopher Drotleff, have been indicted by the Justice Department in connection with the May 2009 shootings.

During a press briefing at his office in Washington, committee chairman Sen. Carl Levin, D-Mich., described an operation that was out of control and without proper supervision, where weapons were checked out without authorization and put into the hands of men unauthorized to carry them, and where one training team's "wild idea" in December 2008 to practice firing from the back of a moving car resulted in an AK-47 round to the head of one of their own. That contractor was flown to Germany for treatment; he survived but is partially paralyzed.

While Raytheon reported the incident to an Army contracting officer, there is no indication the Army followed up, according to Levin, and so it did not become known "that Paravant contractors were using weapons unsafely, improperly, with inadequate supervision, [and] were carrying weapons that were not supposed to be in their possession at all."

He also said Blackwater failed to properly vet contractors it hired, saying the two men indicted had poor military records. Court records refer to Drotleff having an "extensive criminal history," and a "propensity for violence," according to Levin, who also noted in a written statement a media report that Cannon had gone UA from the Army and tested positive for cocaine.

More

Article by, Jason Morris and courtesy of EmployeescreenIQ

Posted by Candice Arnold on February 24, 2010 at 1:42 PM | Leave a Comment (0)

This story hits me twice, once as a background screener and again because Cleveland Heights is the school district I attended while in High School. The criminal record hit ratio for home care workers is pretty high. It appears Denise Marsh forged their resutls putting several people at risk of being around some pretty serious offenders. Screening employees in this industry is essential; certain offenders prey on these types of victims because they are virtually helpless.

A Cleveland Heights woman was indicted Tuesday by the Franklin County grand jury in Columbus on charges of sending employees with criminal records into private homes to provide medical care.

Denise S. Marsh, 47, the owner of Beta Services Inc., is accused of forging Ohio Bureau of Criminal Identification and Investigation criminal background checks, making it appear her employees had clean records when many of them had criminal convictions, according to agency spokesman Ted Hart.

Beta Services Inc., which opened on May 1, 2002, was recently given an A- rating by the Better Business Bureau of Cleveland and does area business under the name of Home Helpers in Cleveland Heights.

Marsh is accused of employing individuals with tainted records to provide home health care services to PASSPORT (Pre-Admission Screening System Providing Options & Resources Today) Program consumers and seeking Medicaid reimbursement of the services through the Ohio Department of Aging.

She was indicted on 12 counts of forgery, one count of theft and one count of tampering with evidence. Beta Services Inc. was indicted on one count of theft by deception.

Hart said that as a result of the indictments, Marsh and her company's provider agreement have been suspended by the Ohio Department of Job & Family Services.

Marsh could not be reached Tuesday afternoon for comment.

The Medicaid Fraud Control Unit of Ohio Attorney General Richard Cordray's office conducted the investigation, which Hart said is still ongoing.

Hart said a date for Marsh's appearance in Franklin County Common Pleas Court has not yet been set.

More

Article by, Jason Morris and courtesy of EmployeescreenIQ

Posted by Candice Arnold on February 24, 2010 at 1:32 PM | Leave a Comment (0)

The recession caused many employers to cut jobs and eliminate bonuses and other perks in order to stay in business. They asked their employees to take on greater workloads or work longer hours. It's no wonder so many people feel frustrated and discouraged. In her article, In Prase of Praise, Susan Adams discusses how something as simple as saying thank you can improve morale, productivity and retention.

Who doesn't love it when the boss takes a moment to say, "Hey, thank you for working so hard to help us reach our goal."? I remember when the supervisor in an office job I had a few years ago did just that. We as a team had completed an extra amount of work. It required coming in to work on Saturdays, but the work was completed by the intended deadline and nobody complained about putting in the extra hours. Our supervisor told us how much we had accomplished and how much she appreciated our efforts. Outside of a telemarketing setting, that's the first time I can recall a supervisor saying thank you to the team. It made me feel good, and I believe it made my coworkers feel good, too.

Group praise is great, but individual praise is even better, especially when it's given in the presence of other team members. For a supervisor to praise an employee in front of a department manager or company executive could make an employee feel even more appreciated.

In these difficult economic times, it's important for employers to remind employees that they are wanted and that their efforts are appreciated. Morale increases when employees feel valued, and studies have shown that increased morale leads to increased productivity. Most people understand that cash bonuses and other tangible rewards might not be possible, which makes even more important for employers to thank their employees for jobs well done.

Posted by Candice Arnold on February 24, 2010 at 7:50 AM | Leave a Comment (0)

Email is an important part of every job search, from sending resumes to corresponding with recruiters and hiring managers. That's why the hiring managers at Randstad Staffing provided the following lists of tips and pitfalls to help job seekers successfully navigate their searches.

Tips to email your way to the job:

• Have a professional email address- It seems obvious but, many people forget that this is the first thing that a potential employer might see. Save the nicknames for your friends.
• Spell the person's name and company name correctly- Again, obvious, but this is the easiest way to get your email into the dreaded trash folder.
• Use a meaningful subject line- State exactly what you are emailing. For example- "Application for IT manager position," "Thank-you for meeting," or "Question about open positions"
• Keep content formal- Don't try to get too personal with the employer. Remember this is a business correspondence.
• Read a few times before you send- Get that finger off the send button. Just because email is quick and easy doesn't mean your editing needs to be. Read your email carefully, check spelling and read again.
• Use Social Media- Include links in your signature line to your "professional" social media networks. This allows your future employer to connect with you beyond an email. They are able to see your interests and put a face to the resume.

• Spelling names incorrectly
• Not having a subject line
• Writing too much
• Not sharing your contact information
• Using an informal tone
• Not following-up
• Not using spell check
• Sending information to the wrong address
• Cut and paste errors
• Using an informal email address

Following the above tips and avoiding the pitfalls could help job seekers land the entry level jobs - or internships - they most desire.

Posted by Candice Arnold on February 23, 2010 at 3:52 PM | Leave a Comment (0)

I just read a scary workplace violence story out of Knoxville, TN where a school teacher shot both his principal and assistant principal after his contract was not renewed. In the aftermath, authorities wondered what the school could have done to prevent this unfortunate incident. They conducted on a background check and it didn't raise any red flags. Well, unfortunately that background check did not include past employment verifications or references. If they would have contacted the teacher's most recent prior employer they would have found his former supervisor said that he threatened him with physical harm while in his employ.

We've recently spent a lot of time discussing how employers can avoid violence in the workplace. One of the key areas for prevention is to conduct a thorough background check.

See this excerpt from a letter written by a Knoxville area human resources professional published on KnoxvilleNews.com:

As a human resources professional, I can't imagine why his former employers weren't called as part of his background check. References (which should include past employers) are a basic part of any pre-employment screening process.

Parents have a right to expect that the individuals who are with their children for most of the day are stable and able to nurture them. Foster was teaching fourth-graders and yelling at them.

Article by, Nick Fishman and courtesy of EmployeescreenIQ

Posted by Candice Arnold on February 23, 2010 at 8:46 AM | Leave a Comment (0)

The National Consumers League (NCL), a Washington DC-based consumer watchdog, has reported that employment fraud was the 6th most reported scam in 2009 and is continuing to gain momentum due to the high unemployment rate. These scams typically target those looking for work by asking them to provide personal information to run a background check or guaranteeing a job for an up front placement cost. For those already struggling to make ends meet while unemployed, unknowingly falling victim to one of these scams is just another kick to the gut.

Consumers looking for work need to be very careful during their job hunt. The following article details the types of scams currently making the rounds and how to spot them. Just remember: if it's too good to be true, it probably is.

Employment Fraud on the Rise

Scammers 'guarantee' better resume, new job for $5,000

By Evan Binns, St. Louis Business Journal - 02/21/2010

Carolyn, who has been unemployed since November, was thrilled when she opened an e-mail regarding a recent job application she filled out for a local medical administration assistant opening.

