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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
Feb172010

Don’t put … in your Cover Letters!

Your cover letters are an introductory sales pitch with the purpose of persuading employers that reviewing your resume is a good use of their time.  The last thing you want to do is give them a reason to eliminate you from the candidate pool.  The following topics should not be mentioned in your cover letter:   

-Salary Requirements – Your cover letter is not the place to discuss your salary requirements.  Even if the employer asked for your salary requirements, I would suggest that you don’t provide this information.  Salary requirements are a way for employers to eliminate people who want too much money or to limit your salary if you receive a job offer.  You don’t want to compete for a job based on how little money you’re willing to take. 

-Why you’re Currently Looking – Although you may be tempted to share the reason why you’re currently unemployed or looking for a better opportunity, don’t.  In this economy where mass layoff announcements occur weekly, it’s not necessary to explain why you’re currently looking for a job.  If you are truly compelled to provide this information, wait until the job interview where you can fully explain why you’re looking for a job.  Your cover letter is not the place for this information.

Click to read more ...

Monday
Feb152010

Can You Collect Unemployment If You Resign? – Facts Revealed!

In these tough economic times, many people are being laid off, losing their jobs, and finding themselves relying on unemployment for a few weeks, or even months. However, there are also cases where either voluntarily or otherwise, people resign from their jobs.

The question is, if you do resign, are you still eligible for benefits? Here are the facts:

  • If you resign, whether voluntarily or under duress, you will not be eligible for unemployment benefits.
  • In some cases, the unemployment office will begin to pay out benefits, before this is confirmed. In that case, when they do confirm with your employer that you did, in fact, resign, you will be liable to repay those benefits.
  • Not only can you not claim unemployment benefits if you resign, but you will also probably jeopardize any claim you may have had for unfair dismissal, in the case of a forced resignation.
  • Since resignation is seen as an elective, it is understandable that the unemployment office does not deem it fair, or necessary, to pay benefits to people who have voluntarily become unemployed.

Click to read more ...

Wednesday
Feb102010

10 Tips For a Reader-Friendly Resume

Your resume must capture the reader’s attention within the first 15 seconds or risk being lost in the reject pile.  One key success factor for your resume is its readability, that is, how easily and quickly the reader can absorb your information without loosing interest. To help you gain maximum attention, here are ten tips to keep eyes focused on your resume.

1. Avoid small font. Nothing in your resume should be smaller than 11 point. If your reader has to squint, he’ll end up skimming over the important parts of your resume.

2. Keep your font simple. They may not be the snazziest, but the two easiest-to-read fonts are Arial and Times New Roman. Anything in your resume that causes eye strain de-motivates the reader to keep reading.

3. Don’t write large blocks of text. A resume reader’s attention span just isn’t up to more than three consecutive lines of text. Beyond four lines and your block of text gets ignored completely.

4. Use white space to separate bullet points. The purpose of bullet points is to visually separate text so that your information stands out in easy-to-digest bits. Without white space your list of bullet points takes on the look of an extended block of text.

5. Don’t try to squeeze too much onto the page. A densely packed resume carries a 0% motivating factor— nobody wants to read it! Never sacrifice readability in order to keep your resume to a certain page length.

Click to read more ...

Tuesday
Feb092010

No Longer Available

Companies now have to put on their “selling shoes” to the candidates.  They need to articulate the positive points of the company, culture and the position; create some excitement with the candidate.   Companies are so busy “screening out” that they forget to “screen in” candidates.   We no longer can assume that we have the only position open in a poor economy and candidates should be grateful for this position.

Within the last two to three months candidates are interviewing for one or more positions at the same time.  We no longer have the luxury of “taking our time” to find the right candidate.  The “right candidate” is now coming to the interview while engaged in two to three other opportunities.

In the last six weeks, we had a candidate accept an offer, and in three weeks another company came in and offered the candidate a position that was financially more rewarding with a nice career path.  The candidate took the position.  I had another candidate who had a new opportunity presented to him on January 18th and he had an offer in hand ten days later.  I had to pull him from an opportunity that we presented a month before.  They also did a great job of creating a vision for this candidate.  They truly “recruited him.”

Here are some tips to prevent hearing “The Candidate is no longer available”:

·    Agree on the requirements for the position, and set the interview process up in advance
·    Move quickly (no more then 3-4 weeks) from resume received to offer
·    Make sure to sell the company, opportunity and future
·    Prevent a prolonged or delayed start date

Hope your 2010 is off to a great start!

 

About the Author:

Brett Stevens is founder and President of The SearchLogix Group.  Brett has enjoyed remarkable success in the executive search business in the fields of Software Sales, Logistics, Supply Chain Management, Distribution, Warehousing,  and Transportation. He has achieved the industry’s highest level of professional certification: Certified Senior Account Manager (CSAM). He has received numerous regional, national, and international awards through meeting the needs of his clients. He continues to achieve record breaking performance and has been nationally recognized for those results with The SearchLogix Group.  Brett is a member of The Council of Supply Chain Management Professionals  (CSCMP), formerly The Council of Logistics Management (CLM);  The Association for Operations Management (APICS);  The Warehousing Education and Research Council (WERC), and The IIE (Institute of Industrial Engineers). He has been recognized in many trade and online magazines and is a notable guest speaker and most recently, Brett was recognized internationally by both the American Stroke Association (ASA) and the Prostate Cancer Foundation (PCF) for his fundraising efforts.  You can email Brett at brett.stevenspr@searchlogixgroup.com or telephone him at 770-517-2660 x20.

