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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 Blow it! Thank your Interviewers, all of them

By Shweta Khare, CareerBright contributor

Similar to a first date that went well, you need to follow up an interview with some sort of correspondence. But what do you say and how do you say it? Assuming that you did your research about the position and the company before your interview, the thank you note is easier than you think.

Here are a few sample thank you letters for different interview scenarios:


The informational interview/ 30 minute phone interview

This thank you can be handwritten, but because it was more of a discovery meeting, sending an email on the same day as the interview is appropriate:


Hi Jane-

Thank you so much for taking the time to meet with me today about ABC Company. From my research and information that you shared with me I think I would be a great fit for the position because of my track record in XY and Z. I am very excited about the possibility to work on your team and would love to come to the office and meet with everyone in person.

Again thank you for your time and I look forward to hearing from you!


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HIDDEN JOB MARKET SECRETS: Acing the Million Dollar Interview Question

By Debra Feldman, Job Whiz contributor

It can come near the beginning of an official job interview or sneak up before the meeting is about to close, but under any circumstance, poised executives are always ready to answer the most important question that surfaces in a serious dialogue between decision-makers and prospective employees. Exact phrasing varies but the meaning is clear: “What will it take for you to join our team?” or “What is it going to cost to get you here?”

Does the very thought of being in such a situation make your hands clammy, your heart race and your stomach churn? Would you prefer any punishment rather than confront this? Unfortunately, part of accepting a job offer frequently entails negotiating the terms of employment. Get prepared and save yourself some last minute angst. Here are a few tips to help you face the inevitable with confidence and armed with good advice.

Tips on How to Answer: Advantage Candidate

  1. Do your homework. Be prepared with figures and facts demonstrating your value to the prospective employer. Know your worth in the market. Research what comparable positions with similar responsibilities command in your industry and in your locale.
  2. Make it clear that your goal is fairness. You want to be compensated commensurately with what your colleagues are paid for comparable responsibilities, and you want to be rewarded for superior performance.
  3. Show that hiring you is not an expense but a smart investment. Prove that you will be able to add to the bottom line through increased sales, cost reductions, revenue gains, enhanced productivity, etc. Have tables or charts to illustrate the impact your expertise will have. Use actual data if available.
  4. Never reveal an exact number for your desired salary or what you are currently making. Give a range that will allow you more room to negotiate for bonuses, benefits, time off, etc. because no two jobs are the same, no two candidates are alike. See Tip # 6 below.
  5. Have a bottom line in mind. What is this opportunity worth to you? What will you give up? What can you exchange to make the numbers work? Is there a necessity, must have, uncompromising need? Then, be willing to be flexible on the rest. Think about time off vs. salary, educational opportunities vs. conference attendance, etc.
  6. Remember that this should be a win-win for you and your future employer. Make sure that they understand that you want this job and you are confident that if they also agree that you are the right choice, together you can make this happen. Take the focus off the dollars and put it on the chance to have an impact, find solutions, move forward, etc.
  7. Work this out with your future boss rather than their HR staff person. Only your future boss knows what they need and will go to bat to get this deal together for you. It’s their budget - show them your “other” skills right from the beginning with your abilities to negotiate for yourself!

Grief at the Office: How to Deal With the Worst When You Still Have to Work

By Paolina Milana, the muse contributor

On January 17, 2014, my little sister died unexpectedly. She was just 46 years old.

I got the call late in the day on that Friday afternoon, just as I was wrapping up my workday and figuring out the upcoming week’s deadlines. I immediately shifted into robot mode as I booked my flight back home to Chicago, found a hotel, and began to make arrangements for a funeral I had not anticipated. Somewhere between the calls to other relatives, the choosing of just the right floral arrangements, the decision of where to even have them send the body, I texted my boss to tell her the news. Fortunately, I work for a genuinely great individual who simply texted back, telling me how sorry she was and to “take whatever time you need.”

According to our company policy, the death of an immediate family member warrants five days of bereavement. That’s generous, given that most companies only allow for three days of paid time off, and, sadly, some places of employment have no such benefits whatsoever. Worse, though, there doesn’t seem to be much of a plan at any company for when the real grief sets in, during the days that follow when you are back at your desk, shuffling papers, participating in meetings, and answering questions from colleagues who innocently ask, “So where have you been—on vacation?”

If you’ve recently experienced the loss of a loved one, here are a few thoughts on how to deal with the worst of what life has to offer while still making it through your 9-to-5.