The e-mail wasn't from the potential employer, but a third party identifying itself as a pre-screening service. It claimed that Carolyn needed to complete a background check, and include her Social Security number, in order to proceed with her application.

Carolyn was suspicious that the request came from a company other than the potential employer, so she called her friend Cynthia Dodson, vice president of career consulting and services at Right Management, who immediately flagged the e-mail as a possible scam.

According to a recent report by the National Consumers League (NCL), a Washington, D.C.-based consumer watchdog, the struggling economy has led to a significant rise in the number of employment-related scams.

"This year we saw a spike in complaints related to bogus business opportunities," said John Breyault, vice president of public policy, telecommunications and fraud at the NCL.

Recession-fueled employment scams, which include fraudulent franchises and distributorships, were listed as the sixth most reported scam in 2009 by the NCL's annual report. Employment fraud totaled 2 percent of all scams tracked nationally.

In 2008, employment fraud did not even make the list of top 10 fraudulent activities

More

Article by, Natalie Beck and courtesy of EmployeescreenIQ

Posted by Candice Arnold on February 22, 2010 at 4:28 PM | Leave a Comment (0)

Toyota recall: As thousands of Toyota owners answer the recall, it is not only likely the demand for skilled mechanics will increase, but also that Toyota owners may rely on call center workers as their first sources of information in navigating their way through this arduous experience. Local dealers are also likely to field more requests for information and scheduling of repairs than usual.

2010 Census: With the turn of another decade comes the taking of the U.S. Census. Temporary workers are in high demand to travel door-to-door so that all Americans are counted. The U.S. Census will employ hundreds of thousands of temporary workers as data entry specialists and managers to keep all the information flowing.

Real estate's second bubble: While the national U.S. housing market is slow to recover, some communities across the country are seeing home sales increase. As the market improves job opportunities for loan processors and officers, real estate agents, law office staff and insurance personnel are also likely to increase.

Health care: With health care legislation and the need to pay for it being on top of mind for many Americans, job seekers within the health care sector should closely monitor legislation coming from Congress and how it will affect career opportunities. Changes to insurance plans and administration will possibly lead to a need for processors, plan writers and administrators as well as IT personnel to implement the changes to related software.

What are the key economic predictors to watch for?

* A GDP of more than 2 percent indicates temporary staffing opportunities will rise.
* The unemployment rate and job growth are predictors. Consumers feel confident when the job market is expanding. But when job growth contracts to 100,000 or less month to month, the economy is slowing down.
* Index for consumer confidence tells us if consumers will start purchasing again which ultimately impacts jobs. This indicator quantifies consumers' confidence in the economic situation.
* Institute for supply management's report on manufacturing sector's growth determines future economic growth

What do they tell us about jobs?

* Some give us a short term prediction, some are more immediate. Increases in consumer confidence tend to increase jobs in consumer products, i.e. electronics, etc.
* Unemployment still tends to increase slightly at the end of a recession, but temporary positions are increasing substantially at this time.
* Increases in manufacturing indexes tend to increase the GDP which means jobs are going to be created.

What sectors will be hot (and for how long)?

While companies are closely watching the recovery of the economy to ensure it is going to be sustaining, they are also looking at hiring to ensure the health and growth of their businesses long term. Hiring is expected to increase in the following industries in 2010:

• Information technology,
• manufacturing,
• financial services,
• professional and business services,
• health care and
• transportation.

What sectors will take a back-seat?

The non-residential construction sector will still continue to take a back seat for 2010.

Guest post by Shirley Jones and courtesy of Randstad Staffing

Posted by Candice Arnold on February 19, 2010 at 7:43 AM | Leave a Comment (0)

One of the most powerful lessons that I have learned on my way up the ranks of management in various industries is that you should always go above and beyond the duties of your position in order to get advanced to the next level.

If you are already a manager perhaps you have realized this already, but it never ceases to be true and their is always room to move higher.

Like many other employees out there, years ago I remember one boss telling me I needed to be doing the duties of a manager and proving myself if I wanted the position and the accompanying raise. I really didn't get it - I thought they ought to give me the raise and promotion and then I would do the work (we both knew I was capable).

After all why should I do more work than I was being paid for?

I have since grown up and realized to see things from higher management's point of view, something most employees don't take the time to do.

Another wise manager told me to always dress for the next position up. If you are an employee, dress like you are a manager (company dress code permitting of course), if you are manager then dress like a regional manager and if you are a regional manager dress like a CEO.

And don't just dress like it, work the part as much as you are allowed. Offer to take on projects that your superiors are to busy with, make time to come in and learn the tasks of the next level up so you are the natural choice for promotion.

And definitely putting in the extra hours is always recognized. Show up early, stay late, call in or swing by on your days off and make sure things are running smoothly or if you can lend a hand. Going above and beyond will pay off!

Article by Tim Houghten of What Do You Want From Them?

Courtesy of the Recruiting Blogswap, a content exchange service sponsored by CollegeRecruiter.com, a leading site for college students looking for internships and recent graduates seeking entry-level jobs and other career opportunities, and posted on MN Headhunter.

Posted by Candice Arnold on February 16, 2010 at 4:21 PM | Leave a Comment (0)

I still need to post a bunch of employment statistics from recent weeks and with this post am jumping ahead a bit.

This afternoon I had a long chat with a reporter who was curious about why my optimism about job growth was so low.

Sure it is likely we are out of the recession, corporate profits are up and some temporary hiring (a forward looking indicator) has started but we have a long, long way to go.

When the February jobs numbers are announced we will likely see positive job growth. And we will see reporters talking about the good news and the politicians will celebrate. Which I find ironic, how many jobs has a politician ever really created?

Anyway, here is the concern. The average number of jobs the US economy needs to create every month to keep pace with population growth is around 100,000.

According to Council of Economic Advisers annual Economic Report of the President released a couple of weeks ago we can expect the following job growth:

• 2010: 95K jobs created per month; unemployment rate=10%; GDP=3%
• 2011: 190K jobs created per month; unemployment rate=9.2%; GDP=4.3%
• 2012: 251K jobs created per month; unemployment rate=8.2%; GDP=4.3%

Depending on the numbers you look at around 8.4 million jobs have been lost during this recession.

Other numbers suggest 12 million to 15 million are looking for full time work.

Do the math.

Regardless of which of these numbers you look at jobs are going to be an ongoing concern.

My advice: you better keep your skills current and your network strong. You may have a job today but unlike previous times if you lose it you may not have a new one as fast.

Article by Paul DeBettignies and courtesy of MN Headhunter -- where they "play with their cards face up."

Posted by Candice Arnold on February 16, 2010 at 3:57 PM | Leave a Comment (0)

I heard it again today, "I've applied to 300 jobs in the last month."

WHAT?

Why would anyone waste their time like that? Sounds to me like this person was simply doing the "Click and Go" dance with his computer. I certainly understand the desperation that comes with the economic climate we all live in today, but I'm concerned.

If a job seeker would just sit back for a few minutes and consider a plan of action, concerning the goals for the day and write it down, then the day's efforts might be a little more fruitful! More focus would be given to the list below and less work would be done with better results.

Not all recruiters search the same way for potential candidates. They don't post job descriptions the same way. They don't read resumes the same way. They certainly don't communicate the same way, which is often to the disadvantage of an excellent candidate. They all have differing levels of concern for things like ethical values, integrity and credibility. Some recruiters are educated and some are not. Some have common sense and some don't have any sense at all.

I can't begin to tell you how any other recruiter will process your resumé, even if I think I know them. What I will tell you is how I process resumes, and what I expect before I receive it from you. These tips should help you, by giving you the best possible chance at getting an interview...if you are honest with yourself as you prepare your resumé!

