Careers Employment Center - Employment services and jobs

Staffing agencies offer a wide variety of benefits to companies who need to increase their employee base, whether permanently or temporarily. By outsourcing your recruitment to an experienced agency, you can cut both your time and your cost for hiring while still getting amazing candidates to fill your vacancy.

Time is Valuable
It doesn't matter whether your business is small or large: everyone's time is valuable. Unfortunately, one of the biggest costs of hiring in-house is your company's time. It takes time to make postings about available positions, to sort through resumes, to interview potentials, and to negotiate hiring terms. When your business is expanding, that is time better spent elsewhere. Staffing services allow you and your existing employees to spend your time focusing on your business instead of wading through the hiring process. By saving you time, staffing services are able to save you money.

Save Money
Saving time is not the only way a hiring service can save you money. Hiring new staff is surprisingly expensive! To find the best candidates, you have to cast your net widely, which means paying for job listings and headhunters-not to mention the time and money spent paying your HR team to sift through the applicants. Once you find the right candidate, you then have to cover taxes, payroll, and any applicable benefits. Staffing services handle each of these details for you and only charge a nominal fee for their efforts.

Guaranteed Quality
When you use a staffing agency to fill your employment needs, you benefit immensely from the company's previous staffing experience. Finding qualified candidates is literally their business, so staffing services are able to filter through applications, conduct interviews and screen candidates to find the best, brightest, and most experienced individuals to fill your positions. This is a blessing for small and growing companies, which might otherwise struggle to find appropriate staff, and a relief for larger companies whose time is better spent dealing with existing HR issues instead of picking through resumes.

Increased Retention
Once you have the right employee, you want to keep them around. Unfortunately, it can be difficult to know that you've got the right employee until a few weeks or months have passed. By this point, you've invested training time and a good deal of money into an employee that ultimately may not work out. Because many staffing services offer temp-to-hire services, your company can "try out"
a new recruit before giving them a full-time offer to ensure that they fit in well with your business's needs and goals. This also works out well for the employee because it gives them an opportunity to learn more about their responsibilities and your corporate culture so that they can determine if they would indeed like to work with you on a more permanent basis.

Tom Bodeep is the Senior Vice President of TRC Staffing Services, Inc., a full-service staffing solutions provider with over 30 years of industry experience. Established in 1980, TRC is one of the largest privately-held staffing firms in the country. TRC has 44 locations in 14 states, providing traditional staffing services, professional and technical staffing, and management services to some of the country's leading companies. Learn more at http://www.trcstaffing.com/

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Not having a formal education can be a blessing in disguise. There are many excellent job opportunities out there. Many of these job positions offer Six Figure Incomes a year! I have met many Sales Managers and Real Estate Agents who make achieve great salaries year after year. With hard work and dedication, anyone can be successful.

1. Sales Managers - $111,570

2. General and Operations Managers - $110,550

3. Air Traffic Controllers - $106,990

4. Construction Managers - $93,290

5. Athletes and Sports Competitors - $80,950

6. Real Estate Brokers - $78,360

7. Fashion Designers - $74,410

8. Gaming Managers - $74,030

9. Ship Mates - $70,740

10. Police Detectives - $65,860

Source: Myplan.com

Discover How You Can Make A 6-Figure Income Without An Education

Work Less Than 10 Hours A Week

Wouldn't it be nice if you could wake up in the morning, sip your cup of coffee, and not have to go to work in the morning? It's frustrating when you want to fulfill your dreams but can't, because you don't have the money.

Back in January of 2012, I was unhappy with my job. I wasn't making a lot of money. And worse, I had no free time. That's when I decided that I would do whatever it takes to generate money how I wanted, when I wanted. I vowed to make $100 a day working no more than 2 hours a day. That's $50/hr.

I did some research online and tried a few ideas. None of them seemed to work. Then I came across a secret "leaked" video that boosted my knowledge. Suddenly, my websites shot up income. I started making up to $300 a day, not $100! The more I practiced making money online, the faster I generated money.

Last month, I made $9,432 working less than 10 hours a week. And I did it from all over. From Home, from the Local Coffee Shop, even at my Girlfriend's House.

Look, I know it may seem a little farfetched for you right now. You may be thinking, "Yeah right, I can't do that!" Realistically, thousands of people around the world are making a full-time living online. I urge you to check out the same Free, Leaked Video that I watched to start earning a 6 Figure Income without an education.

