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Choice Logistics Hires Global Leaders; Positioned for Growth

Choice Logistics, the leading provider of enterprise-grade supply-chain solutions, today announced the hiring of seven senior leaders from blue-chip corporations. Each strategic hire was for a different position and each resides in a different global market.


If you love your job, don’t read this.

We wouldn’t want to tempt you with our great  new job opportunities 


Why You and Your Candidates Should Never Accept a Counteroffer 

For the sake of this article I’m going to assume you know how to qualify your candidates from the moment you speak to them until they’ve signed the offer letter and started. I’m going to assume you’ve been communicating effectively with them throughout every step of the process and have been asking quality questions to ensure you’re not getting “sunshine blown up your skirt.”

There’s nothing 100% foolproof and guaranteed, but good methods of pre-qualifying candidates regarding counteroffers will make your life less stressful and more financially rewarding. In addition, if you are straight in your qualifying methods you may even weed out the candidate who would accept the counteroffer and possibly leave you hanging.

First, I know the word “never” is a strong one. I don’t use it lightly or without substantial consideration as my world, both personal and professional, is gray. In this case I believe accepting a counteroffer is positive in a fraction of the cases and it’s just not worth the risk.

It can be career suicide. A counteroffer may be both tempting and flattering to the candidate in question. It may be very appealing to a candidate who isn’t truly committed to leaving his job. I have known people who accepted counteroffers and, most often, they regret their actions.

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How to Sell Yourself in the Job Search Process If You Are 40+

Most organizations are looking for young talents with some existing experience. They are seen as flexible, adaptable to the structure and working culture and have less demand salary-wise in return of developing their skills.

While working in recruitment, I personally also received requests from my clients to consider age in the selection process – which of course I refused. Not only is it illegal to discriminate people based on age by European law, but also strategically it is not a wise decision for a company to act so. Why?

In only 2-3 years’ time, on European scale there will be more workforce of the generation 40+ than younger. This means that aging society will start showing its signs in employment. But if the average age in companies will move up and it will be difficult to find replacement for the experienced and soon-to-retire staff, organizations need to value more the generation 40+.

There are lots of companies out there that don’t even bother doing evaluation or career planning with their employees over 40, whereas their interest should be exactly the opposite – keeping them motivated and building on their strengths and experience. A young and motivated new hire might be more engaged in cold calls, but why not use the experienced ones for key account activities due to their client knowledge or how about product development / marketing due to their product and market knowledge? In general, this generation is already clear with expectations in terms of promotion, so why not give them more varied activities, let them coach or train new staff or involve them in strategic planning?

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Social Media Is a Game Changer for Business Hiring

Two years ago, David Griner took to social networking websites to hire a social media strategist for his employer. He was promptly rewarded with the best applicant pool he’d ever had.

“It started just as a natural fit to advertise social media jobs, but now, that’s really the first place we go for everything,” said Griner, the digital content manager for Luckie and Co., a Birmingham, Ala.,-based marketing agency. 

Like Griner, many small businesses have found LinkedIn, Facebook, Twitter and company blogs to be valuable hiring tools. The sluggish economy has only accelerated this trend, according to Jessica Miller-Merrell, the CEO of Xceptional HR consulting firm. 

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Why You Must Post a Photo on LinkedIn (and Which One to Choose) 

By Louise Fletcher

Many people resist including their photo on LinkedIn and there are legitimate concerns about this. Perhaps you worry about discrimination. Perhaps you don’t like the photos you have available.

But the truth is that LinkedIn profiles without photos are far less effective than those that include one. There’s something about seeing that faceless icon in a long strong of search results that makes it much more unlikely a recruiter will click on your profile to read more.

Having a profile without a photo also makes it less likely that people will accept your requests to connect and this is a key benefit of using LinkedIn.

Adding a photo is easy, but the question is what type of photo should you use?

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The Best Way to Take Control of Your Job Hunt

Wouldn’t it be nice to have a little more control over your job search? It’s frustrating applying over and over again for jobs and never hearing back.

When you apply online, the odds are against you unless your qualifications exactly match what the employer wants. (In other words, unless you are applying for the job you already have.) It’s not impossible to land an opportunity via an online application; many people do find jobs that way, but it doesn’t change the fact that you’re not likely to get hired from a resume drop.

What should you do instead? Stop looking for a job. Start looking for a company.

You may be surprised, but it may be the best career move you never considered. Instead of spending all of your time searching for appropriate job descriptions and targeting your resume to apply for them, you should consider shifting some of your efforts to identifying organizations whose goals are in line with your interests and whose problems you know you can solve.

[See Don’t Look for a Job, Make the Job Come to You.]