Tuesday
Feb022010

Interview Preparation; How To Create Your Unique Brand

Almost every article - or career coach - will tell you that in order to do well in an interview - and to ultimately get the job offer, you must “Be Prepared.” But what if you don’t know how to prepare?

- “What does prepared look like?”
- “How do I know what they are going to ask?”
- “How can I make them I hire me?”
- “What if I’m not REALLY qualified or able to do this job?”

These are common concerns and questions - but where do you find the answers?

Tough Job Market

You are more than aware that you are in a tough job market and that you will have to do something to make yourself stand out from the rest of the crowd. You realize that you are competing against the odds.

The question is, “How can you make yourself stand out when there are so many other candidates looking at the same job?”

The answer is: “BRAND YOURSELF.”

Click to read more ...

Monday
Feb012010

Ten Success Principles

Success is a very personal thing. However there are some factors that are effective in any situation.

One of the most important success factors is time management. Time is the most precious element in the world as there is no going back and there is no way of stopping it. It is ever moving forward. Effectively managing your time allows you to achieve more in a shorter amount of time.

Another critical factor to success is self-discipline. This is often a great hindrance to the success of many people. This happens a lot to people who are new to running a business as they have so much to do initially. Self discipline is all about doing what needs to be done whether you want to or not. Self-discipline will carry you through he rough patches in your life’s journey and will help you achieve your goals.

Being hardworking is another critical success factor. This includes working harder than is expected in order to reach your goals. Success follows people who put in the effort. The mindset of hard-work prepares you to be successful. When you get used to some level of success, being
successful in the future becomes second nature.

Click to read more ...

Thursday
Jan282010

7 Steps to Abundant Referrals

Referral benefits for you:

Referrals are by far the best way to find top talent and separate yourself from the weaker recruiters who simply troll the job boards. Your ability to tap your network for referrals gives you impressive credibility when selling your services. This also increases your confidence in the value that you can provide.

Referrals create instant trust with the referred candidate and therefore shrink the process of having selling yourself. Referred candidates tend to be more open with recruiters and less evasive. Referrals are also highly targeted as they come from direct communication with someone in the field.

Benefits for the person who refers:

Do people really benefit from referring candidates to you? The answer is yes, in some small ways, they do. First off, they feel good by being able to help connect people whom they respect. It let’s them know that they are a person “in the know”. Finally, they will likely get better treatment from you if they refer quality people to you.

Click to read more ...

Wednesday
Jan272010

Retaining Star Performers in Trying Times

When the economy is slow and unemployment rates are high, it’s easy to think your employees will happily stay put in their current jobs. But that’s a dangerous assumption. Research shows that voluntary turnover rates increase as consumer confidence builds. This means, as a manager, you need to figure out ways to retain your top performers, even if your company is still in a slump.

There is no doubt that as a manager the pressure is on. As Jay Conger, the Henry Kravis Research Professor of Leadership Studies at Claremont McKenna College and author of The Practice of Leadership: Developing the Next Generation of Leaders, points out, “The largest predictor of whether someone will stay with a company is their satisfaction with their immediate boss.” Your employees are likely looking to you for inspiration and guidance during these tough times, and you may have little, or nothing, to offer them in terms of advancement or compensation. Many companies have reduced or stopped giving bonuses or merit increases until the economy shows greater signs of recovery. Fortunately, as a manager, you have many other levers available to you that can motivate your stars and keep them happy. Relying on those other levers may cost you and your company nothing, but often they have huge value to your stars.

Click to read more ...

Tuesday
Jan262010

Does Our Own Mindset Cause the Talent Shortage? 

Even in this recession, everyone I speak with is moaning about not being able to find the quality candidates they think they need. Maybe they have caused their own problem by narrowly defining jobs, by using yesterday’s criteria to solve today’s problems, and by a lack of imagination.

We (hiring managers, executives, HR folks, and recruiters) set up expectations and define jobs based on what is traditional. We work from habit and past experience. This is not necessarily bad, but may not match our current needs or the available supply.

Some of us say that we cannot find qualified C# programmers, for example, when we all know that there are very few people with good skills in this area. We are left with choices: hunt like crazy on the Internet and elsewhere to find someone we can influence to leave their current position, wait to find a disgruntled one, or decide to do something different. Something different might be to rethink the job entirely so that it more closely matches someone we already know is available. It might be to increase the supply by developing training programs or taking on apprentices. It might be to merge the job with another one. There are lots of possibilities beyond just doing what we have always done.

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Thursday
Jan212010

Job Application Tips for 2010

The following is a short article to help you get started on the RIGHT road to applying for jobs in 2010.

*Read the job description completely! Make sure you have all or most of the qualifications required.

*Provide the exact information required by the job description! If an MS Word attachment of your resumé is requested, don’t send a PDF file. If there is a request for the job title or job code, be complete in your response.

*Send a cover letter highlighting your experience! Focus on your experience and not a lot of flowery words that don’t make you look any better anyway!

*Respectfully ask for an opportunity to discuss your qualifications further on the phone with the recruiter or hiring manager. I’ve often seen people apply for any job they can, jobs that they don’t even remotely qualify for, then brag about how many they applied for today! Is this YOU?

Click to read more ...