The first link was sent to me by a co-worker who used to work for Bridgewater Associates from Dealbreaker. "Be the hyena. Attack the Wildebeast" would certainly be a different motto than most companies as will most of the things you'll read in that article.
Next is The Economist which has a very interesting article about "The Difference Engine" and the wisdom of crowds. How can you apply this to your workplace and the co-workers who make up the crowd?
Then to Monster and Yahoo! for 10 job sectors which are in decline...and what to do if your industry is on the way out.
Lastly we go to Investopedia and Yahoo! for 7 jobs companies are desperate to fill...and how you can qualify for those jobs.
Showing posts with label job market. Show all posts
Showing posts with label job market. Show all posts
Tuesday, January 25, 2011
Thursday, January 13, 2011
Cleaning Out the Links Part 1
Winter Cleaning! I have tons of great links to share with everyone that I will post here at the Astron Solutions blog over the next few days:
The first is from way back in May from ResumeBear and, with the national spotlight on the healthcare, they have a list of the healthiest companies in America.
From back in December about how young entrepreneurs are making their own jobs in this bad job market instead of waiting around to find one from the New York Times.
Then on to ABC News which has tips for interviewing and 5 tips that no one mentions. These are helpful hints not only for the job applier but for Human Resources as well.
Next, from this past week, some advice from TLNT on how you can avoid a people management fiasco at your company like the Juan Williams/NPR case.
Lastly, from FINS we have an article which states there's actually a science behind your employees blowing their bonuses.
The first is from way back in May from ResumeBear and, with the national spotlight on the healthcare, they have a list of the healthiest companies in America.
From back in December about how young entrepreneurs are making their own jobs in this bad job market instead of waiting around to find one from the New York Times.
Then on to ABC News which has tips for interviewing and 5 tips that no one mentions. These are helpful hints not only for the job applier but for Human Resources as well.
Next, from this past week, some advice from TLNT on how you can avoid a people management fiasco at your company like the Juan Williams/NPR case.
Lastly, from FINS we have an article which states there's actually a science behind your employees blowing their bonuses.
Thursday, November 04, 2010
Fake Companies Are All Over the Place
When I was finishing up my Masters studies, I scoured Monster.com, Careerbuilder and Craigslist to see who would hire me. I wasn't sure exactly what I wanted to do (I still don't know), but at the time I was just looking for something that sounded fun and exciting. So when I saw an advertisement for a sports marketing firm that was hiring for an executive training program, I was very excited. I was even more excited when I got a call about setting up an interview at the office in New Jersey. I had no clue what I was in store for, though.
I completed my 45 minute commute to the company's offices in an office park and since I was early, I camped out for a little while in my car and read up on what I knew about the company. From their website they seemed to be a large sports marketing company that worked with the New York Yankees--among other accounts. As I was sitting in the car, I saw many young people leaving the building in suits and thought that this seemed like a cool work environment.
I decided to enter the office 15 minutes early and was surprised to find that the area I was ushered into seemed to be a single office. In the waiting room were a ton of other young people like me in suits and looked much like the people I'd seen leaving the building. I checked in and sat in the large waiting area. Someone came out of the office and a name was called and they went in to interview. Seeing about 10 people in front of me, I wondered how I was going to get interviewed any time soon.
My answer came when the door opened 5 minutes later and the person in there left. I thought this was odd, but figured maybe the interview didn't go well and they were just cutting it short. Except the next person had the same time limit--and the next person as well.
I completed my 45 minute commute to the company's offices in an office park and since I was early, I camped out for a little while in my car and read up on what I knew about the company. From their website they seemed to be a large sports marketing company that worked with the New York Yankees--among other accounts. As I was sitting in the car, I saw many young people leaving the building in suits and thought that this seemed like a cool work environment.
I decided to enter the office 15 minutes early and was surprised to find that the area I was ushered into seemed to be a single office. In the waiting room were a ton of other young people like me in suits and looked much like the people I'd seen leaving the building. I checked in and sat in the large waiting area. Someone came out of the office and a name was called and they went in to interview. Seeing about 10 people in front of me, I wondered how I was going to get interviewed any time soon.
