December 2010 Archives

Thursday December 23, 2010

How To Mess Up A Phone Interview

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Typically the topic of verbal crutches is something that people are coached on when they are improving their group presentation skills. Verbal crutches are those little "connector" words that all of us use from time to time. These are the ums, ahs, and even in the case of one candidate I interviewed-fabulous, that we unconsciously toss in while we're thinking about the next sentence.

Telephone.jpg Let me tell you-this will KILL and I mean-RUIN your chances for a follow up interview, especially if your first interview is a phone interview.

As the interviewer on a phone interview, I have nothing else to focus on other than the sound of your voice. If that sound is constantly interrupted by an umm, or a ya know, I'm really going to notice it. If the job I'm considering hiring you for has a lot of phone work involved, I'm not going to subject the person on the other end of the phone to your poor verbal abilities. At this point, I don't care if you are the most qualified person on paper-you're out of the running because your message is being lost in a sea of these verbal crutches. It's a very silly way to get eliminated.

Here's how you clean up your act. First, you need to either ask your friends very seriously and honestly if you are a verbal crutch offender. Explain to them how important this is in your job search, and unless they want to hear you whine for an additional six months about not finding a new job-they should help you. Verbal crutches are bad habits that can become more apparent when you're in stressful situations like job interviews, but are probably apparent when your guard is down like when you're hanging out with friends. They don't just appear when you pick up the phone for an interview.

Your other option is to record yourself while you practice for the interview. This can be trickier because you will of course know that you're taping and will make more of an effort to clean up your act, but it could work.

Another option is to just make a conscious effort throughout the day to listen to what you are really saying. Too many times I find that if I'm not completely engaged in what I'm saying and am not truly "in the moment" that I will start umming and ahhing as my brain searches for the next coherent thought. When I focus on the message I'm trying to convey, my speech patterns clean up immediately and I'm back on track. I sound more professional and people have a tendency to not tune me out because they're tired of trying to sort out the wheat from the umm and ahh chaff.

So bottom line, if this could be a problem for you-fix it NOW! Make an effort everytime you say something during the day to really listen to what you are saying-don't tune out! If you want the interviewer to pay attention to you-you need to pay attention to you. For some people, this will be a hard habit to break, but it is well worth the effort, I guarantee it.

- Melanie Szlucha

President, Red, Inc.

Job Interviewing, Resume Writing, Job Search Coaching and Career Presentations

www.redinc.biz

Article as appeared on Career Cube

Wednesday December 22, 2010

How to Offset a Low Salary Offer

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Violet was in a pinch. Her company wanted to hire, and the candidate wanted to accept. But there was a problem: the new job paid less than the candidate was already earning. And neither party was willing to budge.

Fortunately, Violet had a creative instinct. So she called the employer.

"Mr. Employer," she said, "I know you've made your best and final offer. But is there anything besides straight salary we could bring to light in order to get the candidate on board?"

"What do you mean?" asked the employer.

Salary.jpg "How about your company's benefits? Could they have a cash value that might put money in the candidate's pocket?"

"Well, our benefit package is pretty rich," said the employer. "Not only do we pay all our employees' health insurance premiums, we match their retirement contributions dollar-for-dollar."

"Anything else?"

"Sure, said the employer." We also pay a year-end bonus: Last year, it came to five percent of each employee's salary."

"Thanks, Mr. Employer," said Violet. "I think I have some good information I can use to put this deal together."

So Violet got to work. Using a spreadsheet to calculate the value of each of the company's benefits, she found that the candidate would actually get a raise by accepting the offer. But how could she sell it the candidate?

Suddenly, she realized the answer was staring her in the face. So she called the candidate. Using her spreadsheet, Violet explained the various offsets, and how they put money in the candidate's pocket every paycheck. And before she knew it, the candidate accepted the job.

Apples, Oranges and Bananas

Of course, it took more than just imagination for Violet to make her placement; it took some serious number-crunching to find the offsets. But from that point on, Violet never looked at a compensation package--or an offer--in quite the same way.

She found that lurking beneath the surface are hidden dollars that can make the difference between acceptance and rejection. And she also found that if the recruiter doesn't step up and square the circle, it's a good bet no one else will.

Violet discovered that there are three components in every compensation package, some of which are hidden:

  1. Surface cash. This includes salary, commissions and bonuses (year-end and sign-on) that can be measured apples-to-apples against any other package. But there's more: Surface cash can also include offsets from many different types of benefits and perks.

