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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 


What to do About an Employment Gap

Historically, having a significant gap in your professional employment has been seen as a huge negative on a resume. However, given that a May Gallup poll showed that 19% of the American population is underemployed (either not working or working part-time instead of full-time), there are many, many job seekers out there wondering how to handle this resume issue. The good news is that there are ways to present gaps in employment that minimize their impact on your resume.

Fill your time any way you can

Hiring managers receive dozens of applications for every job they post these days. They know as well as anyone how tough the current job market is. Because of this, employers are far less likely to stigmatize a job seeker who shows a recent gap in their employment history—the key is to fill that gap with something that shows that you care about your career.

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Make Better Hires - Try Pre Employment Testing

When it comes to excuses for poor employee behavior, small-business owners have heard it all; from bad hair days to faulty alarm clocks. Sometimes the excuses are part of a chronic problem and it’s best to identify these types of bad behavior right up front. Discovering chronic absenteeism, sticky fingers or bursts of aggressive behavior after the fact is not only bad for business, it’s stressful and expensive too.

Rarely does the hiring of a candidate with high-risk behaviors and attitude end well. At best, these candidates turned employees are terminated without incident other than bad feelings and a lot of wasted resources and time. But occasionally, employees behaving badly are top performers and management prolongs the inevitable; hoping for a personality transformation through counseling, coaching, training, mentoring and a host of other events designed for the employee to see the light. While success is possible, most of these situations still end up in termination after a parade of victims surfaces, ranging from the customer who refuses to do business with you anymore to the co-workers who files a sexual harassment charge to the employee who gets caught stealing from the company.

The case to use pre-employment tests has never been stronger than it is today. The margin of error when hiring or promoting employees in today’s market has shrunk to a level of almost zero tolerance. Even if it was possible to do the perfect interview and expose all the potential and past flaws of a candidate, the time required to do it would make it prohibitively expensive and time consuming. While behavioral interviewing can be effective in the hiring process, effective behavioral interviewing is not fast.

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Why July 4th, America's Independence Day, Is Of The Highest Magnitude To Me

Ever attended — or played in — a championship baseball game in which your team won?  (Or football… or basketball… or hockey… or soccer… or you name the sport.)

Remember that exhilarating feeling when the last pitch was thrown… the game-winning run was scored… the go-ahead touchdown pass was launched and caught with time running out… the winning basket swished through the hoop… the goal buzzer blared as the puck or ball rocketed into the net…

 …and you suddenly realized victory was in the bag and the league trophy was yours?

Remember that rush of cool adrenaline shooting through your veins.  Tingles up your spine.  Goose bumps on your arms.  

 …remember all that?

THAT… is what it feels like, to me, during a fireworks show on the 4th of July.

And a rush of gratitude consumes every fiber of my being.

Yes, this coming Sunday is a most meaningful day to me.  And it gets more significant with each passing year.

July 4th is Independence Day in America.

For lots of kids, it’s just a zany day to twirl sparklers, shoot bottle rockets, and blow off cherry bombs, then impress all the other kids at school with how much trouble they got into.

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If Your Employees Were All Taking Two-Hour Lunches, Wouldn't You Address It?

In these trying economic times, we are all looking for opportunities to save costs and increase productivity. Businesses have a huge opportunity to increase productivity staring them in the face that unfortunately has gone virtually undetected.

What is that opportunity? The reclaimed productivity comes from changed e-mail habits. You think I kid? The research firm Basex recently estimated the cost of information overload to the world economy $900 billion annually. E-mail handling habits are among the top offenders.

Have you ever stopped to observe or consider what your organization’s e-mail culture is? How do your employees use it? How do they manage it? How do they send it? How do they save it? The habits they adopt, whether they are positive or negative, can be contagious and suddenly your business has its own e-mail culture.

Habits? Contagious? When you consider how many impressions these messages have all in each person in your organization daily, you can quickly understand how e-mail practices can become cultural and pervasive.