My answer came when the door opened 5 minutes later and the person in there left. I thought this was odd, but figured maybe the interview didn't go well and they were just cutting it short. Except the next person had the same time limit--and the next person as well.
Thursday, July 22, 2010
"No" Doesn't Always Sound The Same Way
We've all been rejected. Whether it be in high school on the person we had a crush on, when we were applying to college, when we've interviewed for jobs, or even when some of us have been let go from that a job that we've all been told, at one point or another: "no". But there's many different ways to say no and doing it in the right way in both the hiring and firing process, a company can help candidates and former employees as well as helping their own self-image. Let's take a look at the three types of candidates and how is a bad and a good way to say N-O.
External Job Candidate
These are the easiest people to say no to out of the three groups we'll talk about, but there are still proper ways to go about this. I know one former classmate who was told they had a prestigious position at an investment bank coming out of business school only to have that invitation revoked once the company hit some skids. How did this person find out they weren't going to be employed at this large bank? The news. Seriously. Instead of calling/e-mailing/writing the candidates to let them know their signed offers were not going to be honored, they instead let the news organizations reporting the story know and the classmate found out by reading about the company online. That's rough--and wrong.
The best way to go about it was done a few years back for me. I applied for a job that was I pretty sure I was under-qualified for--but I really liked the company, job, pay, and thought it would be worth it to apply. After speaking with the Human Resources representative for a few minutes on the phone the day I applied, she told me they were sifting through applications and she would get back to me. She did get back to me--later that evening and told me that they were not going any further with my application. Instead of just not calling me back (which is happened to many people I know plenty of times recently), she called me on her drive home to discuss why they were going elsewhere. She talked me through the strong points in my resume and where they felt I may not fit for the job. She also told me they would keep my resume on file and I shouldn't hesitate to reapply in the future. I was shocked by this phone call and certainly appreciated it. "No" didn't sound like "no" that time.
Internal Job Candidate
External Job Candidate
These are the easiest people to say no to out of the three groups we'll talk about, but there are still proper ways to go about this. I know one former classmate who was told they had a prestigious position at an investment bank coming out of business school only to have that invitation revoked once the company hit some skids. How did this person find out they weren't going to be employed at this large bank? The news. Seriously. Instead of calling/e-mailing/writing the candidates to let them know their signed offers were not going to be honored, they instead let the news organizations reporting the story know and the classmate found out by reading about the company online. That's rough--and wrong.
The best way to go about it was done a few years back for me. I applied for a job that was I pretty sure I was under-qualified for--but I really liked the company, job, pay, and thought it would be worth it to apply. After speaking with the Human Resources representative for a few minutes on the phone the day I applied, she told me they were sifting through applications and she would get back to me. She did get back to me--later that evening and told me that they were not going any further with my application. Instead of just not calling me back (which is happened to many people I know plenty of times recently), she called me on her drive home to discuss why they were going elsewhere. She talked me through the strong points in my resume and where they felt I may not fit for the job. She also told me they would keep my resume on file and I shouldn't hesitate to reapply in the future. I was shocked by this phone call and certainly appreciated it. "No" didn't sound like "no" that time.
Internal Job Candidate
Thursday, February 25, 2010
Industries Hit Hardest by Job Losses and States With the Highest Taxes
Yesterday we talked about the hiring freeze thawing and the Wall Street bonuses growing, and today we have two more topics to discuss with you.
Investopedia via Yahoo! Finance has an interesting look at the three industries hardest hit by job losses and the job loss market as a whole (H/T Wendy). The amazing part is that since I started working in my current role in December of 2007, unemployment has almost doubled from 7.7 million Americans to 14.8 million. To make matters worse, the article says that the number of workers unemployed for 27 weeks or longer has soared to a record 6.3 million people. And 661,000 have just dropped out of the labor market entirely. These people don't count against the unemployment rate which means that even more people are not working than the unemployment percentage shows.
The three biggest industries hit by jobs losses are construction, transportation and warehousing, and manufacturing. There are only a few industries which have seen an increase in their employment. The temporary help services industry saw a bump as well as health care and the federal government (mostly due to the upcoming census). This proves that while jobs seem to continually be disappearing, looking in the right places shows that hiring is occurring.
