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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 

Tuesday
Sep012009

Your resume: What's in a name?

Many people list their full name at the top of a résumé, for example: John Paul Smith. While not required, there is certainly no problem with this. It looks professional. It makes your Mom proud. (My mom loves seeing my full name written out on important documents.)

But, what if you go by your middle name? If Mr. Smith actually goes by the name of Paul, presenting his name this way gives the impression you are a John. This is how you will be addressed on the telephone, in an email, and how you will be introduced in an interview. Why create the hassle? Consider John (Paul) Smith. Or my favorite, J. Paul Smith.

Similarly, what if Mr. Smith actually goes by Jack? Some think a nickname has no place on a résumé, but again, why create confusion? It’s not uncommon for someone in this situation to have reference letters or even awards or certificates in both names – sometimes John, sometimes Jack. Modifying a title to John Paul (Jack) Smith, or John (Jack) Smith can clear this up nicely.

Lastly, what about those tricky gender neutral name like Ashley, Alex or Ryan? Including the Mr. or Ms. prefix can avoid that awkward moment when an employer calls for Mr. Smith only to discover he’s a she.

By Natalie Joan

http://www.nataliejoan.ca/resume-blog/your-r-sum-what-s-in-a-name-

Article 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 searching for entry level jobs and other career opportunities.

Wednesday
Aug262009

Top Tips For a Killer Resume

Hoping to land your dream job or just a position that will help you earn some spare cash over the summer months? Whether you’re applying to be the chief financial officer of a multinational corporation or trying to become Walmart’s newest customer service rep, a great resume is essential. Here are some tips to make yours stand out.

1. Know what you want: Your resume should clearly state what type of job you are looking for and what you are hoping to achieve in your career. This is also known as an objective, and it is an essential entry on every resume.

2. Keep it concise: Your resume isn’t a long, detailed document that tells potential employers your entire life story. Avoid using lengthy paragraphs and opt for bullets and short sentences instead. Your resume is simply a snapshot of your education and experience so there’s no need to go into great detail. Your prospective employer can always ask you to elaborate during the interview.

3. Be positive: Your resume isn’t the place to be negative. Don’t say you quit your last job because of poor management or long hours. Keep it upbeat, and never trash a former employer on your resume or in an interview.

Click to read more ...

Tuesday
Aug252009

Can Oprah Winfrey Work Her Magic for Job Seekers?

I was watching “The Oprah Effect” on CNBC this weekend. Like most viewers, I was wowed by the sheer amount of influence this woman has on…well, just about everything, I suppose. A true success story, Ms. Winfrey catapulted herself into a multi-billion dollar enterprise and became The Voice On All Things Important—and some not so important. In fact, Oprah has so much influence that a recent show she did about Twitter increased the hits by a whopping forty-three percent as compared with a week ago! Very impressive! (If you missed “The Oprah Effect”, you can watch it on Hulu or check the CNBC schedule for showings.) Anyway, as I’m watching the show, it got me thinking: If Oprah can turn a no-name product into a flying-off-the-shelf one, can she do that for job seekers as well? Granted, she endorses some products that the average person either can’t afford or has no use for (like $65 t-shirts), but that’s beside the point. And, as some folks suggest, she endorses pseudo-science and other “quackery”, such as “The Secret” and good old Dr. Phil. Of course, it’s her show and she can do what she pleases. But here’s what I am suggesting:

Ms. Winfrey, why not put aside, say, one show a week and play match-maker by profiling job seekers and inviting employers to discuss their openings? If you can convince your viewers to buy $12 bars of soap and $6 cupcakes, I would imagine you can “subtly” convince employers to start hiring people (or else!).

And, perhaps add a page to the career pages on your website that features the “Job Seeker of the Week” and help people get back to work! P.S. — Oprah (er…I mean Harpo Productions) is hiring.

By Lorraine Russo

http://undergroundjobnetwork.com

 

Article 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 searching for entry level jobs and other career opportunities.

 

Monday
Aug242009

What To Do When Companies Aren't Saying Yes

I would like to share a personal story with you. I remember a couple of really lean months after I started my business. My husband and I would sit down at the table and I would start to tick off all the things I had done to market my business properly. “I have done everything right…so, what’s
WRONG!?” I would exclaim.

The truth of the matter was, I hadn’t done anything wrong, per se, it just felt like that because I didn’t have the amount of clients that I had expected.

Interestingly enough, in all other ways I had succeeded in meeting all of my business goals and timelines. However, those achievements were overshadowed by the anxiety caused by not having a long line of clients waiting to work with me.

Click to read more ...