Click Here For More Info

No formal education? Read about the Top 10 Highest Paying Jobs Without An Education

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Congratulations - you went to college! No matter what else happens in your life, you are going to be able to point to the college degree that you're going to get and say "I did this!" Attending college and graduating with a degree is a very big deal - you will have shown the world that you can make a decision, work to accomplish a goal, and keep at it for several years until you achieve it. You'd be amazed at the number of people who can't do what you are doing right now.

If this was all that it took to land the perfect job, then there would be no need for this article. However, it's not and that's why this article exists. Just getting a college degree does not (1) guarantee you a job or (2) guarantee you the perfect job for you. Both of these things start with you getting your degree, but from there it's going to take some effort on your part to make it happen.

The good news is that the perfect job for you is out there. Unfortunately, it's not clear just exactly where it is. Additionally, it's not going to just come walking up to you and present itself. Instead, you're going to have to do some research and some planning in order to be able to land the job that you really want once you're out of college.

All too often when I talk with recent college graduates, they are depressed about their prospects for finding any job let alone the perfect job for them. Perhaps they got a late start on the job hunt or maybe they've been going about it all wrong. No matter, what both they and you need to realize is that the world has a desperate need for you and your skills. There is a job out there waiting for you. All that you have to do is to find it and convince the people who are in charge that you are the perfect fit for that job.

One important thing that you are going to have to do is to treat your job hunt as what it really is - a job. No matter where you are in school, guess what, you've now got a job. No, you probably won't be spending 40 hours per week working at this job (nor should you). However, you will need to show some tenacity and do a little bit of work all the time throughout your time in college. Oh, in case you were wondering - you don't get paid for this job. Instead, you'll end up with the perfect job. Now that's not a bad trade, is it?

What is the right job for you?

Before we waste any time talking about how you can find and land the perfect job for you, let's take just a moment and spend some time thinking about what your perfect job looks like.

The worst thing that we could do would be to successfully get you the wrong job!

There are all sorts of career assessment quizzes that you can take (see your campus career center for help with this). However, in my experience it all boils down to how you answer three critical questions:

1. Do you like to work with people or do you want to work by yourself?

This is a critical one - there is no wrong answer here. Some of us just want to hunker down and do our work and be left alone. Others desperately need human interaction in order to feel complete. Either answer is correct - just make sure that you know which one you prefer so that you don't end up picking a job that requires you to spend a lot of time doing the other thing.

2. Do you want to collect, process, or format data?

I'd like to be able to tell you that your first job out of college will put you into a senior management position, but that wouldn't be true. It's much more likely that you are going to end up doing one of three different types of tasks for the company. First, you may be collecting data for the company. Next, you may be processing that data to transform it into something else. Finally, you may be taking that transformed data and formatting it to be shared with others. Each one of these types of tasks calls for a different set of skills. Which one holds the most interest for you?

3. Do you want to work in an office or in the field?

Once again, this is a big one. Here in the 21st Century the concept of going into an office and working in a cube all day still exists, but there are alternatives. You need to take a moment and picture yourself in an office environment or at a customer site or staring out the windshield of your car as you drive to a new location. Which one of these scenarios fills you with dread? Which ones could you live with? The decision is a personal one, but knowing the answer BEFORE you go hunting for a job is critical.

Liked what you read? There's a lot more in Dr. Jim Anderson's eBook " Making The Jump: How To Land Your Dream Job When You Get Out Of College!"

Liked what you read? There's a lot more in Dr. Jim Anderson's eBook " Making The Jump: How To Land Your Dream Job When You Get Out Of College!"

Visit Amazon and take a look at all of the job hunting tips that every college graduate needs to know in order to land the perfect job.

http://www.amazon.com/dp/B00998TR9E

Dr. Jim Anderson brings his 15 years of college education coupled with his over 25 years of real-world work experience to this book. He's been on both sides of the interview table and he's going to show you exactly what you need to do in order to find and get the job that is perfect for you.

http://www.amazon.com/dp/B00998TR9E

Read the book, get the interview, get the job. It's really that simple!

