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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 


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.”

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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.

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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.

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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.

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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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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?

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Three Rules for a Great Sales Resume

Average sales people are a dime a dozen, but great sales people are hard to find. Unfortunately the best sales professionals usually aren’t the best resume writers. They are busy making the sale and seldom take time to update their resume with their best accomplishments until opportunity knocks. If this sounds like you there are companies who need and want you, but if your resume doesn’t reflect your selling power, you’ll be considered average and not worth talking to. Here are three tips to help you make sure your resume is as dynamic as you are.

1. Your resume must show your level of industry knowledge.

Primarily, recruiters are looking for sales people with industry experience. There are several reasons. One is the learning curve it takes to master a new industry. If you’ve already spent several years in your industry you save your new employer thousands of dollars and months of training. Second, with industry experience comes industry contacts. Every employer loves to hire sales people who have already built client relationships within their industry. Nothing promises “up to speed quickly” like industry experience.

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Uptick in Executive Jobs Seen for 2010

Recruiters are bullish on the outlook for executive-level job hunters in 2010. Slightly more than half of 153 recruiters surveyed earlier this month said they expect a 19% rise in executive-search assignments during the first half of 2010, reports ExecuNet, a networking organization for recruiters and executives. That’s the largest percentage increase since early 2008.

Some 54% of recruiters surveyed in December said they are confident the executive employment market will improve in the next six months.  What’s more, 21% of respondents said they’re planning to add recruiting staff to support the anticipated growth.

Some 54% of recruiters also said they were confident the executive employment market—including assistant vice presidents, CEO and other executive team members, and board members—will improve in the next six months. That was up from 50% in November. “The economy is recovering and companies that deferred hiring and froze work forces are now searching for the talent they need to grow,” says Mark Anderson, president and chief economist for ExecuNet based in Norwalk, Conn. Industries where recruiting activity is expected to be strongest in 2010 include health care, clean energy, pharmaceuticals and high technology, he adds.

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2010 Predictions for the Job Market

What goes up must come down, and vice versa – that’s what the law of nature tells us, and we see it happening in our everyday life. Nothing remains stable, businesses have their high and low points, and people taste success and failure alternately. So if you’re down and out because you’ve lost your job or haven’t had a pay hike since the market collapse in 2008, don’t let depression take its toll on you. Things are looking up as far as the job market is concerned, and 2010 is one year that is going to include all the hiring that was significantly absent over the past two years. If you thought that the economy was going to stay down for a longer period of time, 2010 is the year that is going to change the way you think.  A few predictions for the year ahead relating to the job market and the general state of the economy:

  • Companies are going to begin hiring again, not as vigorously as they used to before 2008, but not as slowly as they did in 2009 either.
  • The second half of the year will see a spike in the number of job positions being created and filled.

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7 Things You Should Have Said at the Job Interview

One common complaint among job seekers is that they go on interview after interview and never receive a job offer. If you fit into this category, consider the possibility that you might be unknowingly sabotaging yourself by offering a weak interview performance.

Below are typical interview scenarios, common job-seeker mistakes and the best way to manage each situation.

Scenario No. 1: The interviewer came out swinging, asking tough but appropriate questions regarding a professional hiccup: your employment gap and job-hopping image. The question either left you stuttering with an incoherent message or sounding defensive because you were confrontational.

What you should have said: When the interviewer read your résumé, she knew about your job- search challenge and invited you in for an interview. As such, your hiccup wasn’t a deal breaker, but a negative response could be one. Explain your situation without getting emotional or hotheaded by saying, “In the past I made the mistake of accepting a position based on salary alone. That mindset led to hopping from one job to another, because I was never completely satisfied. Now, I’m looking to work for a company where I’m compensated well and the company values complement mine.”

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