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The Four Keys to Being a Trusted Leader

By John Dame, Harvard Business Review Contributor

Self-aggrandizement and even plain old greed has become standard fare in the executive cafeteria. And yet CEOs wonder why their employees and the public exhibit such a high degree of mistrust toward business and business leaders. The truth lies in the way many CEOs talk and behave. 

Real leadership – the kind that inspires people to pull together and collectively achieve something great – can only be exercised when an executive is trusted. And trust arises when someone is seen acting selflessly. This may not sound like news – indeed the centuries-old concept of servant leadership is based on it. But if it also sounds vague and hard to apply to your own leadership setting, let’s break it down further. People in an organization perceive selflessness when a leader concerns him or herself with their safety; performs valuable service for them; and makes personal sacrifice for their benefit.

I still have the watch my grandfather received when he retired after 50+ years working for a trucking company as a staff accountant in western Pennsylvania. I wear it regularly. Today, of course, very few people make it to a ten or even five-year anniversary with a company – why did my grandfather stay 50?  He appreciated the safety of that workplace – and despite what you might want to believe, safety is up to leaders to provide or deny. Safe is not cutting people as soon as there is a dip in the economy.  Safe is not giving raises to a few executives while colleagues languish with small or non-existent increases.  Safe is not producing extraordinary profits while failing to develop a clear career path and development plan for every employee.  What safe is, is a place where people come to work not worried about whether they will have a job tomorrow, where compensation is fair, where employees feel that they have gotten a little bit better at their job every day, where they feel there is opportunity to advance and learn, and where their bosses treat them like they are important contributors to the betterment of the organization.  Safe makes a great company.

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10 best practices to inspire employees

By Bob Burbidge, Genesis HR Solutions Contributor

I have owned my own business for more years than I care to admit (OK, it’s 30). During that time, I have learned a few things when it comes to supporting the efforts of those who continue to show up each day and make our company what it is. Some were successful, and some not so much.  If I could do it all over again, here are the Top Ten Best Practices I would implement.

1.   Create a well managed Human Resource department

Most business owners will tell you that their most important asset is their employees. If that’s true (which it is), I suggest you create a solid structure that protects it. Nothing does that better than a seasoned Human Resource professional to start, and an HR department as your business grows.

2.   Pay your employees well

Clearly, one of the main reasons your employees show up every day is for what they see in their paycheck. Don’t overpay, but pay them well. Understand the salary ranges that are appropriate for their job description and pay your top achievers near the top of the scale. For those who still have something to prove, pay them a bit less to encourage aspirations for something better.

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When Your Boss is Clueless

I recently have written about bosses being addicted to detail, or wasting time by not appreciating the cost of asking a question.

Several people came back to me and asked me to write about the other side of this problem, when you boss stays so high level that they don’t know what’s going on and don’t understand what needs to be done.

These types of bosses are frustrating because they just want things, big things. And when your boss lacks any understanding about what it takes, it’s hard to negotiate a doable plan.

Here are some ideas about how to make conversations with a big picture (clueless) boss go better.

1. Manage the moment

When your boss says to you, Make it so, just say, Will do. That is what this type person needs to hear in the moment.

Resist the need to start explaining what it will take to make it happen.

Because if you say something like, “here are the things we need to consider to make that happen. We need to do this first, learn this, and fix this before we can complete that…”

You may feel like you are going forward.

…but what your boss hears is you stalling, putting up roadblocks, or giving excuses about why you can’t do it.

Solution: Stop explaining.
Give him the, “YES and GO” feedback in the moment.

Then, once you are off on your own you can study the situation, get inputs, break the task down into steps, start solving problems, etc.

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The 15 Best Cities For Job Seekers This Spring

By Jacquelyn Smith, Business Insider Contributor

Last week the U.S. unemployment rate rose slightly to 6.7% in February, up from 6.6% the month prior — but the labor force participation rate remained unchanged at 63% and the economy added 175,000 nonfarm jobs, beating economists’ expectations.


A new survey released today by employment services firm Manpower Group offers more good news.

Manpower asked more than 18,000 employers in the 100 largest U.S. metropolitan areas about their hiring plans for the three-month period ending in June and found that employers in all 50 states plan to increase their payrolls during the second quarter of 2014.

Of the surveyed employers, 19% expect to increase their payrolls and 4% say they’ll decrease their staffing levels. This yields a net increase of 15% that plan to hire — or 13% when seasonally adjusted, which is unchanged from last quarter and up 2% from the second quarter of 2013. 

“Overall, the second-quarter survey results are positive,” says Jorge Perez, senior vice president of Manpower, North America. “We expect measured, stable growth in new hiring for the coming quarter. In fact, employers have reported the same modest hiring pace for three consecutive quarters now.”