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Not all business sectors are affected negatively by the current economic crisis. The ICT sector is still a competitive area worldwide, where any candidate with a technological profile and proper training can find interesting and promising job opportunities and fulfilling careers. A top ten ranking of the most innovative enterprises published by Forbes magazine in 2011, includes five ICT companies: Salesforces.com (1), Amazon.com (2), Tencent Holdings (4), Apple (5) and Google (7).

The ICT sector is dynamic and swiftly changing towards a still unpredictable future. A perpetual and substantial job offer is guaranteed in an unexplored area that is open to creativity, innovation and new methods of working, interacting and learning. As such, according to the report called "A Bright Future in ICTs - Opportunities for a new generation of women", published by the International Telecommunications Union (ITU) in February 2012, The Institute for the Future (IFTF) has identified six key factors that are likely to shape the future workforce: longer life spans; a rise in smart devices and systems; advances in computational systems such as sensors and processing power; new multimedia technology; the continuing evolution of social media; and a globally connected world.

The importance of ICTs in Europe

One of the key factors in a nation's competitiveness is its human capital and talent (i.e. the expertise, training and productivity of its work force). It is clear, however, that the economic investment made in a specific sector determines its growth.

In fact, the impact of ICTs on a country's economy can be measured from its weight in GDP. The European average is 2.5% of GDP for information technologies and 3% for communications, as indicated in 2011 by Fundación Orange in its annual report regarding the development of the Information Society in Spain.

This report also highlights that more developed countries invest large amounts in ICTs, while this situation is inverted in countries which are less economically developed, although many ICT companies transferred part of their services to non-European nations.

Furthermore, this report underlines the unequal distribution of production generated by the different ICT sectors, and classifies different countries in four groups or clusters. The first group comprises the leading nations (Germany, France, Great Britain and Italy), where ICT production in industry and services is beyond the average EU level. The second cluster contains the "followers", such as Spain, with ICT production values in industry and services over the EU average. These figures, however, reflect a certain disproportion among sectors, which causes an unbalanced ICT production level. A third group includes the countries that we might call "balanced" countries. Here, the ICT production level in industry and services is more or less equal to the EU average and the values for industry and services are similar. Finally, the fourth group contains countries with below-average levels, but without large production mismatches between the different ICT sectors.

Disparities between supply and demand

A study conducted by the human resources firm Adecco, in collaboration with Infoempleo, indicates that although 2012 is still a bad year for job creation, the only sector that will still grow is the ICT sector. In fact, I.T., with 5.5% of jobs, is the third of the economic areas that generate the most employment in Spain. Apart from being the fastest growing area in 2011, the report says it is the best hope for 2012.

Despite this promising future, the Spanish labor market suffers from the paradox of its job demand not being covered due to the shortage of professionals, according to the report called "ICT Employment Observatory in Spain" conducted by the job center Ticjob.es. According to this study, the lack of qualified professionals highlights the difference between labor supply and demand in this area. The report identifies four sources of disparity between supply and demand: training, expertise, experience and location. All these factors have a direct impact on employment.

Regarding the aspect of training, the mismatch is due to the fact that 60% of jobs require a degree in ICT or at a higher level, although the number of university enrollments in this sector has decreased by 40% since 2004. Moreover, the figures suggest that this tendency will continue. When talking about expertise or specialization, some job positions are not occupied, because the requirements demanded by companies are too high and cannot be met by the candidates. Experience has become another handicap, as 34.5% of the job offers require previous experience of 3 to 5 years and 33% request an experience of 5 to 10 years, which places recent graduates in a complicated situation. The unwillingness of some candidates to relocate or even to travel regularly is another reason for certain vacancies to be difficult to fill and to limit the incorporation of certain types of work.

There is no doubt that a good academic background along with continuous training and flexibility may be some of the key factors for a candidate to be eligible to occupy a qualified and promising position in the ICT sector.

Information Resources:

Forbes magazine: A Bright Future in ICTs - Opportunities for a new generation of women (ITU).Institute for the Future: Report: eEspaña de la Fundación OrangeReport elaborated by Adecco and Infojobs.Report: I Observatorio de Empleo TIC

Julio A. Olivares
DocPath President and founder
http://www.docpath.com/
Document Management Software

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The Home Depot was founded by Bernie Marcus and Arthur Blank in 1978 by securing necessary capital from investment banker K. Langone and P. Farrah, a merchandising expert. The first two stores were opened in Atlanta, Georgia, on June 22, 1979 with home improvement products and services. The format of the store was one-stop shopping for the do-it-yourselfer, also the vision of founders. The corporate/Headquarter of the company is located in Cobb County, Georgia. The company is listed with the New York Stock Exchange (NYSE) and traded under the acronym HD (Home Depot).