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13 Steps To Help Secure Your Job

Guaranteed job security has gone by the board in today’s tumultuous, paradoxical world of work.

Companies are laying off people as a result of a declining market for their products. Some employers are using the down economy as an excuse to cull their work force and turn to technologies to get jobs done in spite of the fact that their business is still relatively strong. Many of these jobs will never return. Other employees are outsourcing responsibilities to workers abroad or to contract employees here.

Meanwhile, paradoxically, more workers are quitting their jobs or planning to jump ship just as soon as the market improves. Also more people who are eligible to retire are postponing the date when they call it quits. In other cases, where family incomes have been hit by layoffs of breadwinners, the number of persons seeking to re-enter the workforce is on the rise.

This means massive reshuffling of talent. There is a downturn in employee morale. “Employees feel disengaged with their jobs, which is going to lead to a lot of churn as we come out of the recession,” declares Brett Good, an executive with Robert Half, International, an executive recruiting firm. In this environment, there are forces beyond your control that can disrupt your career path and put your job at risk. But there are at least 13 steps you can take to help secure your employment and advance you toward your career goals.

1. Come to work early and stay late. This schedule demonstrates, like nothing else, that you are making the extra effort. The extra time enables you to plan your day and review your performance at the end of the day. Furthermore, it provides an opportunity to get to know the boss and his challenges.

2. Show a can-do attitude by taking on extra assignments. Volunteer to help others with their work.

3. Recognize that resources, once readily available, are probably now harder to come by. Find ways to do more with less. Be a solution, not a problem.

4. When you come to work leave your personal problems behind. Nobody really wants to hear about your troubles. Dwelling on them diverts your attention and saps the energy you could apply to reaching your career goals.

5. Meet deadlines. Stay on budget. Promise what you will deliver, and deliver what you promise. If you can’t deliver, say so up front and explain why. Be prepared to offer alternatives.

6. Accentuate the positive; don’t complain about your workload. Accentuate the positive.

7. Don’t criticize your boss, your employer or your associates. They are feeling increased pressure on the job the same as you are.

8. Pay close attention to the state of your employer’s business. Know where you and your job fit in. Don’t pass along rumors.

9. Maintain and expand your network of contacts on and off the job. Keep your resume up-to-date…just in case things go wrong with your job.

10. Learn new skills that will improve your performance and prepare you for a promotion.

11. Maintain your sense of humor; but don’t horse around with practical jokes. Work with a positive attitude.

12. Don’t resist change. Be flexible. Manage new conditions and requirements to your advantage.

13. Be sure your boss knows of your contribution and accomplishments. If your employer doesn’t provide regular performance reviews, ask your boss to discuss your performance and your career goals.

These 13 steps can help assure career success in good times and bad.

About the Author:

For more advice on how to accelerate your career during tough times participate in Ramon Greenwood’s Common Sense At Work Blog click > He coaches from a successful career as Senior VP at American Express, author of career-related books, successful entrepreneur, and a senior executive/consultant in Fortune 500 companies. For more free career coaching visit >


What’s the Current Job Market Like?

It’s a question that’s being asked not just by graduates and students about to graduate from college, but also by people who have spent some amount of time in the professional world – has the job market recovered enough since the huge crash two years ago? Are there enough jobs for all those who are graduating soon? How many more mass layoffs do we have to go through before things start looking up again?

The news from the employment industry is neither good nor bad – while things are not as bad as they were a year ago, they’re not as good as they were before that either. There was a time when jobs were aplenty, and not just the ones that took care of your basic needs. If you were a new graduate with a good academic record, you could rest assured that you would be able to find a job that you loved, take home plenty of money, and also be relatively sure that your job was not going to be pulled out from under your feet all of a sudden.