    For example, a company car may be worth $500 or even $1,000 a month that the candidate won't have to spend on gas, maintenance and insurance. Or, a company-supplied laptop or cell phone (for business use, of course) may save an employee a bundle of money, not only in the purchase price, but also for the upgrades. Other offsets might include free parking, tuition for higher education or professional development, or even the cost of a health club membership, if the company has a workout facility.

  2. Deferred cash. This includes company stock, retirement contributions, profit sharing or performance reviews.

  3. Phantom cash. Where a person lives, works or travels all factor into the balance sheet. Sure, it's a given that it's cheaper to live in Sandusky than it is to live in Seattle. But what about property taxes? Or income taxes? Or the cost of private schools, if the public school system won't meet the family's needs?

A candidate doesn't have to relocate to benefit from phantom cash. A ten-minute commute (or a telecommuting position) not only costs less in gas and Starbucks than a two-hour round trip to work; there's a time cost as well. So a shorter commute--or no commute--might reduce the expenses related to child care, pet sitting, or meals and entertainment. Even something as seemingly insignificant as a company's dress code can figure into the cash equation. New clothes and dry cleaning cost money. Going casual's not only more comfortable, it's more economical as well.

Sure, there are times when you just can't reconcile an offer that's low. But when you can put asymmetrical components on the table--the apples, oranges and bananas--and calculate their cash value--you're more likely to receive the full fruits of your labor.

- Bill Radin

Bill Radin is one of the most popular and highly regarded trainers in the recruiting industry, and has trained many of the largest independent and franchised recruiting organizations, including Management Recruiters, Dunhill, Sanford Rose, Snelling and Fortune Personnel. His speaking engagements include the NAPS national conference, the annual Kennedy Conference, and dozens of state association meetings and network conventions, including Top Echelon and Splits.org.

Monday December 20, 2010

Temporary Employment is the Bright Spot in Jobs and News Reports

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More than 3,750 news articles about the staffing industry have been published so far this year--which means 2010 is on track to be the first year since ASA began tracking news media coverage in which 4,000 news articles were published about the staffing industry.

Much of the media focus on the staffing industry has circulated around temporary employment as the bright spot in government jobs reports. Since October 2009, the staffing industry has added almost half a million jobs to the U.S. economy, according to the U.S. Bureau of Labor Statistics. And during those 14 months, journalists, economists, and business analysts have repeatedly cited ASA and staffing industry leaders for insight into staffing trends and analysis on what those trends reveal about U.S. employment.

Here are samples of recent news coverage.

"Staffing firms represent nearly half of all hiring in the private sector to date, according to surveys from the American Staffing Association."
CNBC.com: "Stocks That Are Hot When Employment Is Not"

"'Temp growth continues to be strong,' said [Adecco's] Tig Gilliam. He said year-over-year growth is inevitably slowing since the recovery in temp jobs is now well into its second year. Employers remain concerned about whether recovery can be sustained, Gilliam said. 'It's not that perm isn't recovering. It's just a pretty anemic pace at this point.'" Reuters.com: "U.S. Demand for Temp Workers Remains Strong"

Temporary jobs are growing faster than regular jobs in the private sector. In September, about 24,000 temporary jobs were added, and in October, the total was 35,000. In both months, those jobs represented 22% of all private sector job gains."
Courant.com: "Temp Jobs Carry Weight of Employment Recovery"

Additionally, a recent Wall Street Journal article about the BLS's November jobs report included a graph that depicted the significant contributions temporary help services have made to job growth since the start of the recovery. The caption noted: "Employers, facing tepid growth in demand, have been reluctant to hire permanent workers, triggering a surge in temporary workers."

To automatically receive updates about staffing news and media coverage of the industry, visit the ASA newsroom at americanstaffing.net and subscribe to the RSS (really simple syndication) feed. You can also follow the association on Twitter at twitter.com/staffingtweets.

Thursday December 16, 2010

Five Ways To Get Motivated About Making Calls

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Have you ever found yourself looking at a phone that weighed forty pounds? Have you ever started your morning sitting at your desk, knowing that you need to make your sales and recruiting calls, but you just didn't seem to have the mojo needed to get on the phone and start smiling and dialing?