The format of the store appealed to shoppers so much that within a span of 3 decades, the home improvement specialty stores spread throughout the United States, Puerto Rico, the Virgin Islands, China, Mexico and Canada, selling more than 40,000 different types of construction products and services, home improvement items and appliances, and lawn and garden tools and accessories. The shoppers can also get hands-on experience on home improvement techniques at the free How-To Clinics of the Home Depot at every Saturday and Sunday.

In addition to the building and construction materials, the retailer also provides massive employments throughout the company. The job seekers can submit online Home Depot Job Application for Retail Careers, Hourly Positions, Management Positions, Distribution Center Careers, Call Center Careers and Corporate/Headquarter Careers.

Retail Careers

Retail associates attend the thousands of daily walk-in customers. There are both hourly positions and management positions available for the job applicants including:

Retail Center Hourly Positions

· Sales Associates

· Lot Associates

· Cashiers

· Freight Team Members

Retail Center hourly Associates are offered flexible work schedules and they can even apply for the nights, weekends and holidays shifts.

Management Positions

There are numerous managerial level positions available to manage the stores and supervise hundreds of store employees. In-store management teams must possess leadership, supervision and administrative qualities and skills for managing employees, inventory, sales and profit.

Distribution Center Careers

There are more than 70 distribution facilities shipping products to 2,000+ stores throughout the United States of America. The Distribution Center constantly requires mangers and associates to manage the shipping.

Hourly Positions

The job applicants can apply for Warehouse and Office Associate hourly positions. Hourly employees are offered flexible work schedules.

Management Positions

The Distribution Center requires management team to mange more than 2000 stores and the Management Positions available in the center include:

Operations Manager

· HR Manager,

· Assistant General Manger

· General Manager.

Call Centers

Call Center of the Home depot requires Customer Service Representatives to serve customers and clients via online chats, phones and emails.

Corporate Careers

Corporate office requires associates to work in the Store Support Center (SSC) of the Company's Home office to support store associates. The job applicants can apply for marketing, product brand development, social media, finance and accounting, and merchant positions.

In addition, the job applicants can also submit Home Depot Job Application for Home Depot Direct, Home Decorators Collection and Home Services positions.

The job seekers can visit career site of the company website to find the job listings and apply choosing the "Call Center" option,"Answering the Call" section of the page or at the Career Center kiosk.

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Finding employees to fill vacancies can be expensive. It's the reason why many employees hesitate to higher workers, even though they may be needed. The costs involved include more than just salaries. Associated costs include advertising costs, the cost of recruiters, both internal and external, assistants, time related to conducting interviews, background checks, drug screening and medical tests, in addition to psychological assessments.

There are also associated costs after the employee is hired. They include benefits, equipment, training and taxes. There are estimates that the estimated total costs of a new hire can exceed that of the salary by as much as 300%. This is perhaps one of the reasons that contribute to the hidden job market, where jobs exist, but they are not advertised. Employers need to be ensured of a return on the investment of hiring new employers, as nothing happens with workers.

The number of organizations using the web for online recruitment has grown steadily over the last couple of years. Advertising on the Internet has exploded, primarily because there are almost two billion people on the web daily, and they can be reached at very low costs. Almost every business or organization has a corporate website and it is very easy to list available vacancies on the site. The information can also readily be placed on job site. While online recruitment can be used to expand the reach of potential prospects, there may be both advantages and disadvantages to employers.

Perhaps the biggest obvious advantage when using online recruiting is that your advertisement can be seen by anyone at anytime. Opportunities can exist anywhere, but the difficulty may often be in finding the right opportunity at the right time. Online recruiting can increase the probability of the opportunity will be found. Location is now more or less irrelevant, especially if the searcher that finds your ad is ready to relocate.

The downside is that, with the wider degree of exposure, the employer is more than likely to receive applications from candidates that are unqualified. Responding to advertisements online costs nothing and it is not unexpected that a few hundred responses to a job posting can be received. Internet job boards are available to everyone, although jobs can be listed in categories,, there is no way that applications can be restricted. Responses can come from anyone, and from anywhere. If your vacancy requires special skills or knowledge, there is no way to preclude anyone from replying.