Our second article, from The Guardian, looks at the actual tax rates of different US states (H/T Jay). It starts with the premise that many people are complaining at California taxes but California comes in 6th at an average of 10.5% on an average per capita income of $47,706 (2008). The real problem is in the Tri-State Area. New Jersey is #1 with 11.8% on $56,116, New York is #2 with 11.7% on $55,032. Connecticut is #3 with 11.1% on $63,160, with Maryland and Hawaii rounding out the top 5 (unfortunately I get taxed by both New York and Connecticut...eek!).
Massachusetts surprised the author of the post (and me) by coming in at 23rd. The South, while a lower tax rate in many states, also has a lower average per capita income. Wyoming seems to be the best bet to keep the most of your high salary with only 7% on $53,163. Some things to think about when relocating for a job!
Picture from Select Leaders
The three biggest industries hit by jobs losses are construction, transportation and warehousing, and manufacturing. There are only a few industries which have seen an increase in their employment. The temporary help services industry saw a bump as well as health care and the federal government (mostly due to the upcoming census). This proves that while jobs seem to continually be disappearing, looking in the right places shows that hiring is occurring.
Our second article, from The Guardian, looks at the actual tax rates of different US states (H/T Jay). It starts with the premise that many people are complaining at California taxes but California comes in 6th at an average of 10.5% on an average per capita income of $47,706 (2008). The real problem is in the Tri-State Area. New Jersey is #1 with 11.8% on $56,116, New York is #2 with 11.7% on $55,032. Connecticut is #3 with 11.1% on $63,160, with Maryland and Hawaii rounding out the top 5 (unfortunately I get taxed by both New York and Connecticut...eek!).
Massachusetts surprised the author of the post (and me) by coming in at 23rd. The South, while a lower tax rate in many states, also has a lower average per capita income. Wyoming seems to be the best bet to keep the most of your high salary with only 7% on $53,163. Some things to think about when relocating for a job!
Picture from Select Leaders
Thursday, January 21, 2010
"A Common App" for Job Applications
Happy Squirrel Appreciation Day!
When I applied to college, I was happy to find out a school I was applying to used the "Common App". For those unfamiliar with it, this is basically a general college application that you could fill out once and then submit to all schools that would accept it. It saved me time and energy and focused me on finding the schools I was really interested in rather than worrying about what their application requirements were.
The other day I got to wondering: why can't we do this for job searches? Maybe we can call it the "Professional App". Really, why can't there be one generic job application that someone could fill out and submit to any companies that accepted it? Every job application a person fills out has the same information: Name, Address, Past Employment, Education. But for every job one applies to, they need to fill out a separate job application, manually inputting all the same information. Why can't this be standardized into one form? For each company you want to apply to, you can submit this form but still can personalize your cover letter and attached resume. And like the college-bound Common App, the Professional App could have specific answers for specific jobs as well, but keep the common information the same (in college apps these are essays, but in the Professional App, it could be specific questions for the job one would need to do).
For a company receiving applications, there could be benefits as well. They wouldn't have to spend as much money to host their own job application site. The companies would be able to receive applications in an easy-to-use format and would be able to differentiate between candidates easily. And companies should receive more candidates to choose from because of the ease of applying. They may get a few more "lazy" applicants, but with a cover letter still to write and interviews still to do, the talent pool would certainly grow.
Thoughts? Do you think this would work? Would your company use it?
When I applied to college, I was happy to find out a school I was applying to used the "Common App". For those unfamiliar with it, this is basically a general college application that you could fill out once and then submit to all schools that would accept it. It saved me time and energy and focused me on finding the schools I was really interested in rather than worrying about what their application requirements were.
The other day I got to wondering: why can't we do this for job searches? Maybe we can call it the "Professional App". Really, why can't there be one generic job application that someone could fill out and submit to any companies that accepted it? Every job application a person fills out has the same information: Name, Address, Past Employment, Education. But for every job one applies to, they need to fill out a separate job application, manually inputting all the same information. Why can't this be standardized into one form? For each company you want to apply to, you can submit this form but still can personalize your cover letter and attached resume. And like the college-bound Common App, the Professional App could have specific answers for specific jobs as well, but keep the common information the same (in college apps these are essays, but in the Professional App, it could be specific questions for the job one would need to do).