Yeah, happens to me all the time. So I try to build in systems that I can follow to change my state from one of indifference or fear to invincibility and excitement.

Here are five things you can do to help you get excited about the business and start smiling and dialing.

  1. Read past issues from the Fordyce Letter. (If you're not in the recruiting industry but are in sales, you can do this with other sales publications such as Selling Power Magazine). I've been a subscriber since 1996 and have kept every issue. I take them on planes with me when I travel and review old articles. They are laying around the house for me to read when I have a few minutes. I highlight them and take notes and write my thoughts in the margin. I use the past issues as a tool not just to learn the business, but to get excited about it again. www.fordyceletter.com.

  2. Talk with a colleague about your successes. When you share success stories, it reinforces the excitement that you have for the business.

  3. Listen to other people share their successes. This is one of the reasons why I always get people who are members of the coaching club to share their recent successes with everyone else on our Monday group coaching calls. It doesn't just give people recognition for the job well done. It stimulates excitement and enthusiasm that everyone else has about their desks.

  4. Find someone to keep you accountable. It can be a colleague, a coach, a mentor, your boss, or a friend. Tell them about what's holding you back. Tell them what your targets are for the week and ask them to check in with you Friday afternoon and to ask you how you did.

  5. Use the telephone discipline tool that you can download for free from the free downloads section of my site: www.greatrecruitertraining.com. Scroll to the far bottom to find it. Highlight the number of connects you wish to reach each hour. Put an X in each box when you make a connect. Now you have set your INTENTION of what your target is, you are building FOCUS, and you are adding INTENSITY to the energy of making connects. Before, you weren't measuring your hourly connect rate, known as throughput in the manufacturing world (widgets per hour). I was the first trainer in the industry to teach people this concept, of measuring your performance on an hour by hour basis. When you do this, it removes the fear and you can pick up the phone and start enjoying your dials.

- Scott Love

Copyright © Scott Love Scott Love trains, motivates and inspires recruiters to achieve greatness in the profession. Visit his online recruiter training center for tips, tools, downloads, videos, articles, instruments and quizzes that can help you bill more. www.GreatRecruiterTraining.com

Tuesday December 14, 2010

Report: Unemployment High Because People Keep Blowing Their Job Interviews

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WASHINGTON--With unemployment at its highest level in decades, the U.S. Department of Labor issued a report Tuesday suggesting the crisis is primarily the result of millions of Americans just completely blowing their job interviews.

According to the findings, seven out of 10 Americans could have landed their dream job last month if they had known where they see themselves in five years, and the number of unemployed could be reduced from 14.6 million to 5 million if everyone simply greeted potential employers with firmer handshakes, maintained eye contact, and stopped fiddling with their hair and face so much.

The Onion.jpg "This economy will not recover until job candidates learn how to put their best foot forward," said Labor Secretary Hilda Solis, warning that even a small increase in stuttering among applicants who are asked to describe their weaknesses could cause the entire labor market to collapse. "If we're going to dig ourselves out of this mess, Americans need to stop wearing blue jeans to interviews, even if they're nice blue jeans, and even if that particular office happens to have a relaxed dress code."

"They also need to start bringing extra copies of their resumés, as it will show they are prepared and serious," Solis added. "And, by the way, how hard is it to send a hand-written thank-you note afterward? Anyone can dash off an e-mail."

A federal survey of employers found that nearly half of job-seeking Americans botched their interviews by responding no when asked, "So, do you have any questions for me?" Among candidates strongly qualified to perform the jobs they were applying for, 36 percent didn't bring a notepad or pen to the interview, and 16 percent were thrown off guard when the interviewer broached topics unrelated to work, such as the weather, sports, or personal hobbies.

Twelve percent, employers said, did this kind of nervous throat-clearing thing.

"If applicants would just say yes when asked if they played softball or liked golf, we could add 350,000 jobs to the private sector," Deputy Labor Secretary Seth Harris said. "The fact is, right now, today, approximately a third of the country's manufacturing positions are vacant. Auto plants across the country, especially in Detroit, are sitting there just waiting for people to come in and build cars."

"You may be a qualified candidate, but none of that matters if you walk into that interview lacking confidence," he added. "Don't act too confident, though. And don't joke around too much. And don't be overly friendly or ask too many questions. But be yourself."