Reason #1.

You've given me what I want by reading the job description COMPLETELY! If you haven't, why would you apply? Would you only read what stands out on a medicine bottle, only to find out later that there are side effects (in the small print) that may adversely affect your health? The health of your personal economic stability depends on reading completely.

If you are just posting resumes everywhere, hoping one will stick; you're wasting YOUR time. Give me what I want by writing a short and concise cover letter. It should include a short summary of your experiences that "MATCH" the job description. If they don't match, DON'T APPLY! If a job description is short and vague, contact me and ask for any clarification I can offer.

Make SURE you are qualified before you apply. You'll save yourself a lot of precious time by focusing on the importance of being qualified. I don't currently work with clients or other recruiters that will accept a candidate that has skills that are "transferable." You are either qualified to the specifics of the job description, or you are not.

Reason #2.

If your resume is clean and concise! (Have you made truthful changes based on the job description?)

• Get rid your professional looking portrait (Who cares what you look like. Many hiring managers or recruiters make stupid assumptions about your looks anyway).
• Get rid of two-tone colors.
• Get rid of the frames around your text.
• Use BOLD Company names and the dates you were employed there.
• List the Company name and show in one short sentence about what industry it's in, what your company manufactures, sells or offers as a service.
• Do Not Ramble! Get right to the point. Recruiters get quickly tired of trying to find information that indicates your qualifications. Honestly, I do as well.

Reason #3.

When you include important phrases that stand out in the job description. If you honestly have a requirement from the job description, make sure you put it in your resume! If I don't know that you are qualified with the requirements, why would I call you for a phone interview? As far as I'm concerned, this one reason alone will encourage me to call you. I'll know you read the job description and made sure that you made changes that improve your chances to get a call from me.

Save some time that will be better spent elsewhere. Become more effective in your job search by practicing the tips above. Focus on everything you can do to MAKE a recruiter or hiring manager want to call you. Start with these 3 Reasons I'll Read Your Resume. I wish you great success!

Article by Steve Coyne of The Job Hunter Group

Courtesy of the Recruiting Blogswap, a content exchange service sponsored by CollegeRecruiter.com, a leading site for college students looking for internships and recent graduates seeking entry-level jobs and other career opportunities, and posted on MN Headhunter.

Posted by Candice Arnold on February 15, 2010 at 3:37 PM | Leave a Comment (0)

I've been writing, blogging and speaking on Gen Y issues since 2006 when ERE gave me a blog called Gen Y'd (See my 1st post). As one of the "old" Gen Y'ers - I have watched the evolution of "us" in the workplace from the eager recent college grads entering the workforce as our nation was reeling from it first major terrorist attack, the mini-boom of "the talent war" and the current state of record breaking unemployment. I have seen the reality of the "why" we are distrusting of corporate America, less loyal than the boomers to a corporate setting and the reason so many of us strive to be entrepreneurs.

To a degree - the debate shouldn't even really exist - we are a lot like our counterparts were when they were in their 20's - we want the same types of thing of out life, have the same goals and dream the same dreams they did.

The difference lies in Expectations.

Our generation has been raised in a "me" culture, a world full of immediate gratification, instant access and always being told we can do (and be) anything. We've had computers in our homes since elementary school, cell phones & internet access since early in our high school years and only know about punch cards because of what Gen X'ers tell us.

Our reality and immediate need for gratification has shaped the way we do business, interact with our friends and live our lives. It has built amazing social networks, changed the history of news and impacted the way companies market, interact and work. Gen Y's expectations are changing our culture (or are a subset of the culture we live in one can argue).

We want it all, and we want it now. And we see nothing wrong with that.

The vision that we all had of "having it all" when we grew up was built out of the defining moments we watched on television, read about on the internet and heard about via friends we may never meet. We want to have what our parents have (or more) by the time we hit 30 - not 50.

Prior generations would wait their turn. Be patient. Accepted that life doesn't move as fast as we want. In the workplace they accepted (and understood) the idea of promotion and compensation based on tenure not performance. That you have to "earn" the right to have an opinion.

Our generation wants to learn - everything - now. We want to prove ourselves and be promoted and compensated based on our success and value - not how long we sat in our cube in a week. We want to show you a different way to look at things.

We want you to understand that our expectations don't take any value out of what you have done in the workforce. We don't want you to look down or discourage us. We want to learn from you and evolve (Rapidly). We don't think we are better, faster, stronger, smarter than the generations before us. We don't think we are "entitled" to it. We just aren't afraid of expectations.

We want YOU to have expectations of US to do something AMAZING!

Article courtesy of I'mSoCorporate.com, the always unfiltered, frequently random, often interesting, sometimes goofy, occasionally genius, and never apologetic, random thoughts of my brain today on HR Technology, Recruitment and Social Media topics.

Posted by Candice Arnold on February 15, 2010 at 1:38 PM | Leave a Comment (0)

'Public trust' employees ace more background checks than many job applicants. But in two hours digging, Volunteer TV News has uncovered a series of incidents dating back to 1995 that, some say, should have raised serious questions to most anybody considering putting Mark Stephen Foster-in charge of 8-and 9-year-olds as fourth grade teacher at Inskip Elementary School.

Terry Mullins says he's known several people who have shifted career paths drastically once they hit middle age.

But he believes 48-year-old Mark Stephen Foster is a special case.

"I couldn't possibly imagine how he could go from being a machinst into being a classroom with children," Mullins says.

That's why he finds is difficult to believe the fourth grade teacher charged with shooting two principals at Knox County's Inskip Elementary school, is the same Mark Foster Foster he claims turned violent after being fired for missing too much work at Oak Ridge Tool and Engineering in 1995.

"He actually did threaten my life," Mullins says.

"Had Oak Ridge Police not intercepted him, I might not be here.
I asked him, with a therapist present, what he would have done had my family been with me if he'd been able to confront me. He looked me straight in the eye and said, I would have kiled them also."

Mullins says Knox County Schools never called him for a job reference before administrators hired Foster to teach at Inskip in June 2008.

"Many times people are reluctant to divulge the full gamut of their feelings about an individual," says attorney Rick Hollow.

"They're afraid of being sued, so many will tell you no more than
when an applicant began work, and when he or she left employment."

Hollow says that leaves employers few options beyond utilizing public records to conduct more thorough background checks.

Knox County Schools submits applicant's fingerprints to the Tennessee Bureau of Investigation, checks for complaints of abuse with the Department of Children's Services, and requires a drug screen, according to Superintendent Dr. James McIntyre.

"He (Foster) came up clean," Dr. McIntyre says.

"Probably most prospective employers do not go that far to check incident reports," Hollow says.

'Incident reports', as law enforcement agencies describe them, are written accounts of investigations in which the findings do not result in criminal charges.

More

Article by, Jason Morris and courtesy of EmployeescreenIQ

Posted by Candice Arnold on February 15, 2010 at 1:31 PM | Leave a Comment (0)

A tragic story of workplace violence hit on Friday. Three faculty members have been killed and three others wounded after a biology professor opened fire inside University of Alabama-Huntsville. As we entered the weekend, more about Amy Bishop's past began to surface. From killing her brother with a shotgun twenty years ago to being investigated for a letter bomb at Harvard.

We have written extensively about the lack of proper background checks in schools and universities. In addition, our soap box has been crushed over the past year from our almost weekly rants on preventing workplace violence. Our current white paper on workplace violence has become a target for web searchers and has become one of our top searched stories on EmployeeScreen University.

What does this all mean? Schools, Colleges and Universities really need to step up their screening process. This is the second major story on workplace violence in the past few months. (Remember the Yale story?) Would a typical background check have uncovered this tainted past? Its very hard to say because there was no actual conviction. However, reference checks may have lead them in the right direction!