For a company receiving applications, there could be benefits as well. They wouldn't have to spend as much money to host their own job application site. The companies would be able to receive applications in an easy-to-use format and would be able to differentiate between candidates easily. And companies should receive more candidates to choose from because of the ease of applying. They may get a few more "lazy" applicants, but with a cover letter still to write and interviews still to do, the talent pool would certainly grow.
Thoughts? Do you think this would work? Would your company use it?
Monday, October 12, 2009
The Job Market As It Stands
We all know the job market isn't good. Despite any numbers to the contrary, we are pretty sure we'll see 10% unemployment very soon and all of us know at least one person who is currently out of a job. I know of almost 20 people who have been laid off. It's not pretty out there.
The Wall Street Journal says that it will be years before lost jobs return. And some may never return. 7.2 million jobs have just disappeared since December 2007 and there will be many Americans left standing on the sidelines once their unemployment runs out. Sad times.
The New York Times tells the story of a pair of identical twins who are living in New York City, 17 months out of college and are looking for a job--any job at all. There story isn't unlike others that I've heard from peers who are only a few years out of college; the jobs just aren't there.
Lastly, also from The Wall Street Journal, an article about law-firm hires whose first task is finding an interim job. I know some people who have been fortunate enough to receive an offer from a law firm only to have that offer deferred. Banks have also been doing this, much to the chagrin of recent college (and graduate school) graduates. With the tough hiring environment, a deferred job is better for some than no job at all.
The Wall Street Journal says that it will be years before lost jobs return. And some may never return. 7.2 million jobs have just disappeared since December 2007 and there will be many Americans left standing on the sidelines once their unemployment runs out. Sad times.
The New York Times tells the story of a pair of identical twins who are living in New York City, 17 months out of college and are looking for a job--any job at all. There story isn't unlike others that I've heard from peers who are only a few years out of college; the jobs just aren't there.
Lastly, also from The Wall Street Journal, an article about law-firm hires whose first task is finding an interim job. I know some people who have been fortunate enough to receive an offer from a law firm only to have that offer deferred. Banks have also been doing this, much to the chagrin of recent college (and graduate school) graduates. With the tough hiring environment, a deferred job is better for some than no job at all.
Sunday, January 04, 2009
Hyundai Assurance
While watching football this weekend, I saw a few commercials from Hyundai touting their new "Hyundai Assurance" (click here). In this new ad campaign, Hyundai goes after a consumer segment looking for an "out clause" in tough economic times. The ad tells buyers “we’re all in this together” and proceeds to give car buyers the security they need in a time of job uncertainty. This out clause allows the buyer to return the Hyundai if they lose their income within a year.
This seems to be a great idea for a large amount of Americans who are worried about buying a new car for fear they may lose their jobs. I wonder how successful the campaign will become, but judging from the amount of people I watched football with who seemed to respond positively to the ad, it could definitely work. It'll be also very interesting to see how many other companies copy this idea. Would a real estate company having a tough time selling condos try this? Or Best Buy selling you a new High Definition television? Interesting food for thought...
This seems to be a great idea for a large amount of Americans who are worried about buying a new car for fear they may lose their jobs. I wonder how successful the campaign will become, but judging from the amount of people I watched football with who seemed to respond positively to the ad, it could definitely work. It'll be also very interesting to see how many other companies copy this idea. Would a real estate company having a tough time selling condos try this? Or Best Buy selling you a new High Definition television? Interesting food for thought...
Tuesday, September 30, 2008
What I’m Hearing…Plastic Surgery to Get the Job
Last night I watched CSI: Miami. During the show, a tease came on for the 11 PM news. One of their lead stories was people getting plastic surgery or other cosmetic procedures to make themselves more viable in this new job market. Of course I had to stay up for this story – I couldn’t believe what I was hearing!
According to the piece, people who go this route most often opt for Botox or other filler type procedures, followed by surgery. The two women profiled in the story said that using Botox would make them a more viable candidate in the job market because they appear younger.