The Labor Department confirmed their statistics don't take into account the estimated 20 million citizens who were unable to get interiews in the first place because of formatting errors in their resumés, or cover letters that slightly exceeded one page.

"At this point, hiring someone who doesn't use bulleted lists, strong action verbs, or boldfaced keywords is completely out of the question," said public relations executive Max Werner, who has been looking for office managers and a CFO since 2008. "And if you're going to end your cover letter with 'best wishes' instead of 'sincerely,' I don't care how experienced you are--you won't be working for me."

President Obama, who last week signed a law extending unemployment benefits, said the legislation would also address joblessness by creating a $1.2 billion program aimed at training Americans to use firm but approachable body language to make a great first impression.

"My administration remains fully committed to putting citizens back to work by making sure they show up at least 15 minutes early to their interview and never badmouth a previous boss," said Obama, flanked by unemployed Americans during an address from the White House Rose Garden. "Our new 'Nail the Interview, Score the Job' initiative will help regular Americans like Paul and Tracy here remember that they should prep ahead of time by learning a few things about the company they want to work for."

"And that little things," he continued, "like making sure your socks match, matter."

- the Onion

theonion.com

Thursday December 9, 2010

Does Your Cover Letter Contain a Headline?

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© Written By Jimmy Sweeney President of CareerJimmy and Author of the brand new, Amazing Cover Letter Creator

Every single day hiring managers all over the country open countless job search cover letters from people just like you who are eager to land an interview for a terrific job. And every single day hiring managers toss most of them into the shredder or the recycle bin. check mark.jpg

WHY?

Because they lack professionalism, personality, and pizzazz. They read like a page out of a business manual.

Think about it. You can distinguish yourself by starting out your cover letter with an eye-catching headline that will move yours to the pile marked, "Take another look."

In order to do that, consider creating a smashing title or headline that turns the hiring manager's head and compels him or her to read all the way through from the first line to the last.

PULL THIS TRICK OUT OF YOUR SLEEVE

When you're ready to write your job search cover letter, focus on the most important thing you want the hiring manager to know. Then create a headline with that information.

Here's how. Right above the greeting in your cover letter (Dear Ms. Jones), place your headline in boldface print at the center of the page. (Two lines maximum.)

Study these THREE examples of cover letter headlines that are sure to bring on the job interviews.

If you'll offer me the chance to show you the reasons why I feel fully qualified to fill [insert job opening title here], I would welcome the opportunity to interview for this opening.

I'm ready, willing, and able to step into the position of [insert job opening title here] immediately. Please review my cover letter and resume to find out why.

I am eager for the opportunity to interview for the position of [insert job opening title here]. I feel like I am an excellent match for this position and I really admire [company name].

By creating a bold headline your cover letter will command attention and you'll be taken more seriously than job hunters that rely on the same old formulas. Watch and take note. You'll move to the head of the stack!

See if this strategy doesn't produce more results that lead to more job interviews--the kind you've been looking for. The kind that lead to job offers.

- Jimmy Sweeney

Jimmy Sweeney is the president of CareerJimmy and author of the brand new, Amazing Cover Letter Creator." Jimmy is also the author of several career related books and writes a monthly article titled, "Job Search Secrets."

Visit our friends at Amazing Cover Letters for your "instant" cover letter today. "In just 3½ minutes you will have an amazing cover letter guaranteed to cut through YOUR competition like a hot knife through butter!"

Wednesday December 8, 2010

The Bigger Picture of Body Language

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What your body language says is often more important than what you say verbally, especially when the two conflict. When they're in sync, your movements are a reflection of what you're thinking and what you're feeling: your conscious and your unconscious. But when they aren't, the unconscious prevails.

Why? Because while people will make themselves conscious of their words, few are conscious of their feelings and how that translates into body language, much less what that body language is saying. And in an interview, that can result in sending a message opposite what you intend.

Asking Tough Questions copy.jpgA person who was recently fired or laid off is a good example of this dichotomy, especially when the termination takes place for reasons that have little to do with any situation the individual instigated. You did nothing to cause the severance, but you feel responsible anyway.

Since few job seekers know how to put a termination in perspective and handle it appropriately, it comes out how they move and how they conduct themselves. Almost every action is an apology. You knock gently on the door when the administrative assistant says, "Mr. Jackson can see you now." You not only ask permission to sit, but you ask which chair. You either over explain or under answer.