Ala. prof bemoaned tenure denial, quiet about past

HUNTSVILLE, Ala. - Amy Bishop kept quiet about a violent episode in her past around colleagues and students at the University of Alabama in Huntsville. But there was one personal issue she didn't mind loudly complaining about: being denied tenure.

Still, those who knew her said the woman accused of shooting six colleagues had never suggested she might become violent. Everyone from family and friends to her students said the intelligent and at times awkward teacher seemed normal in the hours before police say she opened fire in a faculty meeting Friday afternoon, leaving three dead and three wounded.

Investigators have declined to discuss a motive, but Bishop didn't hide her displeasure over the fact she'd been denied tenure -- a type of job-for-life security afforded to academics.

Bishop was up front about the issue, often bringing it up in meetings where the subject wasn't appropriate, said William Setzer, chairman of the department of chemistry.

"In committee meetings, she didn't pretend that it wasn't happening or anything," Setzer said. "She was even loud about it: That they denied her tenure and she was appealing it, blah, blah, blah, blah, blah."

More

Article by, Jason Morris and courtesy of EmployeescreenIQ

Posted by Candice Arnold on February 15, 2010 at 1:23 PM | Leave a Comment (0)

This is Part 3 of a 3 part series on how a VP of Marketing at a Minneapolis company became an Undercover Jobseeker to apply for a job at her own company.

Part 1: Why The Undercover Boss Should Be An Undercover Job Seeker Part 1 Of 3

Part 2: Why The Undercover Boss Should Be An Undercover Job Seeker Part 2 Of 3

Julia calls a management and HR/Recruiter meeting for Friday morning that in hind sight should have been done in another way. Rumors of a layoff were all over the place.

The following is a summary of the meeting:

Julia started the presentation with a slide deck that documented what she had done the previous six weeks during which she did not pause, stop or take any questions.

At the end of the 20 minute presentation she asked if anyone had a comment to make but the room was eerily silent to the point that no one had yet shifted in his chair.

Julia then brought up a spreadsheet documenting the estimated "cost" of the open position, along with a scenario if the employee with the offer had left, along with if contractors were brought in. The numbers were really big. Julia then showed a spreadsheet of a conservative estimate of the total cost to the company if this was happening with one out of ten jobs.

This is when the shifting in the chairs started.

The rest of the meeting, along with subsequent department meetings, highlighted issues within their hiring process which you will find below along with action items that have or will soon take place.

Company career page

This was the one part of the process that all agreed was working. It ranks well with the search engines, sees a lot of traffic and analytics show a good number of visitors start the application process.

Applicant Tracking System (ATS)

This was found to be a complete failure in all aspects.

• The online form repeatedly timed out or had other tech issues
• While the applicant screen showed a resume was received the auto reply email did not go out
• The ATS was not as customized as promised so many HR/Recruiters were using it their own way causing major confusion
• The staff was not receiving updates to the ATS
• A few HR/Recruiters had stopped entering information into the ATS causing all sorts of reporting issues

Action item

The ATS is still in use although the contract has been cancelled. The provider has been allowed to submit a proposal along with four other vendors.

HR/Recruiters

Negatives

• Short staffed - too many openings per recruiter
• Little or no relationships with the hiring managers
• A less experienced staff generally speaking
• Just in Time recruiting with no talent pool or passive candidate database development
• Because the ATS was so horrible to use most would "start over" rather than first look at the ATS

Positives

• Staff wants to be in their positions, like working for the company and see a long term career path
• Very eager to learn new ways to recruit
• Internet and tool savvy

Action item

• In house training and outside consultants will be brought in to help the team
• Upon completion of training salaries will be increased
• Two contractors have been brought in for short term relief
• A couple of new positions will be created if the training does not make the group more efficient

Managers

Negatives

• Saw little benefit in speaking with HR/Recruiters
• Created really bad job descriptions or had not updated them
• Persistently ignored interview requests or cancelled at the last minute
• Were actually too busy in many cases to be part of the process
• "Squeaky wheels" were getting all the HR/Recruiter attention and in most cases were the biggest time wasters

Positives

• All agreed that they needed to be more proactive, more involved

Action item

• Managers are receiving some recruiter 101 training
• HR/Recruiters on a monthly basis review the Managers

Surveys are being conducted of current and former employees, those who were interviewed and not hired, and those who were never interviewed to learn from them directly the good and bad news.

Preliminary results show that once an interview takes place the rest of the process including offers or rejections, onboarding, etc is very favorable.

One major revelation was that the employee referral program was a "canary in the mine" of sorts. The program had been very successful in large part because the front door (ATS and resume@xxx.com) was such an awful experience that job seekers would network in the back door to employees.

At some point employees referred fewer candidates because they were annoyed with how slow the process was and they would look bad to their friends and connections.

Remember that open position?

It was filled 10 calendar days from the Friday meeting because a recruiter met with the hiring manager to talk about the position. The recruiter went to the ATS and realized there were qualified candidates and a great hire was quickly made.

My question to those in a management role is this, if and when the War for talent comes back will you be ready? Is your staff ready? Is the process smooth? Is the experience job-seeker friendly?

Are you willing to find out?

Article by Paul DeBettignies and courtesy of MN Headhunter -- where they "play with their cards face up."

Posted by Candice Arnold on February 12, 2010 at 4:00 PM | Leave a Comment (0)

When I was a young man, I was asked to fight in Viet Nam. I wasn't afraid and I didn't have any life plans that would get in the way. But I didn't believe in the war and so I was at a crossroads.

But I took the two subway tokens the Army sent me, reported to Ft. Hamilton in Brooklyn, went through my physical, prepared to fly into the war zone.

Why would I submit to a process I didn't believe in? Why would I agree to go to a war I believed was not only contrary to my beloved country's best interests, but was being "fought" in a half-baked way that could not result in victory?

There is no way I can defend any of this on moral grounds. I was 19 or so and hardly thought much about morality. I took the subway to the military because I didn't want to run away from Saigon. (In the end, I didn't have to go.)

One of the best things, perhaps THE best thing, my father taught me was not to run from anything. Life has taught me that he was right, for two major reasons:

1. Running becomes a habit. Those who run, run. Those who hold their ground, move ultimately, to a higher ground.

2. When you run in fear, you lose your perspective. You make poor decisions. You look only for the exit doors when, in fact, it may be wiser to seek out the entryway. You act in a form of panic. You are a leaf being blown about by the wind.

In business, I see many people with a rich tapestry of dreams for creating exceptional businesses from scratch. All delicious on paper. And because we never know at the start what a person is truly composed of-if their molecular structure is aligned with their dreams-we act on the faith that they really want to turn their vision into an iPod.

And then life happens and the true entrepreneurs forge ahead, moving through the screens of fear, doubt and risk en route to the goal line. The pretenders roll their eyes at the heavens, dragging out the risk calculations they learned in college.

From professors.

The truth is, you can never run away from Saigon. It will always be there, over your shoulder, daring you to recognize that running is the worst addiction of all.

Article by, Mark Stevens, the bestselling author of "Your Marketing Sucks," "Your Management Sucks" and"God Is A Salesman." Stevens is CEO of MSCO, a global marketing firm, who has advised many clients over the years such as Estee Lauder, Virgin Atlantic, Guardian Insurance, MONY, Giorgio Armani, Starwood, Intrawest, etc. Stevens delivers more than 40 speeches annually and is a regularly featured media commentator, lending his insights and opinions on Fox Business Network, to the Associated Press, on CNN International, BBC Radio and Bloomberg TV.

