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Industry News

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 


Revising And Updating Your Resume

Before you start your job search, you will have already written a resume that serves as a representation of your job history and experience. In addition to listing information about your prior job experience, this resume will also mention your special skills and qualifications that make you suitable for the positions that you are applying for. You will also address what some of your personal business goals are for your career; this can serve to give an indication of who you are as a worker to your potential employers. There may be times, however, when you will need to revise and update your resume so as to better adapt it to the job you are applying for.

Why You May Need To Revise Your Resume

If your resume is currently not getting a good response, a revision may be in order. You may not be getting attention because of a lack of work experience, which may be why you want to revise your resume so that your more pertinent skills are highlighted. You may want to consider taking your listed jobs out of a chronological order and instead list them according to the relevance they will have on the position that you are applying for. You may also want to look at your stated skills and include any job skills which you may have previously left out.

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Independent Contractor or Employee?

The answer to this question is one that is being looked at very closely by both federal and state governmental agencies. If answered incorrectly by an employer, the door could be opened to serious consequences. Over the past year, various federal and state agencies have indicated they will begin to more seriously investigate employee classification issues – with emphasis on workers misclassified as independent contractors instead of employees. The Internal Revenue Service (IRS) began intensive audits of 6,000 randomly selected employers in February of this year. The key objective of the IRS audits is to determine whether employers are attempting to save on taxes and legal risks by incorrectly classifying workers and recover any lost revenue.

The U.S. Government Accountability Office (GAO) recently reported that employee misclassification “could be a significant problem with adverse consequences,” as it reduces the amount of tax revenues that flow into federal and state governments. This is because Independent Contractors are not covered by most employment laws (as they are not considered “employees”) and payroll taxes are not assessed against monies paid to them. The Federal government estimates that between 1996 and 2004 it lost an estimated $34.7 billion in tax revenue due to the misclassifications of Independent Contractors. In 1984, the IRS did a study and estimated about 15% of employers nationally misclassified a total of 3.4 million workers as Independent Contractors. A 2005 Bureau of Labor Statistics (BLS) report indicated approximately 10.3 million workers or 7.4% of the workforce were classified as Independent Contractors.

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Who's Hiring at the Most Admired Companies

Anybody can win unless there happens to be a second entry.” - George Ade

What better place to work than a company that’s been rated as one of the most admired companies to work for? Not only can you get paid for what you do, but maybe you will love working at a company that is so highly regarded. So how do you go about getting a job at one of these companies? There are several ways. The best would be if you know someone who works at one of these companies. You can find this out by leveraging LinkedIn (don’t tell me you are not a member). Another method is to look at their company career sites (one of the purposes of today’s post) and post your resume or apply for a job. Even if you don’t see something that matches your skill set, it is important that you register on the site (where available), post your resume and create a job agent (if the site allows).

  • ArcelorMittal - With locations in over 60 countries, ArcelorMittal is “the world’s number one steel company” (according to their website). Their careers page leads with an company overview, followed by links for what ArcelorMittal can offer you and working at the company. You can register at the Jobs Market Worldwide link. There are additional links on the left hand side of the page for Experienced Professionals, Graduates, Students and Interns and more.

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47 Ways to Improve Your Sales Presentations

The ability to deliver a great sales presentation can make the difference between hearing, “Thanks, we’ll think about it” or “Sounds great, let’s get started!”

Here are 47 strategies that will help you improve your sales presentations and close more sales:

1. Before your presentation, ask, “What’s changed since the last time we spoke?”

2. Start your presentation by summarizing your understanding of their situation.

3. Adapt your presentation to the customer’s natural personality style (Driver, Influencer, Supportive, Analytical).

4. Don’t waste the customer’s time by talking about aspects of your business, product or service that have little or no relevance to their specific situation.

5. Do not force your customers to be passive bystanders. Get them involved in the presentation.

6. Involve and engage them in the entire sales process. Use questions. Ask them to share their thoughts and comments.

7. Encourage your prospect/customer to pick up the product, touch and feel it. This creates an emotional bond and is a powerful way to engage them.

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Great Leaders Never Miss A Teachable Moment. They're Too Precious.  

Janet, a company middle manager was involved in discussion with a co-worker when a blundering error made by the co-worker came to the surface in the conversation — at which point Janet lost her composure and ripped into the co-worker with gross indignation and disrespect.

The whole escapade was witnessed by Janet’s supervisor, Phil, a senior executive, who instantly saw her behavior as well outside the boundaries of ethical treatment and fair play by a manager.

I heard this story about a year ago when Phil was telling it during a strategic planning retreat I was leading, with his entire leadership team present. 

His point centered around how difficult it was to “manage” Janet, who often went off on these tirades.

Sensing that no corrective discussion happened after the incident, I paused momentarily and then asked Phil the same question I always ask when I hear a story like that… 

“And exactly what did YOU do, Phil, when Janet did THAT?”

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When Should Performance Coaching End and Termination Begin


When do I know it is time to stop coaching someone, stop trying to make them fit in, and just let them go? The receptionist in our office is basically a sweet kid, but that’s just it – she is still a kid. I have read your articles regarding knowing when it is time to leave a job, and I believe that is what she needs to do. But how do I tell her that? She is doggedly working because she desperately needs the money, not because she likes her job. Her heart is not in her work at all. (I did not hire her; she was in place when I started.)