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Hiring Out-of-Town Candidates

The perfect candidate isn’t always located in the same city as the position. Of course if that candidate lives in a city that has taken a huge housing market hit, they may not be willing to relocate. You will have better luck recruiting a candidate for a position that requires relocating if they will be able to sell their home quickly. So bearing that in mind we thought we would let you know the top 11 cities where homes are selling fast according to

1. Oakland, California
Median days on market: 50
Median list price: $319,000

2. San Francisco, California
Median days on market: 63
Median list price: $639,0000

3. Denver, Colorado
Median days on market: 66
Median list price: $259,000

4. Iowa City, Iowa
Median days on market: 66
Median list price: $259,900

5. Los Angeles-Long Beach, California
Median days on market: 70
Median list price: $345,000

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7 Myths of Recruiting with Technology

By Mike Ramer

I had a phone call yesterday with a prospective client who starting our conversation with: “I think recruiters are a dying breed.” He thought the Internet and technology were going to do away with search consultants and third-party recruiters.

I explained to him why this won’t happen. In fact, I believe technology is shining the light brighter for why recruiters are needed now more than ever. When we were done with our phone conversation, he wanted to meet one of my candidates.

The Internet has changed recruiting forever. It is a virtual, global, 24-hour job fair. It gives recruiters – and employers – the unprecedented ability to research and reach candidates anywhere. And now with social media, recruiters can find and engage prospective companies and candidates online fast.

The key to this treasure trove is knowing what online tools to use and how to use them. LinkedIn, Twitter, Facebook and other social media each have their unique purpose. Today, recruiters can create their own media network to market, brand and broadcast their messages. The real value begins when recruiters connect their online networks and leverage across platforms.

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5 Bad Bosses (and How to Handle Them)

Developing a good relationship with your manager might be the single most important move you can make at your job. At the most basic level, your boss is the key to your next promotion or raise. A good manager will help you excel on the job, and pave the way for your next career step; a bad boss can cause your 9-to-5 to feel like (or actually become) a 9-to-9 — draining your motivation, damaging your emotional well-being and torpedoing your performance.

The trick with a bad boss is to learn how to manage up, wresting back control of your career by creating a more positive work climate. “The key is to understand the motivation behind your boss’s behavior — good, bad or indifferent. Once you understand that, you’ll have clues as to how to deal with him,” says Vivian Scott, author of “Conflict Resolution at Work for Dummies.”

Here are five of the most common boss types you’ll encounter — and a few tricks for managing them.

The Vague One

Ravi Kathuria, president of the Houston consulting firm Cohegic Corp, says that he once worked for a cagey character who never made his desires clear. “He would say that he likes to keep things ambiguous for his management team,” say Kathuria. “His belief was, that way, they would develop better solutions.” In real life, however, the strategy was a failure: “It created confusion in the management ranks. His team never knew where they stood with him.”

To focus a flighty leader, you’ll need to pin him down and get details. “If he says, ‘I just want us to be successful,’ ask, ‘What would success look like?’” suggests Scott. Ask for as many specifics as possible: how many units you’d need to sell or what profit target you should hit, for instance, or if the deadline you’re working on will meet his goals.

Don’t be shy about touching base early and often. If your boss is sending you off on a fishing expedition, at least know what you’re supposed to catch.

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Social Networking Etiquette and Job Search

Nowadays with the internet and social networking there is very little separation between personal life and professional life. With that in mind there are some very simple steps you can take to ensure that you are enhancing your personal relationships without harming yourself professionally in the long run.

We have previously discussed the importance of personal branding and the use of social media and networking in building your brand. Because a lifetime of resume building can be undone with one ugly message or one bad picture, let’s now consider how you can use social networking etiquette to ensure that your personal and professional relationships coexist harmoniously.

Here are some guidelines:

1) Before you say or post anything using social media, think first whether or not you would do or say those things to someone in person.

2) Don’t post any picture of yourself or of your friends that could compromise your professional image. 27 % of prospective employers say that they have used the internet to find information on prospective job seekers. Unflattering pictures of you half dressed or at a party is not the image you want to portray.

3) Keep in mind that everything you say and every picture you post can be seen by anyone: your grandmother, friends, colleagues and even your boss.

4) Be honest, cautious and selective about any information you share.

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The Low Down on Loss on Sale

There is no doubt that today’s real estate market is having a dramatic effect on relocation. According to a recent survey conducted by the ERC 93% of respondents reported “slowed real estate appreciation at the old location” was the biggest reason their employees did not want to move. (See the Reluctance to Relocate Graph below) It is not hard to see why when you hear data like that from National Association of Realtors (NAR) showing the average price of an existing home dropped $49,100 between 2007 and 2009.

Many companies and recruiters are asking what they can do to combat a candidate’s objections, and their reluctance to relocate? One way, is to consider adding a Loss on Sale benefit to the relocation package.

The Loss on Sale benefit reimburses candidates for any loss they may have on the sale of their home due to the economic conditions in their market. It is defined as the difference between the net purchase price of the home and the net selling price of the home.

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