This got me thinking. It’s undeniable that there is a quiet appearance bias in America. However, I find it hard to believe that a small wrinkle near the corner of someone’s mouth would prevent him or her from getting a job. What happened to the strength of one’s résumé and experience? Given the choice between a great looking candidate and one who has the knowledge and experiences I need for the position, I’m opting for the latter.
After all, laugh lines often come along with wisdom and experience.
According to the piece, people who go this route most often opt for Botox or other filler type procedures, followed by surgery. The two women profiled in the story said that using Botox would make them a more viable candidate in the job market because they appear younger.
This got me thinking. It’s undeniable that there is a quiet appearance bias in America. However, I find it hard to believe that a small wrinkle near the corner of someone’s mouth would prevent him or her from getting a job. What happened to the strength of one’s résumé and experience? Given the choice between a great looking candidate and one who has the knowledge and experiences I need for the position, I’m opting for the latter.
After all, laugh lines often come along with wisdom and experience.
Tuesday, September 16, 2008
The Financial World and the Job Market
It'll be interesting to see the fallout in the job market from the current financial crisis, but some effects are already seen...
The first article is from the New Jersey Law Journal and probably won't work for most of you...but the important part is just to read the title and then find a way to get your hands on the article: Pru Appeals in Suit Charging it Paid Off Plaintiffs' Lawyers: click here
Next, an interesting lesson from Yahoo! News via the AP on what can happen with mergers/takeovers and job layoffs as HP surprises Wall Street in this article: click here
(H/T to Wendy for those)
The Wall Street Journal (with a nice, new look) continues with an article sure to cause a little head scratching to most of America...the Executive job market is still healthy: click here and a video here
Next from the Journal is a very interesting article about trying to get Fannie Mae's and Freddie Mac's employees to stay as the mortgage giants go through some difficult times: click here
Going quickly to the Boston Globe's, Boston.com Monster.com HiringHub HR Center HR Blog, word that this isn't your father's job fairs--something new is in the air: click here
Lastly, in an article form the Journal, we learn that GMAT scores are being canceled...a lesson to employers that sometimes test scores aren't really all that reliable: click here
We've also added a great new feed from the WSJ on our right: click here
Wednesday, September 10, 2008
Finance Getting Hit, Too
Many lament that financial industry salaries continue to grow at abnormal rates through bad economic cycles, but loyal reader Wendy sends in this article from Institutional Investor Magazine which says that fixed-income buy-side analysts are beginning to see the effects of this downturn...at least a little bit: click here
Update 11:50 AM: Missed it, but thanks for pointing out...sell-side also has information: click here
Update 11:50 AM: Missed it, but thanks for pointing out...sell-side also has information: click here
Friday, September 05, 2008
Thursday, August 14, 2008
Staycation
It's certainly a buzzword according to the New York Times (click here) and, well, the Washington Post has been using it since 2005 (click here)...but what does it mean?
The Washington Times has some answers here (click here), but the Orlando Business Journal just reported that fewer than 1 in 10 Americans actually plan staycations (click here)
It's one way of offsetting the high gas prices, and the Arizona Republic has some other ways that employers can help in that process: click here
And, lastly, Thomson Reuters came out with some job data today which says that the job market is softening like the polar ice caps (they left out the part about the polar ice caps, however): click here
:)
The Washington Times has some answers here (click here), but the Orlando Business Journal just reported that fewer than 1 in 10 Americans actually plan staycations (click here)
It's one way of offsetting the high gas prices, and the Arizona Republic has some other ways that employers can help in that process: click here
And, lastly, Thomson Reuters came out with some job data today which says that the job market is softening like the polar ice caps (they left out the part about the polar ice caps, however): click here
:)
Tuesday, August 12, 2008
Senior Job/Junior Pay and the Relocation Blue
We got some great articles today from the Wall Street Journal as we again go from Wall Street to Main Street
First, an article about a new type of downsizing occurring, further obscuring the precarious job hunt--either by the combination of junior and senior positions in a job description and giving it a junior pay or by hiring new senior level employees but also giving them the work that was once done by their subordinates: click here
This is a tricky tightrope for Human Resources to walk...you don't want to be seen as "tricking" someone (as the article seems to suggest).