Posted by Candice Arnold on February 12, 2010 at 3:29 PM | Leave a Comment (0)

This is Part 2 of a 3 part series on how a VP of Marketing at a Minneapolis company became an Undercover Jobseeker to apply for a job at her own company. Click this link for Part 1: Why The Undercover Boss Should Be An Undercover Job Seeker Part 1 Of 3

The job had been open for about six weeks with very little action, and it was essentially the same position "Julia" was offered many years ago. Knowing the position well and, of course, the manager of the group along with the HR/Recruiter team we did the following:

• Created a new identity including email account
• Created a resume that was a near identical match to the job opening
• Created a few online profiles with new identity
• Bought a cell phone with pay as you go plan

Julia and I agreed to go this far (more than I expected) as she wanted to play this out the whole way up until an interview would be scheduled with the idea of getting the complete experience of applying at the company.

We did not post the resume online (we did not want to mislead anyone outside the company) and the online profiles were created so that if a Google search were done her identity would come up. Their company has in the past done such a search and this being a marketing opportunity, we wanted a couple of profiles that could be found as likely would with other potential candidates.

Julia kept a log of the date, time, how the resume was submitted, when she was contacted etc. As you will see, this was not as much work as one would expect (not a good thing).

She also kept notes about how she felt. She did her best to play the role and you will see a few of the comments are very to the point.

Week 1 (week 7 of opening)

Tuesday: Resume submitted through the online form found on the career page of the corporate web site. This process took 27 minutes. A window popped up on her screen that her resume was submitted.
Friday: No word from the company

Comments: "Did they actually get the resume? How do I know for sure?"

Week 2 (week 8 of opening)

Wednesday: No word from the company
Thursday: One member of the team has been interviewing at another company and received an offer. After a long meeting with the employee they find major factors for looking were working conditions, hours and stress of being short staffed. The employee chooses to stay with some modifications to their responsibilities and salary.
Friday: Julia sits in on HR/Recruiter staff meeting to gauge the progress of hiring in general and hoping to hear about this particular job. It is not mentioned.

• No word from the company

Comments: "I have not received any notification that I exist. I have the background we need. We have a need to fill this spot and we almost lost a team member because of it. 8 Weeks. 8 WEEKS!!!!"

Week 3 (week 9 of opening)

Monday: Julia submits her resume online (again). This time it takes 38 minutes because the system was not always saving her information between sections. She again has a window on her screen saying the resume was submitted. She also sends her resume via email to resume@xxx.com
Friday:

• No word from the company

Comments: "This is crazy. We are losing productivity, we are inefficient. Morale is as low as I have ever seen it. We have been contacted by a local staffing shop and management thinks we should engage with them to add temporary staff including this position. This is crazy."

Week 4 (week 10 of opening)

Monday: Julia calls the company main line, requests to speak with someone in HR. She is told that she cannot be forwarded to a representative but can be sent to the general HR voice mail. She is forwarded and leaves a message.
Wednesday: Julia receives a form email saying her resume has been received and candidates meeting the requirements will be contacted. There is no way to know if this comes from the Applicant Tracking System or email or is auto generated or sent by a staff member.

Comments: "I am qualified, I have everything we need and the need is enormous!!! How the Hell does this happen??? How often does it happen??? What do people think about us???"

Thursday: Julia trusts a member of the staff with what we are doing. The staff member agrees to forward a LinkedIn message and submit the resume as an employee referral.
Friday: No word from the company.

Comments: "I have spent some time today calculating the cost of this open position to the company and it is significant. If I do this company wide I will be sick."

Week 5 (week 11 of opening)

Monday: Julia calls the HR/Recruiter who was forwarded the LinkedIn message and leaves a voice message.
Tuesday: No word from the company
Wednesday: Julia starts calling the HR/Recruiter (blocking the number) every 20-30 minutes. At 3 PM the HR/Recruiter answers and confirms that Julia is in the system and that the resume was being reviewed.

• The trusted employee calls the HR/Recruiter to inquire about her friend and if she is being considered. The answer is yes.

Comments: "When I call Julia is exasperated and has no idea what to do about this."

Week 6 (week 12 of the opening)

Monday: Julia receives an email to see if she would be interested in the position. An email exchange takes place that schedules a phone screen with the HR/Recruiter that Thursday and if all goes well, an in person interview with the manager Wednesday of the next week.

Comments: "10 days until I might get an interview? What are these people doing that is so damn important that I am waiting 10 more days? They know the stress the group is under, they should drop everything and get this done the next two days."
Tuesday: Julia informs the executive management team what she has been up to, what has (has not) taken place and calls for a meeting Friday. The management team is upset and wants to talk their reports before then. Julia insists they not as she has a presentation and documentation of her experience and wants to get an immediate reaction from those involved.

In Part 3 I will talk about Julia announcing to HR, managers and the executive team what she had done, actions and remedies that would take place and how things are operating now.

Article by Paul DeBettignies and courtesy of MN Headhunter -- where they "play with their cards face up."

Posted by Candice Arnold on February 11, 2010 at 4:21 PM | Leave a Comment (0)

Survey: CFOs List Average Tenure at 12 Years, Up From Eight Years a Decade Ago

A series of surveys conducted over 10 years reveals chief financial officers (CFOs) may be staying in their jobs longer. When executives were asked recently what they thought was the average tenure for a CFO, the mean response was 12 years. This compares to nine years and eight years from surveys conducted in 2006 and 2000, respectively.
Five percent of CFOs said they estimated the average tenure of a company's top financial executive to be four years or less, compared to 17 percent whose responses fell into the category in 2000. Nineteen percent of executives interviewed for the new survey thought CFOs were likely to stay on the job 16 years or longer.

The historical survey results reflect CFO responses over a 10-year period in which economic conditions fluctuated significantly, observed Paul McDonald, executive director of Robert Half Management Resources. At the time the survey was released in 2000, for example, the national unemployment rate was 3.9 percent, and CFOs were more apt to receive and consider competitive offers. "The new survey was conducted during a recession, a time when job opportunities are fewer and the risks associated with leaving a position are perceived to be higher," McDonald said.

The survey was developed by Robert Half Management Resources and conducted by an independent research firm and is based on interviews with more than 1,400 CFOs from a stratified random sample of U.S. companies with 20 or more employees.

"A company's success or failure is more dependent on its CFO now than at nearly any time in the past," McDonald continued. "While the CFO role is extremely demanding, particularly in times of financial crisis and increased regulatory mandates, it carries with it significant professional rewards, including direct involvement in all aspects of company management, from corporate strategy to business development."

McDonald noted that this trend is having another positive effect on CFOs: "Because of their growing view of the entire enterprise and increased interaction with the board of directors, financial executives are now more frequently considered serious candidates for CEO roles."

Robert Half Management Resources is the premier provider of senior-level accounting and finance professionals to supplement companies' project and interim staffing needs. The company has more than 145 locations worldwide and offers online job search services at www.roberthalfmr.com.

*Source: U.S. Department of Labor's Bureau of Labor Statistics. The unemployment rates listed are from the corresponding months each survey was published, except for the 2010 figure, which is the most recent one available (December 2000, January 2006 and January 2010).

Posted by Candice Arnold on February 11, 2010 at 3:17 PM | Leave a Comment (0)

Survey: Adapting to New Culture Top Concern When Re-entering Workforce

Starting a new job can feel a lot like the first day of school -- you just want to fit in. In a recent survey by OfficeTeam, nearly one-third (32 percent) of workers interviewed said acclimating to a different corporate culture and colleagues would pose the greatest challenge when re-entering the workforce after an extended absence. Respondents also cited learning new technologies or protocols (23 percent) and adjusting their routines or schedules (22 percent) as top concerns.

The survey was developed by OfficeTeam and conducted by an independent research firm and is based on telephone interviews with 464 workers 18 years of age or older and employed in an office environment.

