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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 

Wednesday
Nov102010

Use LinkedIn to Enhance Your Employment Options

What do Microsoft, Ebay, Netflix, and Target have in common? All these companies (and many more) have used LinkedIn to recruit candidates for employment.

Kay Luo, Director of Corporate Communications at LinkedIn, explains why, “The main reason that companies are using LinkedIn is to find passive job candidates. Another reason why companies are using LinkedIn, is because referrals from their employees are highly valued because they typically have a higher success rate (hence the popular “employee referral bonuses”). LinkedIn helps companies leverage the networks of their employees.”

How Employers Use LinkedIn

One LinkedIn member (who will remain nameless because his company doesn’t know he’s job seeking) I spoke to received an inquiry less than 24 hours after posting his profile. He was amazed at how fast a former colleague found him.

Steve Goddard obtained his current job through LinkedIn. Recruiters working for his employer, VMware, Inc., searched LinkedIn’s database of information for people with relevant skills sets and experience pertaining to VMware’s existing requirements.

The recruiter discovered Steve’s work history, downloaded the information, circulated it to group managers, and then contacted him. After a couple of lengthy phone calls, VMWare scheduled an on-site interview. After that, it was hiring as usual.

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Monday
Nov082010

How to Begin a Job Search

Whether you quit, got laid-off or were let go, people start in the same place when they begin their next job search. Most sources will tell you to start your search by updating your resume to add responsibilities and accomplishments from your most recent work experience. Here’s a different approach.

The first step of your job search is to sit down and think… really contemplate… what you what you envision your next job to be. Then, write out a list of the qualities you want in that position, such as a focus on social media, any job at Disney, or to have the title “Senior Network Test Engineer.” These can become keywords for your search.

Plan out a well-rounded schedule for yourself that you can follow, allotting time for your job search, as well as other activities such as lunches with friends, networking events, hobbies or volunteering.

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Friday
Nov052010

Fifteen Ways to Knock Yourself Out of the Job Search Race

Interviews are challenging enough without competing against yourself. Yet, everyday, thousands of job seekers beat themselves. They knock themselves out of competition for jobs because they do something that irritates an interviewer.

If you haven’t received a job offer, maybe it’s time to determine if you may be doing something to turn off the hiring manager.

Over the past several months, I have been sending out questionnaires to experienced managers to determine the reasons job seekers fail to advance in the interviewing process. After reviewing their responses, I came up with a list of the Top 15 interviewer turn-offs.

1. Lack of preparation

This was the managers’ No. 1 response. Managers had zero tolerance for a job candidate who had not taken time to research the company or the position. The managers reasoned that if someone was too lazy to do the very minimum of visiting a company website, than he or she would be too lazy to meet job expectations.

2. Poor appearance or inappropriate dress

Managers were in agreement that this nonverbal communication was high on the disqualification list for job seekers. Our appearance and the way we dress convey credibility and confidence. Credibility and confidence have a direct impact on our ability to influence others.

3. Arriving late for the interview

When you arrive late, the impression you convey to the interviewer is that you aren’t that interested in the position, or that you are just plain disorganized. Neither one of those impressions is how you want to begin the interview. You either need a very good explanation if you arrive late or the hiring manager must be really desperate to hire someone in order for you to have a successful interview.

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Thursday
Nov042010

The Best Way to Ensure Your Resume is Noticed by Executive Headhunters

Compelling resumes guaranteed to give you an unfair advantage www.vitalresumes.com Executive headhunters are real people (Yes they really are!) and as such are subject to the same emotions as you and me! Therefore when submitting a CV or resume to them when applying for a new job, it is important to observe some dos and don’ts that apply to us all when reading this type of document.

Don’t

-   Use bad grammar

-   Make the document too long

-   Put too much emphasis on the early career

-   Use a photo (Unless you have film start looks!)

-   Eulogize about yourself e.g. a “strong and determined leader with a passion for leadership and team building”. They have read this type of statement a thousand times before and it cuts no ice with them at all. Better to put something along the lines of “An experienced manager with a proven track record of delivering projects on time and within budget” and remember to put proof of this in your listed achievements.

-   List interests such as sky diving or bungee jumping. Such statements can make potential employers nervous.

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Thursday
Oct282010

Still looking for a Halloween costume? Try being a candidate!

It’s that time of year: Halloween! Time to dress up and pretend to be someone else for the day. A perfect time to have your recruiters to try on a costume they haven’t done in a while: Being a candidate to your company!

When was the last time that you actually went through your recruiting process from soup to nuts from a candidate’s point of view? I hope the answer is every month or quarter. But if you haven’t in a while, now is a great time to do it.

Put on your candidate costume, walk through the entire recruitment marketing process and take notes on what you think can be improved. Here are a few areas that might want to focus on:

Job Ads: For most employers, you send to a good deal of recruiting channels through a job ad distribution tool. But when was the last time you actually went to look at your job ads on Monster, CareerBuilder, Craigslist, LinkedIn, etc? I encourage you to look at your job ads and check out two main things. First, make sure that it looks good. Does the formatting look great and do you incorporate your employer brand in the job ad? Second, is your job ad messaging compelling? By this I mean, are you providing all the information that candidates need in order to make a decision to apply and are you selling the candidate on why your company is one they should want to work for? (I’ve gone in more detail on this aspect in the past.)