Next, the Relocation Blues from the Journal's "90 Days" column tells you how to cope with forced relocation (or, as HR, a nice way you can provide suggestions and work along your employees when this occurs for them): click here
Also from the Journal's Career Journal column "Pay Grade", tackling sustainability-related projects: click here
Lastly, from the Johns Hopkins University Gazette, rethinking the future of HR: click here
First, an article about a new type of downsizing occurring, further obscuring the precarious job hunt--either by the combination of junior and senior positions in a job description and giving it a junior pay or by hiring new senior level employees but also giving them the work that was once done by their subordinates: click here
This is a tricky tightrope for Human Resources to walk...you don't want to be seen as "tricking" someone (as the article seems to suggest).
Next, the Relocation Blues from the Journal's "90 Days" column tells you how to cope with forced relocation (or, as HR, a nice way you can provide suggestions and work along your employees when this occurs for them): click here
Also from the Journal's Career Journal column "Pay Grade", tackling sustainability-related projects: click here
Lastly, from the Johns Hopkins University Gazette, rethinking the future of HR: click here
Thursday, August 07, 2008
More Job Data...
This info from WorldAtWork, when taken in tandem, doesn't look all that great...
Average annual medical premium costs increased 6% this past year: click here
Pay increases on a national level are going to be 3.9% for this year: click here
(Doesn't seem to be a very good combination...)
Here are the results of the survey on a state/province level...
Average annual medical premium costs increased 6% this past year: click here
Pay increases on a national level are going to be 3.9% for this year: click here
(Doesn't seem to be a very good combination...)
Here are the results of the survey on a state/province level...
TABLE 1. Average Salary Budget Increases by Major Metropolitan Area (U.S.)
| Actual 2008 | Projected 2009 | |
|---|---|---|
NATIONAL | ||
Atlanta | ||
Baltimore | ||
Boston | ||
Chicago | ||
Cincinnati | ||
Cleveland | ||
Dallas | ||
Denver | ||
Detroit | ||
Houston | ||
Los Angeles | ||
Miami | ||
Minneapolis | ||
New York | ||
Philadelphia | ||
Phoenix | ||
Pittsburgh | ||
| Portland | ||
San Diego | ||
San Francisco | ||
San Jose | ||
Seattle | ||
St. Louis | ||
Tampa | ||
Washington, D.C. |
TABLE 2. Average Salary Budget Increases by State (U.S.)
| Actual 2008 | Projected 2009 | |
|---|---|---|
NATIONAL | ||
Alabama | ||
Alaska | ||
Arizona | ||
Arkansas | ||
California | ||
Colorado | ||
Connecticut | ||
Delaware | ||
Florida | ||
Georgia | ||
Hawaii | ||
| Idaho | ||
Illinois | ||
| Indiana | ||
Iowa | ||
Kansas | ||
Kentucky | ||
Louisiana | ||
Maine | ||
Maryland | ||
Massachusetts | ||
Michigan | ||
Minnesota | ||
Mississippi | ||
Missouri | ||
Montana | ||
Nebraska | ||
Nevada | ||
New Hampshire | ||
New Jersey | ||
New Mexico | ||
New York | ||
North Carolina | ||
North Dakota | ||
Ohio | ||
Oklahoma | ||
Oregon | ||
Pennsylvania | ||
Rhode Island | ||
South Carolina | ||
South Dakota | ||
Tennessee | ||
Texas | ||
Utah | ||
Vermont | ||
Virginia | ||
Washington | ||
Washington, D.C. | ||
West Virginia | ||
Wisconsin | ||
Wyoming |
TABLE 3. Average Salary Budget Increases by Major Metropolitan Area (Canada)
| Actual 2008 | Projected 2009 | |
|---|---|---|
Calgary | ||
Edmonton | ||
Hamilton | ||
Montreal | ||
Ottawa | ||
Quebec | ||
Toronto | ||
Vancouver | ||
Winnipeg |
Monday, August 04, 2008
The Complaint Department
Somebody's got a case of the Mondays!Here's a list of seven employee complaints for this Monday:
1) Your employer is watching over you...even as you work at home (an article about telecommuting surveillance from the Wall Street Journal's Career Journal): click here
2) Your former employer is delighting in your layoff (well this Workforce Management article says that if they do, they're going to hell -- Management hell): click here
3) Your former employer is suing you (this may turn out really, really poorly according to the Laconic Law Blog): click here
4) My employer is making me copy on both sides of the paper among other money-saving operations (Fistful of Talent talks about Budweiser's integration into InBev...a good article also about combining cultures in company's and HR's responsibility in that): click here
5) The superstar employee on my team is getting $20-$25 million in severance (while this is probably not your company, this article is an interesting view on the Brett Favre situation in Green Bay from the HR Capitalist and how they blow the term "Golden Parachute" totally out of the water): click here
6) My young co-workers are hopping from job to job and making more money than me (Perfect Labor Storm 2.0 has an article confirming job hopping among Gen Y/The Millenials): click here
7) I just have lots of complaints (well About.com's Human Resources blog compiled a list of the top ten employee complaints): click here
Friday, August 01, 2008
How Much Is It Worth?