Workers were asked, "If you were unemployed for more than six months, either voluntarily or involuntarily, what do you think would be your greatest challenge when re-entering the workforce?" Their responses:

OfficeTeam is the nation's leading staffing service specializing in the temporary placement of highly skilled office and administrative support professionals. The company has more than 325 locations worldwide and offers online job search services at www.officeteam.com.

Posted by Candice Arnold on February 11, 2010 at 3:00 PM | Leave a Comment (0)

Career Expert Offers Five Tips for Turning a Temporary Assignment Into a Full-Time Job

In today's employment environment, temporary work continues to stand out as a bright spot. And, according to temporary financial staffing firm, Accountemps, companies are beginning to turn these positions into full-time roles more frequently.

"Many companies that cut staff too deeply or are not quite ready to hire on a full-time basis are bringing in project professionals at all levels to maintain productivity and keep initiatives on track," said Max Messmer, chairman of Accountemps and author of Job Hunting For Dummies, 2nd Edition (John Wiley & Sons, Inc.). "When a position warrants full-time status, businesses commonly look first to staff who have excelled in the role on an interim basis."

Messmer added, "Temporary assignments allow professionals, in essence, to audition for an employer while at the same time determining if the situation is right for them."

Accountemps offers the following five tips for turning a temporary assignment into a full-time job:

1. Choose the right partner. Reach out to your network and tap the services of a staffing firm specializing in your field. Staffing professionals are well connected in their local business communities and can serve as advocates for you when speaking with hiring managers. Also, take advantage of free training opportunities offered by the firm to help build your skills and the value you bring to employers.

2. State your objective. Let staffing firms and potential employers know you're ultimately looking for a full-time job. If they understand that upfront, they may be able to place you in a role more likely to lead to that result.
3. Take a long-term approach. Once you're on the assignment, bring the same intensity to the temporary job you would to a full-time position. Adapt quickly to the organization's corporate culture and start contributing immediately. In addition, maintain a positive attitude: Employers will assess how well you handle constructive criticism, setbacks and other job-related challenges as part of your overall performance evaluation.
4. Observe the written and unwritten rules. Follow office protocol and ask questions when clarification is needed. For guidance, watch how top managers respond to certain situations and model your behavior on theirs, as appropriate. Also seek feedback on how you're doing and how you can improve in the role.
5. Let your personality shine. Employers want to see how well you'll fit in with the team. Actively participate in meetings and join colleagues in offsite events where possible. Expanding your connections within the company will work in your favor, so be sure to build rapport with other employees.

Accountemps is the world's first and largest specialized staffing service for temporary accounting, finance and bookkeeping professionals. The company has more than 360 offices worldwide and offers online job search services at www.accountemps.com.

Posted by Candice Arnold on February 10, 2010 at 5:04 PM | Leave a Comment (0)

What do the following people have in common?

• Retired engineer
• Laid off project manager
• Stay at home parent
• Newly graduated student
• Trailing spouse to a military soldier
• Injured and recovered worker
• Out of work actor

These people have much more in common than you probably realize. The commonality is what they are missing. All of these people are missing the many benefits we get from working. Of course, we all know that they are missing the paycheck, but there are other aspects to work that most of us take for granted, until we no longer have them. When you are in the work trenches it's kind of hard to think you would miss anything. You probably think the idea of not working sounds like a dream, and it can be, but not without recognizing what things you are missing and taking action to replace them.

When you look at the stories of these various people, you will often find a theme of depression, feeling down, deflated and being adrift. These people may also share their commonality with retired individuals, who have one of the highest rates of depression than any other demographic. The key reason: They have failed to replace those important aspects, the good things they got from working, also known as "workplace assets".

Let's look at these four workplace assets and what you can do if any of them are missing in your life.

1. Structure - Our work effectively manages our time and drives our decisions about our daily priorities. We know what time we have to get up. We know when we'll perform various work tasks throughout the day. We probably have our non-work activities scheduled, too. This is a form of tension and accountability that motivates us. Without the structure that work provides, we are left kind of rambling around day to day with only the occasional appointment to interrupt the vast feeling of having nothing important to do. I often hear people talk about "filling their day". We are easily bored, so when left to our own devises, we will fill our day, but often with mundane tasks that are not very fulfilling.

Solution: Create a schedule for yourself and stick to it. Take the must-have activities, things you know you need to do each day or week, and determine exactly when you will perform them. If an item is on your calendar, you are more likely to keep that appointment. If you've been meaning to work out and just haven't started, consider adding those kinds of activities for your calendar.

2. Social Contact - For most of us, work provides the main part of our social fabric. We become attached to people we work with for a variety of reasons. We have a shared set of circumstances with these people. We also see them daily (or frequently) and, therefore, get to know them well enough to form relationships. Even if you aren't fond of most of the people you work with, the fact that you are interacting with others is an important nurturing act. We need other people. It's that simple. When you aren't working you lose a big (and for some people all) part of the social aspect of your life.

Solution: Maintain relationships with past co-workers, beef up your existing relationships or make new friends. Sometimes when we lose the commonality of a shared work place, it can be hard to keep relationships going. It's important that you recognize that many people simply can't put in additional time and energy to see people outside of work. It's not a reflection on your adequacy as a friend. You also need a bit of a variety to your roster of friends. Rarely will one person fulfill all your needs, so you may want to find settings where you share common interests with others with whom you may form new friendships.

3. Purpose - Bottom line, your work gives you purpose. You have somewhere to be and something to do. You are contributing at some level and that gives you purpose. Perhaps you may feel that your life purpose is to serve at a different level, but you are still contributing yourself in a specific way. Your contribution gives you a sense of personal self worth and identity. When those things are gone, there is a sense of loss and lack of purpose.

Solution: Try volunteering. If you are unemployed, you can seek volunteer work that will give you experience, thereby enhancing your resume for getting the job you really want. Also, non-profit organizations always have more need than money, so they will welcome you with open arms. If your situation doesn't support a volunteer situation, then find your purpose by helping someone in some way. When you give of yourself, you add a great deal of meaning to your life.

4. Money - It's obvious, but worth mentioning. When you encounter a loss of income, some serious budgeting may be needed. If you are able to plan for your situation, it allows you to save money to cover your needs. If your situation hasn't allowed you to plan, you may be reacting legitimately to a lack of funds.

Solution: If there is any possibility that you may lose your job, consider paying off some bills now and cutting back on expenses. If you don't already have a savings account with enough funds to cover 3 months of living expenses, then start one now. If you are already in an income loss situation, research all of your income producing options, including unemployment benefits, community program benefits (like food banks), or even a part time job to help make ends meet. If you are lucky enough to have your financial situation covered, good for you. You can focus on the other three assets.

Of the four work assets, the lack of money is probably the one we understand the most. We know that it can put serious stress on us which can truly create depression. The other three work assets are less obvious, but the loss of any one of them can contribute to making your life a less than positive experience. The idea of not working is great until you're facing these losses. We are, by nature, social and creative creatures that function best when we have structure to keep us focused, people to be around, and activities to give us purpose.

Article by Dorothy Tannahill-Moran

Courtesy of the Recruiting Blogswap, a content exchange service sponsored by CollegeRecruiter.com, a leading site for college students looking for internships and recent graduates seeking entry-level jobs and other career opportunities, and posted on MN Headhunter.

Posted by Candice Arnold on February 10, 2010 at 4:37 PM | Leave a Comment (0)

CBS rolled out a new show following Super Bowl XLIV called Undercover Boss. Reviews of the show have been fairly good with many saying how cool it is that a CEO or President of a company would hang out with the "little people".

I think it is a cool idea. I do wonder though, if CEO's were providing real leadership they should be doing this already on their own to learn what the real impacts are of the decisions they make.

Anyway, to this blog post...