Instead of speaking smoothly in a relaxed manner, your voice is too loud or can't be heard. You say "um" or "ah" at the beginning and in the middle of your sentences. Everything about you screams insecure, even though you're managing to articulate your accomplishments.

The result is that the hiring authority is puzzled as to how you managed to achieve so much, when your manner isn't conducive to making things happen. It leaves him with a question about you. Hiring authorities don't like to be left with questions; they want to be 100% confident of who they hire. So you're out of the picture.

But this conflict doesn't only occur with those have been dismissed by their employer. It can also happen when someone doesn't have a degree, but has excelled in their career and frequently ends up competing with those who do. Or when you've been unemployed a long time, and you really need a job. Or if you've had your eye on being part of this company and finally you've snagged an interview. Or if you're just plain insecure.

There's a plethora of articles that list hundreds of body language cues you should pay attention to. But that's like trying to learn the different interview styles and how to respond to each one. It's a waste of time. You'll spend so much time trying to remember what to do, how to do it, when to do it, if what you're doing is correct or not, that it becomes difficult to focus on selling yourself and learning if the company is compatible with who you are and what you want.

It starts with your head. If you don't feel confident, then stop thinking you aren't. Find the reasons why you're an asset to a company. List your skills and contributions. Put together a sales pitch on yourself, and then take it to heart. Actions mirror thoughts and thoughts mirror actions. When you're thinking confidently, you behave confidently and vice versa.

At the same time, you can program one to follow the other. Pay attention to yourself, what you're feeling and what's going on around you. If you notice yourself shuffling in through the company door, pick your head up, put a smile on your face, and walk into the office as if you belong there, because you do. You have an interview, and they're expecting you.

An interview is a sales presentation. You're the product, and the hiring authority is the buyer. If you're communicating that you're not good enough to be hired, why would a company think differently?

- Judi Perkins

Judi was a very successful recruiter for 22 years (15 contingency, 4 agency, 3 retained) and has now been a career coach for 3. The recruiter background, especially having been all three types, gives her deep insight into both sides of the hiring process. Now she teaches job seekers both the skill and psychological aspects of job hunting.

Judi has been interviewed as an expert for books at each author's request; has her own book, "How to Find Your Perfect Job;:and has been quoted in numerous on and offline articles. She's also done radio interviews and speaking gigs. Her clients find jobs quickly, ending their months of frustration!

judi@findtheperfectjob.com

www.findtheperfectjob.com

Tuesday December 7, 2010

Executive Recruiter or Recruiter Executive?

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Somewhere along the way, the word "executive" was dropped from our collective identity and we became, simply, recruiters.

This makes me sad. There's something about the term "executive recruiter" that defines our place in the world, and immediately sets us apart from our first cousins, recruiters who advocate for the military or for college athletics.

Recruiting.jpgBesides, I'm rather fond of a job title that implies a professional association with the rich and powerful. Chief executive officer. President. General manager. Hey, that's the crowd I run with! The movers and shakers of business, finance and government.

Reality is different, of course. Recruiters fill all sorts of positions, regardless of how highly they're positioned on an org chart. In the big scheme of things, talent is talent, and as long as there's a company with a critical problem--and the inability to find the right person to solve it--we're the go-to guys.

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Monday December 6, 2010

BLS: Staffing Industry Leads Economy in Job Growth

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The staffing industry led overall job growth in the U.S. economy during November, adding nearly 40,000 new jobs. Seasonally adjusted staffing employment rose 1.8% from October and was 19.2% higher than November of last year, according to data released Friday by the U.S. Bureau of Labor Statistics. BLS noted its data show that the staffing industry has added 494,000 new jobs over the past 14 months since resuming growth in October 2009.

"While there was little holiday cheer in the jobs report, the news continues to be more upbeat for staffing firms and the millions of people they place and employ every day," says Richard Wahlquist, ASA president and chief executive officer. "The sustained increased in demand for temporary help over the past year clearly shows that the economy is moving in the right direction; just not fast enough. ASA members expect to see more businesses increase the size of their flexible and permanent talent pools in the year ahead."

Nonseasonally adjusted BLS data, which estimate the actual number of jobs in the economy, indicated that staffing employment grew 1.3% from October to November. On a year-to-year basis, there were 18.1% more workers employed in November compared with the same month last year. The ASA Staffing Index, which is also not seasonally adjusted and therefore is comparable to the nonadjusted employment figures reported by BLS, also indicated an 18% increase in staffing payrolls since last November.