She has stated that she wants to succeed in the company, but her actions have not reinforced that statement. She often rushes through her work (which adversely effects the quality of her work), or looks for ways to push projects off onto others, or blames others for things that go wrong, but yet she was very disappointed when she was passed over for a promotion into a new administrative assistant position. She projects an attitude of “it’s not my job,” and “I’m not getting paid for that.” I could never count on her to come in early or stay late in a work emergency. She is going to school in the evenings, and that takes priority over any work needs that may spill over 5 p.m.

Our business is very image-conscious. Her grooming and attire are less than desirable for her role (although a bit better since I specifically outlined that she needs to present a well groomed, professional appearance). She says she’s not a “girly girl,” and that she can’t afford, nor is she interested in, clothes, shoes, or haircuts. (I have considered offering a clothing allowance, but if she is genuinely not interested in her appearance, I don’t think that that would help.)

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Do You Give Others the Most Appreciated Gift?  

Last month, two different CEOs of similar-sized companies — both somewhere between 100 and 130 employees — gave me walking tours of their offices and plants inside the same week.
And I couldn’t help but notice the stark contrast in their styles.

One walked from beginning to end at a fairly brisk pace.  Head mostly down.  Acknowledging a few people with a “hello” or “good morning”.  And occasionally pointing out a few key areas to me with explanatory dialogue.
I made eye contact with almost everyone we passed, greeted them, and couldn’t help but notice that several veered away when they saw the CEO approaching — while others seemed shy or reserved in greeting him.

Frankly, this wasn’t out of the ordinary for most tours I’m part of.  

The second CEO was very different.  He bubbled over with conversation.
He walked me much slower through the entire company.  Greeted everyone by first name.  And often inquired if they had a good weekend or asked about a particular family member’s recent illness, trip or event, with sincere, genuine interest.  His eye contact was locked in, and he stayed focused on their response without distraction.

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Hiring Trends and Tips for Spring 2010

Whether you’re a new college grad or a seasoned executive, if you’re hitting the pavement in search of work this spring, here’s good news …

After more than a year in the dumpster, hiring appears to be on the upswing with employers in the Twin Cities and other metropolitan areas.

“Things are ramping up exponentially. This year, we’ve seen a lot of upper managers and directors being hired,” says Linda Forseth, President of recruiting firm IQ Staffing Solutions, in Spring Park, Minn. (

Forseth reports about a 90% increase in job placement requests from corporate clients since September 2009, and expects hiring needs to trickle down in the coming months. “As companies get their top-end needs filled, they look at bringing in the troops behind them.”

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Keeping Your Job

If you’re not the lead dog, the view never changes” - Anonymous

I’ve spent so much time providing advice and leads to people looking for a job that I’ve actually not thought about those who want to keep the job they’ve got. If you’ve worked long enough you’ve seen someone (or know someone) who has lost their job. If the company goes bankrupt, not much you can do, but there are many things you can do to keep from going to the top of “the List”. Some people implode, explode, lose their edge, lose their ambition and lose their job as a result. Downsizing is a difficult process to live through (and survive), but even in the best of times there are people who lose their jobs for the wrong reasons and for wrong actions (or lack of action) that could have possibly kept their jobs had they focused on a few basics. Yes, many times nothing you do is going to help, but it helps your state of mind if you’ve done everything you can to keep your job. And who knows, maybe these tips will help you keep the job you’ve got.

Keeping Your Job:

  • Top Ten Tips: How To Keep Your Job In Today’s Economy - This article, from, provides ten useful tips for keeping the job you’ve got. From Don’t Do Poorly to “I’m just happy to have a job”, these tips will give you some of what you’ll need to keep your job in tough times. There are additional links at the bottom for related articles such as “How to Make Your Current Job Work”.

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Six Tips for Women in the Workplace

I recently responded to a concern from a woman who worked for a government agency. She reported winning several awards a year, but not being promoted as she has special needs children: “ The employer felt [her] “family responsibilities” might interfere with [her] ability to handle increased responsibility.” She felt burnt out at work and stressed at home.

The employer has control in an employer/employee relationship. As an employee you can’t force your boss to give you a promotion, more benefits, a raise, etc. Sure, if an employer does something really egregious you might spend a lot of time and money in a legal battle. I doubt this would enhance your life!

Women struggle with work and family issues, especially. Not only do they have concerns, but employers do as well. Having been on the hiring end of business, I have often considered potential for pregnancy (and maternity leave), sick children (time off from work and productivity), work interruptions (spouses, schools, sick children). These possibilities may be unofficially factored in to a final decision for hire or promotion, trust me. That having been said, ours was a family (and dog) friendly office where there were frequently children or spouses who were known and addressed by name…

Follow these tips for women in the workplace, looking for work, or looking to change jobs is to:

  1. Realistically assess your abilities, goals, and family needs. This is sometimes difficult to do. Women, especially, are barraged with media and societal messages that push them to climb the corporate ladder and/or demand what they’re due. I know many woman who have left the corporate zoo for better quality of life in a “lower” level position. Most readily tell me it was the best decision they made and they wish they had done it sooner. Many share that they worked hours more than they needed to in the hopes of climbing the proverbial ladder only to realize in hindsight that they never had a chance of climbing up one more rung…

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