Last summer I was asked to speak to a C- Level peer group on a HR topic of my choice and was told I could "be real".

Home Run, I thought. Turns out I had no idea...

I was thinking about the usual Social Media topics, branding, hiring trends or demographics of the local workforce.

I went with something that was on my mind all the time (then and now). The topic was the poor customer service most job seekers were receiving when applying for jobs and what the ripple effect was on the company at the moment and down the road.

The conversation started with some curious looks. A few crossed their arms. For the moment I had lost the room and it was noticeable.

So I repeated stories I had heard from job seekers and I could see that I had gained back the groups trust. I was not there to shake my finger at them and give 'em a scolding but rather explain to them what was going on, give them some ideas on how to make the process better and then leave them with this challenge:

Apply for a job at your own company

There was some immediate fidgeting in the seats. Some more curious looks. And this question from an attendee, "Why?"

I reminded them that two years prior in HR and Recruiter circles and many board rooms, we spoke about the War for Talent, Baby Boomers retiring and how to get Gen Y into the workplace. Two years from now (or whenever the economy comes back and companies are at a hiring disadvantage) we will be talking about the same things to some extent.

With this being a "slow time," it's a great time to evaluate the process job seekers find so when hiring heats up, there will be no bugs in the system.

I had quite a few nods and a couple of skeptics.

After the session I was surprised how many wanted to talk with me one on one about this. They did not want to share with the group what they were thinking about their own companies.

There was a lot of email exchanged that week and then, as expected, it died off. I was wondering if anyone had done the exercise.

Flash forward to early September. I received a phone call from one of the attendees asking if we could meet and talk more about this. Heck yeah, I replied. For me this is the fun stuff.

I need to enter a disclaimer here. I signed an agreement with this company that I would in no way name them, their industry or in anyway hint to who they are. In return I can talk all I want about this experience and what happened. While I did send these blog posts for their review no requests for changes were made by them.

I met with "Julia" (not her real name) a VP of Marketing at a large Minneapolis company. She explained to me they were not adding staff as fast as she would expect in a bad economy as they had good jobs, paying well and were well known.

In particular was a job that had not been filled for a couple of months and was causing them a lot of pain. This particular group was working shorthanded, morale was low and they were behind.

Julia told me that this was basically the job she first had at this company and she could not understand what was stopping them from filling it. Responses from HR and managers were vague at best and she had a "gut feeling" that something was not right.

So we sat down and made a plan on how we could have her be an "Undercover Job Seeker" and document her experiences, many of which I will document in future blog posts.

In Part 2, I will talk about creating profiles for Julia, applying to the company, what was happening internally because of this opening and what the interaction was between the company and Julia as a job seeker.

In Part 3, I will talk about Julia announcing to HR, managers and her team what she had done, actions that would take place and how things are operating now.

Article by Paul DeBettignies and courtesy of MN Headhunter -- where they "play with their cards face up."

Posted by Candice Arnold on February 10, 2010 at 3:58 PM | Leave a Comment (0)

The Lawsuit Alleging Misrepresentations in Responding to Reference Checks
In a 2008 federal court of appeals case, two medical employers responded to reference checks for the same anesthesiologist, Dr. Robert Berry. Dr. Berry was then hired by the inquiring hospital, where he botched a routine 15 minute procedure, leaving a patient in a permanent vegetative state. The incident allegedly occurred due to Dr. Berry's drug addiction.

The hospital and its insurance company settled with the victim and in turn sued the previous two employers for misrepresentations in their responses to the hospital's reference checking efforts.

The lawsuit alleged misrepresentation; the hospital claimed that the previous employers did not give accurate information in response to the reference checks by withholding known information about misconduct and drug use, and that had it received such information, it would not have hired Dr. Berry. Continue reading ...

Article by George Lenard, the originator of George's Employment Blawg, has over twenty years of experience in all aspects of labor and employment law, including preventive law as well as litigation. His special interests include employment discrimination, sexual harassment, and noncompetition agreements. He is currently a managing partner with Harris, Dowell, Fisher & Harris, L.C., in St. Louis, Missouri, and lives in the suburb of University City with his wife and family.

Posted by Candice Arnold on February 10, 2010 at 3:42 PM | Leave a Comment (0)

The folks at Talent Management Magazine just published a position paper we wrote on the use of social networking sites to conduct employment background checks, entitled "Life is Not an Open (Face)book". I've posted an excerpt below.

Social networks and other online media offer a seemingly easy way to weed out poor candidates. But when brand image, legal liability and top talent are at stake, there is no substitute for solid employee screening practices.

It's a hard reality every hiring manager these days knows well: More people are vying for fewer jobs. Applicants pad their resumes even during economic booms, so the temptation to embellish one's experience, abilities and credentials -- and downplay drug charges or other criminal history -- is even greater now.

Background screening has never been more critical, but the methods used are particularly important in this digital age. Some screening methods could expose an organization to legal liability, lost business or brand damage.

Social Media: Screening Friend or Foe?

Back in the day, hiring managers checked applicant references, maybe even took the extra step to verify college degrees, and the rest was up to a background screening partner. But the advent of social media sites has opened the door to a whole new kind of applicant screening.

CareerBuilder publishes an annual study on social network use among recruiters. In 2008, 22 percent of hiring managers were looking on social media sites -- including Facebook, MySpace, LinkedIn, Twitter and blogs -- as part of their research and screening efforts. In 2009, that number jumped to 45 percent. An additional 11 percent intended to start using social media sites for screening.

There are three challenges that arise from this trend.

Read More

Article by, Nick Fishman and courtesy of EmployeescreenIQ

Posted by Candice Arnold on February 9, 2010 at 9:00 AM | Leave a Comment (0)

Without preparation, any job interview you conduct has all the downsides of a blind date and none of the potential upsides. Too often, this is how it happens. On interview day, you bounce out of bed with a smile on your face and a song in your heart. You whistle through your shower and sing in the car. Why not? There's a neat stack of resumes to review. You pour yourself a hot jolt of java and sit down to prepare for your quality time with eager job prospects.

Then the phone rings. Someone rushes in with a question that must be answered now. Your boss calls an unexpected meeting. Soon, you've lost control of the morning. When the first candidate arrives, you realize you haven't really studied her resume. You have her wait, and sit down to read. The phone rings again. You decide it'll be better to just get on with it. You start the interview, glancing at the resume to prompt questions.
Continue reading ...

Article by, Jerry Rowe and courtesy of Associated Content, Inc.

Posted by Candice Arnold on February 8, 2010 at 12:50 PM | Leave a Comment (0)

There were lots of valuable employment law, leadership and HR lessons that could be gleaned from last night's Super Bowl. Here are just a few:

Beware Casual Day

As the CareerBuilder ad last night so aptly (or inaptly, depending on your perspective) pointed out, companies should set clear guidelines for what is -- and isn't -- acceptable on casual day. The result if you don't: anarchy (and, quite possibly, harassment lawsuits).

Don't Get Fooled By Age

Reviews of The Who's halftime performance were decidedly mixed, with most of the negative comments focusing on their advanced age. I for one am glad that CBS gave the 60-ish rockers the chance for one last hurrah. There's a valuable lesson there for employers: engage in age-ism and you might miss out on some great performances.

On the other hand, CBS did catch some flak for the oddly high number of ads that featured older folks (Betty White, Abe Vigoda and even Tim Tebow's mom) getting viciously tackled by people years their junior. OK, so it was only two ads, but still . . .

Oprah, Dave and Jay

One of the most positively reviewed ads was a spot in which Oprah played peacemaker by inviting bitter late-night rivals David Letterman and Jay Leno to the same Super Bowl party. While there was some sniping by Dave, the fact that the two of them agreed to even sit on the same couch created more buzz than most of the rest of the ads combined.