Wednesday
Aug192009

What to Look For in Quality Business Cards

Designing quality business cards is all about turning your card into a useful resource for someone searching for information regarding a particular product or service. Your business card is valuable marketing tool which is worth taking the time to fine tune. The key to attracting attention to your business is by turning your business card into a conversational piece. Your business card should be innovative and creative enough for people to remember you by so they can choose to do business with you when the need arises. Your business card represents you and is a souvenir of your business so it is essential you send across the right message and make the proper impact on those receiving your card.

Be as creative with the design of your business card as you feel is necessary for your line of work, but don’t stray away from standard business card sizes. Having odd shaped business cards will prevent your card to fitting into most business card holders and the chances of your card being thrown out increase. Quality business cards incorporate something useful on the back of the card such as an annual calendar so clients and customers will be more inclined to preserve your business card.

Click to read more ...

Monday
Aug172009

Workplace Relations – Building Trust in the Workplace

Relations in the workplace are different from those that we create and develop in our day to day life. Just like our personal relations, our professional relations are also based on trust, faith, and respect. Both types of relations require investment of time. However, basic differences between our personal and professional relations are as follows:

 

1. Relations in the workplace are time-bound and can or cannot be permanent or long-term based.

 

2. Though based on common vision and focused on similar goals, relations at work-place require one to be competitive and sometimes even compete with one another to stay ahead.

 

3. There can only be a possibility of mutual trust, faith and respect and it cannot be one-sided.

 

4. People involved in workplace relations should have High Emotional Quotient and should be able to differentiate between personal and professional emotions.

Click to read more ...

Friday
Aug142009

A Reading List to Build your Work Life Skills

For job seekers and career changers putting together reading lists, the choices are endless.

 

I’m devoting the next two columns to books that have come across my desk recently. This week I’ll focus on guides to building skills in your work life; next week we’ll look at books to help in your job search.

 

· “Being Strategic: Plan for Success, Out-Think Your Competitors, Stay Ahead of Change,” by Erika Andersen, St. Martin’s Press, 2009, $24.95. She outlines a step-by-step approach to developing a strategic mindset for workplace issues.

 

Recommendation: A good book to pass around your workplace to get conversation started about problem-solving.

 

· “Strategic Project Management Made Simple,” by Terry Schmidt, Wiley, 2009, $29.95. Here’s another look at strategy, within the framework of project management.

 

Schmidt outlines painstakingly precise steps for breaking apart a problem, identifying desired outcomes and accounting for assumptions and variables.

Click to read more ...

Thursday
Aug132009

Social Network Candidate Screening - Top Concerns

In September 2008 Careerbuilder.com released their survey‚ “One in Five Employers Use Social Networking Sites to Research Candidates.” Below were the top concerns hiring managers responded they had when checking candidate’s pages.

 

41 percent: References to alcohol or drug use

40 percent: Inappropriate photos or information posted on their page

29 percent: Poor communication skills

28 percent: Bad mouthing of former or fellow employees

27 percent: Inaccurate qualifications

22 percent: Unprofessional screen names

21 percent: Notes showing links to criminal behavior

19 percent: Divulging confidential information about past employers

 

On the flip side; 24% of hiring managers in the study found content on social networks that helped convince them to hire a candidate.

(source: Mobility Magazine‚ February 2009)

 

Recently I read the above statistics. Since I’m a bit of a “numbers guy,” I needed to check it out.

Click to read more ...

Monday
Aug102009

Anatomy of a Decision: 3 Basics Leaders Must Bear In Mind

An ostrich sticks his head in the sand.

 

Leaders can’t.

 

A deer gets paralyzed in headlights.

 

Leaders better not.

 

A turtle retreats into its shell.

 

Leaders seldom have the luxury.

 

And yet …

 

… many leaders are guilty of each one.

 

In the last few days, a giant story has played out on a grand stage, illuminated for all to see. And it is instructive for leaders everywhere.

 

You know the Michael Vick saga. Who doesn’t.

 

Frankly, I’m sick of it. I’m not going to rehash it here. It’s been analyzed to death in all media for over two years.

 

But now there’s a new twist most worthy of discussion. For sports fans and non sports fans alike.

 

For those living under a rock, unaware, I’ll take one quick sentence to recap the story, so the “new twist” makes sense…

Click to read more ...

Wednesday
Aug052009

Younger Workers Getting The Axe; Older Workers Getting Jobs 

CareerBuilder says unemployed older workers are having a tough time finding jobs. A survey released last week says only 28 percent of workers over 54 laid off in the past 12 months found new jobs compared to workers 25-34 who are quicker at finding work. In that age group, 71 percent found a job within 12 months.

 

As a result, says CareerBuilder, 63 percent of the 55 and up group have applied for lower-level jobs, including entry-level positions and even internships.

 

That’s probably not much of a surprise to recruiters; 37 percent of them told CareerBuilder they have received applications for entry-level jobs from retirees and workers over 50.

 

What may well come as a surprise is the rise in older workers and the impact the recession is having on their ranks.

Click to read more ...