So the Washington Post gave us the idea that the value of a college degree was declining: click here
But the Wall Street Journal says that if that college degree is covered with Ivy, then the value goes up, especially for the starting salaries: click here
In other news...from the Baltimore Sun word about state funds that are being used to boost the YouthWorks program: click here
And the Wall Street Journal has an article today on record jobless claims data that came out: click here
Tuesday, July 29, 2008
Craigslist and The Rest of the List
Among the social networking and various online websites designed to attract job seekers and job posters alike, Craigslist, a website that is more well-know for selling tickets or finding apartments has become a go-to source according to the Wall Street Journal: click here
Personally, I think Craigslist has some advantages and some limitations for both job seekers and job posters, but it is an excellent site to use for posting an open position. It may not be as aesthetically pleasing as Monster or have the name of Careerbuilder or have the social networking opportunities of a Facebook or provide easy searchability like the New York Times jobs website...but with its growing audience and ease of use, it may be the place to be for Human Resource professionals and people looking for jobs in this difficult job market...
From the Boston Globe's Boston.com Monster.com Hiring Hub HR Center HR Blog (seriously, we like to give credit to the articles we post, but can they make this a little simpler?), despite a title that may seem to indicate a different subject, the New York Times admits that women don't just opt out for children: click here
Lastly, an interesting article from the Baltimore Sun on one jail's pre-professional/apprenticeship program: click here
Personally, I think Craigslist has some advantages and some limitations for both job seekers and job posters, but it is an excellent site to use for posting an open position. It may not be as aesthetically pleasing as Monster or have the name of Careerbuilder or have the social networking opportunities of a Facebook or provide easy searchability like the New York Times jobs website...but with its growing audience and ease of use, it may be the place to be for Human Resource professionals and people looking for jobs in this difficult job market...
From the Boston Globe's Boston.com Monster.com Hiring Hub HR Center HR Blog (seriously, we like to give credit to the articles we post, but can they make this a little simpler?), despite a title that may seem to indicate a different subject, the New York Times admits that women don't just opt out for children: click here
Lastly, an interesting article from the Baltimore Sun on one jail's pre-professional/apprenticeship program: click here
Wednesday, July 23, 2008
Layoff Instructions
With massive layoffs hitting all around the financial world (with Wachovia the latest victim yesterday) and trickling down through the rest of the economy, the Wall Street Journal provided instructions on how to deal with being laid off: click here
From the Six-Figure Learnings blog, the "Worse Than Enron Sweepstakes": click here
And lastly, from the Recruiter Review, a title that has a lot of people getting scared about their jobs and the job market "More Job Losses": click here
The New York Daily News provides some instructions on saving your job when your company is bought out: click here
Next, an old article from HR.com says beware of provisions in stock options because laying someone off may vest them: click hereFrom the Six-Figure Learnings blog, the "Worse Than Enron Sweepstakes": click here
And lastly, from the Recruiter Review, a title that has a lot of people getting scared about their jobs and the job market "More Job Losses": click here
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