The lesson? Blessed are the peacemakers.

The Best Team Usually Wins

Peyton Manning is indisputably one of the greatest quarterbacks in the history of the game. But, as last night's game-turning fourth-quarter interception demonstrated, even the best leaders can falter sometimes. If the rest of the team doesn't step up in those critical moments, you're cooked.

Want to win? You need BOTH (1) the best talent and (2) the best team.

Communicate Carefully

According to a survey of those who watched last year's Super Bowl, 67% recalled their favorite commercial while only 39% remembered who actually won the game. Other studies show that lots of companies who spent millions advertising during the game actually alienated the audience rather than creating positive feelings about their brand.

The lesson? When it comes to workplace communication, people (1) can be easily distracted, (2) may fixate on something other than your primary message, (3) may react negatively to messages that you thought would be 100% positive and/or (4) ignore you completely.

What's the antidote? Plan your communications carefully -- think before you speak (or hit "send"). Put yourself in your audience's shoes and try to assess potential impacts from all possible angles. Try out important messages on others before you go "live." And, if you mess things up, be humble enough to apologize and re-communicate (hopefully with a better message).

In case you missed any of the ads, you can view them here. If you come up with any valuable lessons that I missed, please leave a comment below.

Article by Mark Toth, Chief Legal Officer of Manpower's North American operations, and courtesy of Manpower Employment Blawg. Mark also serve as Chief Compliance Officer and Vice President of Franchise Relations and serve on our Global Leadership Team, North American Lead Team, Executive Diversity Steering Committee and Sarbanes-Oxley Steering Committee.

Posted by Candice Arnold on February 8, 2010 at 11:57 AM | Leave a Comment (0)

Finding Las Vegas Employment Agencies can be a challenge for many companies because many are set up to work with the 2 major industries in Las Vegas, Service & Construction.

The challenge then is to find a provider in your niche and one who will give you the attention and service you need to bring in the talent you require.

Local Niche Services vs. Large Nationals

Of course you can go with the nationals and they will tell you they can get you what you need but imagine your call in an order for 2-3 people for an emergency project that you need help with immediately.

At the same time, one of the major casino's calls in an order for 30 people, who do you think is going to get the most attention. This scenario is why a company must consider if working with a large national company is right for them. Of course it comes down to the relationship you have with the service.

Niche services offer more hands on attention and visibility with ownership or high level management. It is not unlikely that you can talk to the owner if you pick up the phone. Additionally there is often less turnover at the top. Of course the downside is the smaller niche companies don't have the resources the larger firms have so their is a trade-off.

Questions to Ask

When you are dealing with smaller niche services you need to understand 3 things;

1.What kinds of specialties do they service?
2.What is their capacity for placing people?
3.Do they have any certifications?

You want these questions answered as part of your process to select who you will work with in fulfilling your staffing needs.

After 20+ years as an engineer in the R&D world, Tom Tassinari found himself in the recruiting world. By adapting the problem solving and process discipline skills of engineering to the recruiting world, he now works with companies on locating and hiring top talent...with his own techie twist.

Posted by Candice Arnold on February 8, 2010 at 11:46 AM | Leave a Comment (0)

The best temporary employment agency Seattle is going to be hard to name. There are a number of great services. They vary by specialty and size.

Of course some specialize in servicing the larger employers like Amazon, Boeing, Microsoft and such. Those companies often use the larger vendors who can service large clients.

If you have a smaller company, try one of the local niche companies. Here are some tips:

• Look for one with at least 5 years in business. They will know the market.
• Look for a specialist who matches your needs.
• Look for certifications
• Ask around - Get Referrals

Referrals

At some point when I have the time, I'll start taking referrals and try to capture those here. For now you are on your own, but feel free to drop me an email to let me now if you have had a good experience with a Seattle temporary agency. Let's share and make everyone's life a little easier.

After 20+ years as an engineer in the R&D world, Tom Tassinari found himself in the recruiting world. By adapting the problem solving and process discipline skills of engineering to the recruiting world, he now works with companies on locating and hiring top talent...with his own techie twist.

Posted by Candice Arnold on February 8, 2010 at 11:41 AM | Leave a Comment (0)

Finding the best San Diego employment agencies takes a bit of knowledge about the city and a bit of detective work.

San Diego is know for it's terrific weather year round. Lots of distractions like the zoo, beach and surfing. It also has a reputation as a military town but the biggest employer is the federal government. followed by the state government and #5 on the list is the US Navy. This means there are probably a great number of services that have Government contracts. These are often serviced by the larger national firms.

Find a Local Niche Firm

Therefore... your best bet is to find a local niche firm. Here's the reason, if you had 100 people working for the government and another client that had 2-3 people working at their site, who do you think is going to get the lion's share of attention? Can your small business audit the firm? If the temp service messes up your order and you go away, are they going to be in trouble?

Sorry to say probably not. Now go to a smaller niche firm that maybe has only 30 people out on assignment. If 3 of them are with you and they mess up, they lose 10% of their business!

Finding a Good Firm

The best way to find a good local firm is to ask around. Failing that, there are trade associations like the California Staffing Professionals or the American Staffing Association where you can find some of these local smaller niche companies.
The benefit of using a company that is part of a trade association is many of these associations have credential programs where recruiters can be certified. Ask about certification when you interview your recruiting company. If nothing else it shows they are up to speed on the latest in their industry and they follow a code of ethics.

After 20+ years as an engineer in the R&D world, Tom Tassinari found himself in the recruiting world. By adapting the problem solving and process discipline skills of engineering to the recruiting world, he now works with companies on locating and hiring top talent...with his own techie twist.

Posted by Candice Arnold on February 8, 2010 at 11:36 AM | Leave a Comment (0)

Yesterday, I was speaking with one of my clients about how you politely, but firmly tell someone that they didn't get the job. It's a tough thing to do, but as I've said before on this blog, it is courteous and the right thing to do to notify someone that they won't be working for you.

So, I'd like to use this post as an open forum to get your thoughts on how you say no. Do you share a lot? A little? Is it automated? Is it personal? Please share so we all can be better at letting someone down easy. It sucks to be told no, but hearing nothing is even worse.

A certain camp in Colorado thanks you.

Article by,
Kari Quaas, PHR, Director of West Coast Operations and Manager of On-Line Communities for CoolWorks.com, a job website focusing on seasonal jobs in great places like national parks, resorts, camps and ranches. Her experience as a seasonal employee, recruiter, and former HR Manager helps her to relate to both employers and job seekers to whom she provides guidance and support.

Posted by Candice Arnold on February 5, 2010 at 3:41 PM | Leave a Comment (0)

While not really news to us at this point, we're seeing an emerging trend of job applicants with fake job references. We highlighted this issue a few months ago, referring to organizations that will sell fake references as "Employment Mills", the evil twin to Diploma Mills. To review, an applicant can pay these fake references providers to confirm employment, salary, dates of employment, etc.

I found a great Q&A highlighting this problem in the Anchorage Daily News and not to be glib, but you know this problem is spreading when it is hitting all corners of the country. A local management trainer was asked by a company who was taken to the cleaners by an employee what more they could have done to prevent the bad hire, particularly after they checked her stellar references. See response below.

A. I've learned never to trust reference letters.

For example, your applicant badmouthed her most recent employer and then asked you not to contact him. By complying, you missed the other side of the story. Was it only bad luck that your applicant worked for three companies that bankrupted? Did she potentially speed these companies on their downward spiral with costs from a business manager who used antiquated work methods and piled up a fat overtime expense? And if you make a mistake -- admit it.

Article by, Nick Fishman and courtesy of EmployeescreenIQ

Posted by Candice Arnold on February 3, 2010 at 1:55 PM | Leave a Comment (0)