BLS also provides employment estimates for search and placement firms, but those are nonseasonal only and lag one month. On Friday, BLS reported that search and placement employment in October rose 2.0% from September to October, totaling 242,200 for the month. In a year-to year comparison, October employment was up 6.7% from the same month last year, continuing the trend of year-to-year employment growth in search and placement that began last spring.

Total U.S. nonfarm payroll employment showed little change from October to November, increasing by 39,000 new jobs on net. Most of the new jobs created were concentrated in the staffing and health care industries. Notable job losses were reported in the retail sales and manufacturing sectors, which reported declines of 28,000 and 13,000 respectively. The unemployment rate for the national economy edged up to 9.8% from its previous level of 9.6%.

Thursday December 2, 2010

Don't Name Your Resume, "Resume"

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...And Nine Other Head-Smacking Tips for Jobseekers

At Software Advice, we're hiring like mad, or at least trying to. You might think a growing company with interesting jobs, great pay, top-notch benefits and a cool office would find hiring to be a breeze in a recession like this. Nope.

We want A players on our team - we have 19 so far. However, we typically sort through about 150 candidates for each hire we make. Only about twelve of those 150 candidates get to a first-round phone interview.

Why so few?

Resume Tips.jpg It's not worth our time to interview any more than that. The incremental effort of interviewing more than twelve out of 150 candidates produces a very low marginal yield of qualified hires. There may be a superstar hidden in the other 138, but it's not worth our time to dig too deep to find her. Yes, we look at each application, but we do so with an eye for why we should reject the candidate, not why we should hire them. That quickly gets us to roughly a dozen interviewees, and then we switch our mindset to start thinking about who we want to hire.

With that as context, I want to share some of the screens I use to whittle down 150 applications to twelve interviews. I'm not talking about the usual hiring criteria; yes, we absolutely look at experience, achievements, academic credentials, etc. That's all core and critical. Instead, I'm going to talk about the head-smacking, silly things people do that make me click "reject" in our applicant tracking system (ATS).

One more bit of context: our typical hiring profile is a recent college grad, zero to five years out, looking for a sales or marketing job. Keep that in mind. Here goes:

  1. Don't name your resume, "resume." About a third of applicants name their resume document, "resume.doc." "Resume" may make sense on your computer, where you know it's your resume. However, on my computer, it's one of many, many resumes with the same name. I used to rename them, but then I noticed the strong correlation between unqualified candidates and the "resume" file name. Now I reject them if I don't see something really good within ten seconds. By using such a generic file name, the applicant misses a great opportunity to brand themselves (e.g. "John Doe - Quota Crusher"). If you're qualified enough to sell or market for us, you won't miss the opportunity to at least use your name in the file name.

  2. Don't use all lowercase. I'm not sure where this trend originated. is it some text messaging thing? it's so easy to capitalize properly on a keyboard. how much time is this really saving you? to me, it screams out, "hi. i'm lazy. my pinkies are really heavy and I'd rather not move them to shift. when i start working for you, i'll look for other ways to be lazy. i'll also rebel against authority figures like you, just like i'm rebelling against the english teachers that dedicated their lives to helping me become literate." seriously though, this bad habit buys you next to nothing and is bound to offend countless detailed-oriented hiring managers.

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Wednesday December 1, 2010

Online Labor Demand Rises 47,400 in November

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Online advertised vacancies rose a modest 47,400 in November to 4,457,200 following an increase of 113,700 in October, according to The Conference Board Help Wanted OnLine™ (HWOL) Data Series released today. The nation's Supply/Demand rate stood at 3.37 unemployed for every advertised vacancy in October (the last available unemployment data)--a figure that is down from a peak of 4.73 in October 2009. Nationally, there are 10.4 million more unemployed than advertised vacancies (Chart 1).

"In November, demand for workers continued to be positive, albeit moving at a disappointingly slow pace for the last few months," said June Shelp, Vice President at The Conference Board. "November was a surprisingly quiet month throughout the nation, with most states posting small gains / losses in advertised vacancies (Table 3). In this weak U.S. economic recovery, office help, construction jobs, and positions in business and finance continue to show very sluggish growth."

Conference Board_3.jpg

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