Here are the 15 best cities for job seekers this spring, ranked by the net percentage of employers in each city that plan to hire:

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How to Deal With Difficult People

By Molly Triffin, Dailyworth Contributor

At one point in my career, a slightly senior staffer started freezing me out — failing to invite me to key meetings and leaving my name off memos and emails I should have been included on. I eventually concluded that she might be feeling threatened, so I decided the best tactic would be to show her that I didn’t have Machiavellian intentions. 

The next day, I popped by her office and asked if I could get her advice about a story I was having difficulty with. The following week, I asked if I could run some column topics by her before sending them along to our top editor. Each time, I let her know how much I appreciated her help. And, eventually, it worked — instead of seeing me as an adversary, I was a junior editor appealing to her expertise. She gave me great advice, and even became a mentor figure for me.

Like them or not, we spend almost every day with our coworkers (many of us probably see them more than we see our spouses), and it’s key to our career success — not to mention overall well-being — to get along. Read on for creative solutions to handle the worst of the worst.

The Complainer

Not only is it a drag to work with someone who gripes about everything under the sun (their disdain for Mondays, multiple revision requests on their report, your other co-worker’s loud typing), but their pessimism can color your opinions, too. “Negativity can be contagious,” says Julie Jansen, career coach and author of “You Want Me to Work With Who?” When someone’s bad mood rubs off on you, it can actually have a tangible impact on your career: An analysis of numerous studies published in Psychological Bulletin found that people with a positive mindset perform better at work and achieve more success.

How to deal: The best way to dissuade a downer? “Respond to their complaints with something nauseatingly positive,” says Jansen. “It might take three or four times, but after awhile they’ll realize they don’t have a true audience with you and give up.” For example, if she grumbles about a colleague who turns in sloppy work, reply, “Still, Jen is a great speaker. She makes an amazing impression on clients!” If she whines about your boss, try, “It’s incredible that sales have been up every year under her tenure.”

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Vacation time in America: live to work or work to live?

Vacation time in America has practically become a cultural oxymoron. Sharpening both sides of this double-edged sword, Cadillac ran a remarkably tongue-in-cheek commercial during this year’s Super Bowl that continues to run during expensive ad slots like Sunday night’s Academy Awards. Rather than summarize it, just give it a quick watch, and ask yourself: is Cadillac right? Is our seeming workaholic American mentality really the path to great success and happiness? Or are we legitimately mocked by our non-American friends’ proclamations that we foolishly “live to work” instead of “work to live?” Click past the break to watch the video and read more.

According to Forbes (and Wikipedia; and numerous other sources) America is indeed the only “advanced economy” in the world that does not have a statutorily-required paid vacation period per year. Indeed, the very notion of vacation time in America is almost taboo. If somebody even mentions increasing the vacation time in America, they get dirty looks all around.

Compounding this perception is Silicon Valley’s 80- and 100-hour workweek that’s practically become a status icon of dedication and determination. Countless articles heap reams of praise upon college dropouts and determined 30-somethings who still sleep on couches, eat sodium-laden ramen soup, and rely upon an intravenous feed of Red Bull to keep going 14+ hours day after day after day forgetting to eat, sleep, to forsake the gym, and all but forget about sex entirely. Not a pleasant life then, especially considering the abysmally low success rates of startups which, depending on whom you ask, range from below 1% to maybe a few per cent at best.

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How to prepare for a video job interview  

By Neil Amato, CGMA Magazine senior editor

What’s proper attire for a Skype interview?

It’s a serious question these days as more job interviews are conducted via video chat applications such as Skype, Google Hangouts or FaceTime. Such interviews allow a company to narrow the field without paying for candidates’ travel to in-person interviews.

Paul McDonald, senior executive director at staffing firm Robert Half, said video interviews are more serious than an online chat with friends and that job candidates should pay attention to numerous variables, including background noise and the physical backdrop.

“It’s the same as a phone interview: Make sure you’re in a quiet place,” McDonald said. “Make sure you’re not in the coffee shop with people walking behind you and talking. Go someplace where there’s a high-speed connection that you’ve tested.” And choose business attire over the tuxedo T-shirt.

“Make sure you’d dress like you would for an interview,” he said. “Make sure you’re well-groomed. Make sure you’re looking into the camera.”

McDonald said he learned plenty after his first video meeting: “I thought I was looking at the camera, and I was looking at the screen. Afterward, a colleague said, ‘It looked like you weren’t maintaining eye contact.’ ”

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