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Echo Global Logistics, Inc., a leading provider of technology-enabled transportation and supply chain management services, announced today the appointment of Cheryl Johnson to the post of Senior Vice President of Talent. Ms. Johnson holds more than 16 years of progressive HR industry experience, which includes several executive-level appointments.

Ms. Johnson previously led talent management for retail chain Ulta Cosmetics. Prior to her time with Ulta, Ms. Johnson served as Divisional Vice President of Strategic Talent Management for Sears Holding Company and also spent time as Vice President of Human Resources for Fossil Inc.


If you love your job, don’t read this.

We wouldn’t want to tempt you with our great  new job opportunities 


Don’t Fall In Love

article courtest of John Whitaker, fistful of talent contributor

You’ve heard the meme before, “people don’t leave companies, they leave managers…” right? Sure you have, we all have—it’s repeated more times than you can count. Two things about that:

  1. Bullsh-t
  2. What about good managers?

For those of you who aren’t familiar with the term “good manager,” let me explain.

These are people who trust your abilities. They inspire you. You may feel a strange feeling of accountability, wanting to please him/her for reasons you cannot explain. You don’t work for them, you work with them (at least that’s what you think). You find yourself working harder, feeling better about it, and generally enjoying your professional life.  The sad thing is, until you’ve had a good boss, you may not even realize they exist. Kind of like the first unicorn you catch. When you find yourself working for one, it’s glorious.

Then… they leave.

Click to read more ...


Retention Interviews

Article by Mel Kleiman, contributor for 

First, a retention interview is not a performance appraisal; it is not about how the person is doing his or her job. It is not a job satisfaction or employee engagement survey. A retention interview is about what the company is doing (or not doing) that frustrates their top performers.

If you’d like to create your own retention interview, here are a few pointers to keep in mind:

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Only Baby Boomers Could Afford to Be Helicopter Parents

By Sarah Kendzior, Contributor for The Atlantic

Do Millennials have enough money to live up to the child-rearing norms set by their moms and dads?

About 25 years ago, when the era of irrational exuberance allowed enough disposable income for irrational anxiety, the concept of “helicopter parenting” arose. A “helicopter parent” micromanages every aspect of his child’s routine and behavior. From educational products for infants to concerned calls to professors in adulthood, helicopter parents ensure their child is on a path to success by paving it for them.

The rise of the helicopter was the product of two social shifts. The first was the comparatively booming economy of the 1990s, with low unemployment and higher disposable income. The second was the public perception of increased child endangerment—a perception, as “Free Range Kids” guru Lenore Skenazy documented, rooted in paranoia. Despite media campaigns that began in the 1980s and continue today, children are safer from crime than in prior decades. What they are not safe from are the diminishing prospects of their parents.

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By Tim Sackett, Contributor for

It is a fact that the most wanted candidates are 29-32 years old.

Okay, this isn’t a fact you will be able to track down anywhere, but it is basically true. I know this from the past 20 years of recruiting and having hiring managers hand me well-meaning job descriptions. I have attended intake meetings where I hear the best of intentions. I’ve gone back for more data after my first batch of candidates failed to connect. Then I finally learned to say, “Just tell me what you really want!”

To which they always reply:

“I just want someone who is young and aggressive!”

That’s how it happens.

Click to read more ...


7 Ways to Negotiate Time Off Between Jobs 

By Carinn Jade, Daily Worth Contributor

Not So Fast

Jumping from one job to another can be a shock to the system. You’ll have new responsibilities to learn, new coworkers to meet, and a new office dynamic to navigate. Don’t underestimate the importance of this transition. Instead, consider how much time you can afford to take off between gigs and do what you can to maximize it.

Career experts suggest taking a minimum of one week. Even if you can’t afford to jet to a tropical island, your brain will need that time to neutralize the emotional charge (good or bad) from your previous place of business.

In addition to letting go of the old, you’ll want to be prepared for the new. Recent hires are under more scrutiny from their peers and bosses than company veterans. If you wrap up your old job on a Friday and start the new one on Monday, your first day at the office is going to feel like just another day in the grind. To put your best foot forward, the day you start should be one you greet with eager anticipation. That will be easier to do with some time off.

Now that you’re convinced of the benefits of taking time off between jobs (or if you’ve been reading so far saying “duh”), the question becomes how to get it. Here are seven strategies for negotiating some breathing room.

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The Single Smartest Thing That a Hiring Manager Can Do

By Dr. John Sullivan, contributor for

If you are a corporate manager, you already know that you routinely spend a significant portion of your time trying to motivate your employees.

On average, I estimate that encouraging, cajoling, and the worst part, having to hang around just to ensure that your employees are continuously working takes up to 50 percent of the average manager’s time each week.

If you don’t believe my estimate, ask a few managers to keep a work log for a few weeks if you want an accurate time for your firm. You might go a step further and ask a few of your managers if they enjoy trying to motivate and if they are good at it, because you’re likely to find that they dread every minute of it. 

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I LOVE It When You Interrupt Me!

By Dawn Burke, fistful of talent contributor

Actually, I don’t some of the time.  I work in an open office environment, which I must admit is pretty awesome 95 percent of the time.  The other 5 percent can get a little squirrelly, because, let’s face it, the world is made up of two types of people: a) those who don’t have boundaries and b) people who are afraid to tell the boundary-less people to back off.  That chemistry creates fertile breeding ground for “interrupters.”

Here is a list of interrupters I encounter:

Click to read more ...


4 Tips for Women Getting Back Into the Workforce After a Leave

By Brian O’Connell for MainStreet

Women are much more likely than men to leave the workforce, usually for maternity leave or to care for an ill family member, but they tend to come back faster than conventional wisdom may indicate — on average, within a year of having a child, according to the U.S. Census.

For women looking to step back into the workforce soon, the watchword is “confidence,” especially given at least some uncertainty among employers in hiring applicants now viewed, fairly or unfairly, as having a gap in their resume.

That means taking control of the conversation with employers right away.

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How to Create a Workplace You Would Love To Work In

article courtesy of David Lee, Founder of HumanNature@Work 

My vision is to create a world I want to live in.” – Peter Bregman

Peter Bregman, founder of the Bregman Leadership Institute said this at a recent (and amazing) leadership program.

While his vision deeply resonated with me on a personal level, I also found myself thinking about what a great message it would be when applied to the workplace.

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By Tim Sackett,

I’m going to put this into a car analogy.  Reliable is a Honda Accord or a Toyota Camry.  Flashy is a Chevy Camaro or a Dodge Charger.  You really can’t be both. In the auto world the closest thing to being both is a Tesla, and most people can’t afford one of those!

You either lean one way or the other.  If you want flashy, you are comfortable with the fact you might not get to work every day, because those cars tend to break down more often.  If you want reliability, you probably aren’t turning any heads, but when you turn your key that engine is starting every time.

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