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Wednesday
Oct272010

A Guide to Employment Reference Checks

Reference checks are a common part of the hiring process, and serve two main purposes: verifying your previous employment and quantifying your work performance. Considering 6% of job seekers in a recent SimplyHired.com poll ‘fessed up to lying on a resume and another 10% answered that little fibs are okay, employers want to make sure they’re making fully educated decisions about whether a candidate is right for the job before they offer them a position.

Some employers may be willing to discuss your job performance, job responsibilities, attitude, and attendance among other criteria, though many employers won’t give out more than a verification of your dates of employment and salary information, depending on company policy. Because of this, prospective employers rely greatly on personal references that you provide to get a sense of your work.

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Monday
Oct252010

How to Explain a Multitude of Jobs

Gone are the days where you signed on for a job with a major corporation and then spent the next 40 years loyally toiling away before retiring with a gold watch and nice pension. Today, the average person will hold 5 and 15 jobs in his lifetime, maybe even more! Many factors contribute to this more transient nature of employment, from women entering and then leaving the workplace multiple times for family obligations to corporate policies that don’t value lifelong employment to the accepted norm of jumping from place to place and switching careers at will. However, with a trail of past jobs, many jobseekers worry that listing every position held might make them look flighty, unstable or incompetent.

One way to manage a good deal of jobs held is to limit your resume to one or two pages. Unless you are right out of school or the experience is still very relevant, it is safe to say that non-career related jobs held in high school and college can be eliminated – no one really cares if you how well you delivered pizza! A person with an excessive work history, very far along in his career (perhaps 20 years or more), and freelancers may still find that they have a too-long list of jobs to report. Some experts say it is best to limit your resume to the last five jobs that you have held. This may work for some, but not for others. For example, what is your most impressive, most productive job occurred 6 jobs ago yet you still gained a great deal of professional experience from it?

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Thursday
Oct212010

What Goes in an Executive Portfolio?

Other than a resume and a biography, what’s included in your executive portfolio will depend both on your background and on your career goals. With a resume limited to three pages at the most, there may be additional information you would like a hiring manager or board to see. Including addendums to showcase items relevant to the work you are applying for is the appropriate way to do this. Concise, one-page sheets on a specific subject is all that you need.

How do you choose what to include? First, consider the level you are seeking. For anyone looking to be hired as an executive, leadership skills are a must, and an addendum with successful initiatives is one way of illustrating this. You can also take it a step further and think about specific leadership skills you want to highlight (for example, turning around under-performing departments).

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Tuesday
Oct192010

Leaders of the New School

By Tanisha A. Sykes 

It’s a tale that has become familiar. An entrepreneur starts a social media company at age 22, builds it up, and enjoys great success. But in this instance, the story is not about Mark Zuckerberg of Facebook or Naveen Selvadurai of Foursquare. It’s about Samuel Feuer.

Never heard of him? Most people haven’t. Feuer is the president and CEO of New York-based MindSmack (No. 114), a mobile app developer with a focus on geolocation. He founded the company 11 years ago, long before Facebook and MySpace and YouTube and Twitter, and guided it along as the concept of social media was created.

Though MindSmack has been around for awhile, the business really took off three years ago when the company got into app development; revenue grew by 2,214 percent between 2006, when sales stood at $123,800, to $2.9 million in 2009. The secret to the company’s success, according to Feuer, is “insanely high standards including less than one minute to respond to customer service requests.”

That is no doubt part of the equation; another part of it is that MindSmack and other companies like it are very good at finding the small opportunities created by big, game-changing technologies, and turning them into profitable businesses. The truth is that even as people make movies about Mark Zuckerberg and fawn over the Twitter guys, the future of social media is very much in the hands of entrepreneurs such as Feuer, who will take the major breakthroughs and move them forward in a million different incremental ways.

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Monday
Oct182010

It's A Simple Gesture, Often Abused, That's The Pinnacle Of Integrity

I’m greatly inspired by a series of new Dodge Ram truck TV commercials.

They’re narrated by Sam Elliott — he’s got that soothing, melodious, baritone voice — and the central theme is Dodge’s 60-day handshake guarantee.  

“If it doesn’t do everything you want it to do… bring it back,” says Elliott in convincing and reassuring fashion.  

Leaders everywhere, take note.

In this age of 23-page, written, legal, cover-your-derrière contracts to protect you from every miniscule eventuality… 

…here’s a company harkening back to the good ol’ days… 

…when a simple gesture… the handshake… was a bond of gold… 

…and breaking that bond was a mortal sin that tarnished your name and reputation.

Dodge is putting it all on the line.  Sure their risk is high.  After all, what if every unscrupulous joy rider who skipped this morning’s integrity pill, walked into a Dodge showroom, bought a Ram, then went on a 2-month pleasure cruise around the country, and returned the truck in a fabricated hissy fit, boo-hooing that the gas mileage was 2 miles-per-gallon lower than what they had hoped.

According to the TV guarantee, they could walk away from the deal.

Dodge, of course, is betting on a higher class of individual making that purchase, and of course, they wisely have a few protections built into the deal.  They’d be fools if they didn’t.

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