But then came the crash that burst the bubble, and every industry took a beating. In just a matter of days, people were getting fired en masse, lives and families were ruined, and you were lucky if you had a job to go to when you woke up each morning. Today, the situation is not as bad as it was, but it could still do with further improvement. In general however:

People are still filing claims for unemployment benefits, and although the number fluctuates from week to week, there has been no significant reduction over a period of time.

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Four Building Blocks of the Retention Process

Keeping good employees is critical to organizational success. However, many organizations look at this area as a series of tasks to be performed. This is a process, not a set of tasks…and once that mindset is taken, a comprehensive, ongoing system can be developed to ensure your retention goals are realized. Here are four areas to consider when developing your systemic process.

Building Block 1: Recruit To Retain

Use behavior based interviewing. Ensure that all interviewers are “in-sync”; that is, they’re reading off the same sheet of music. Look at the competencies that will be needed to reach strategic goals, and then hire people who possess those competencies. Use indicator assessments to help you better screen candidates and ensure that the job fit is correct.

Realistically preview jobs; neither overselling nor underselling benefits the interviewee or the organization. And, don’t forget reference and credential checks. In certain positions, full background checks may be needed. Carefully evaluate each position, especially when one becomes vacant. Is a replacement truly needed? Are there better ways of structuring positions?

Look for employee input as well as management input. How does your organization stack up against the competition? If salaries, benefits and other “maintenance” factors aren’t keeping up with the market, the other areas don’t matter. Consider getting outside market surveys for comparative data.

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8 Killer Interview Questions – Candidates to Ask the Interviewer

If you are facing a job interview, you may not think about asking questions yourself when in fact, you can and should. There are many great reasons you should ask questions in a job interview. For one, you want to make sure you are really the right person for the job. You also want to be sure the position you are interviewing for is what you understand it to be.

The job interview process is not just about you trying out for a position but it’s about a mutual understanding of a possible work agreement. This is why these eight killer interview questions can help you determine if this is the job for you and also show the potential employer that you’re right for the job.

On your next job interview, ask these questions:

1. Why is this position open? Are there any key changes since the last person held the role? – This will give you information about the position, the company and anything that might have taken place upon the absence of the previous employee. It gives you a feel for what role you would be possibly stepping into.

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Do You Shoot from the Hip?  

Remember the maverick gunslinger — the bad guy in the old westerns — who rode into town, shabby and unshaven, clanged his spurs all the way up to the bar, slammed down shots of whiskey, and cheated at cards with an ace up his sleeve?

Countless times he would be dared into a showdown in the street.  If he was fast on the draw, he took down many a challenger, and his fearful reputation grew.

In each duel, one thing was always identical for both combatants.

Neither aimed his gun.

They simply drew with bravado and lightening quickness — and shot from the hip.  Hoping the no-aim shot would be accurate enough.

Sometimes it was.  Sometimes not.

That “wild west lifestyle” that led to gun-totin’ street brawls is a pretty good metaphor for how some leaders pilot their organizations.  And how some managers run their departments and teams.

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Who's Hiring from the Fortune 500 - Vol 19

“The height of your accomplishments will equal the depth of your convictions.” - William F. Scholavino The quest for a new job can be taxing and discouraging at times, all the more so if you are unemployed. Companies have picked up their hiring (evidenced by a slight dip in the unemployment rate) after returning to profitability and cutting to the bone over the last few years. The Fortune 500 is a great place to focus your search. Remember, jobs posted on company career sites form part of the “hidden job market” (hidden because they do not always appear anywhere else). Today’s companies range from consumer goods to electronics and collectivly have over 4,000 job opportunities.

  • Tesoro - Ranked 91, Tesoro is “an independent refiner and marketer of petroleum products” according to their website. Their career has a company overview right center page with links on the left hand side for Retail Employment, Experienced Professional, College Recruiting and more.
  • Murphy Oil - An international oil and gas company and ranked 92 on the list, Murphy’s career site has a brief company overview, followed by four areas for search - Corporate, Exploration and Production, Refining and Retail. There were over 3,100 job opportunities across the four categories.

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