The job of the employers is now to screen the hundreds of responses receive for suitable candidates. Posting vacancies online, offers convenience for potential candidates, but while it can lower cost and offers some convenience for employers, the inconveniences must also be considered. Fortunately there are other methods that hiring managers can use to help in the process.

Web-based job listings should not be the only method used for finding suitable employees, as there are some methods that can complement each other. One effective method that some companies use is an employee referral program, where employees are asked to recommend persons to available vacancies.

Online recruitment has changed the way that people are finding jobs, and more employers are turning to online recruitment as a way to lower the cost of finding employees.

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The electrical apprenticeship interview can be scary, yet the good news is that you have pretty much gotten over the biggest obstacle, which is to have gotten picked for an interview to start with! By following a handful of easy preparatory steps, you will be all set to ace your interview before you know it.

Generally, your interview will be done by a committee of representatives from the International Brotherhood of Electrical Workers and also the National Electrical Contractors Association. They will be extremely seasoned electricians, and their function is to look for the top candidates for the electrician apprenticeships you're interviewing for. Interviews normally last 10-15 minutes, so do not be anxious in case the entire thing seems to end really quickly.

Forming A Great First Impression

Almost all of the time, electrical apprenticeship candidates destroy their odds of getting it even prior to opening their mouth in their interview. To make sure that you make a solid first impression, it's essential to look presentable and wear appropriate clothes for the interview.

It's a good idea to depart the house ahead of time so that you are going to have enough time to navigate traffic and cope with any unplanned situations. You do not want to be late for the interview, as this is going to essentially ruin your chances of getting the apprenticeship. Most importantly, smile at the interviewers as you go into the room.

Popular Electrical Apprenticeship Interview Queries

The specific electrician apprenticeship interview queries are a closely preserved secret, but below are some likely questions from individuals who have been subject to the procedure on their own:

1. Describe yourself
2. Why do you intend to become an electrician?
3. What kind of employment experience do you have?
4. Why should we choose you as opposed to another prospect?
5. What are your hobbies?

As you prepare your responses for the queries, remember that your goal is to prove that you will be a great electrician. For that reason, if you are questioned with regards to you and your previous work, point out your characteristics and experiences that are linked to problem solving skills, creative reasoning skills, communication skills and fine motor skills.

Above all, be optimistic and have faith in yourself. Don't worry if you don't know a lot with regards to electric principles or the many trade best practices, since it is not something you are expected to understand at any rate! The crucial characteristics that the panel members would like to observe are that you're focused on becoming an electrician, that you have the critical capabilities to succeed and that you will be willing to get your head down and be trained. When you demonstrate these qualities to the board, then the placement is pretty much yours.

Find out more about electrical training and apprenticeships in general at ElectricianTrainingPro.com. You'll find a ton of up-to-date information about becoming an electrician, including the Alabama electrical license requirements, just by clicking on the links.

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Even though there might be many internet based schools that state otherwise, the truth is that you can't simply become an electrician by undertaking an online electrician course. As opposed to numerous other vocations, you're going to need to undertake both the mandatory theory-based classroom instruction and hands on training before you'll be able to sit for the electrician accreditation examination.

Right now, every state in the U.S. requires anyone who wants to sit for the electrician licensing test to possess at least 8,000 hours of working experience, as well as the in-class training criteria. That means that whether or not you have finished an electrician training program on the internet, you are going to still have to obtain 4 years of working experience being an apprentice electrician to qualify.

What Online Electrician Courses Aren't Good For

There is simply no getting around this on-the-job experience condition to become a registered electrician, so if you are still evaluating your options I would strongly suggest that you undertake a proper apprenticeship with one of the National Joint Apprenticeship Training Committee, a locally sponsored training program or the military. All of these apprenticeships satisfy the accreditation conditions so that you can become a certified electrician after four years, while almost all internet based electrical programs are not going to.

If you're in the middle of going through an internet based electrician training program or have just completed one, the great news is that most apprenticeships will give you credit for the electrician training that you've already gone through on the internet. Having said that, it will still require you no less than 4 years to gather the essential work experience to qualify to sit for the electrical accreditation exam.

When Online Electrical Training Programs Prove To Be Useful

Where web based electrician training courses are useful is when you want to improve your electrician competencies and fulfil your continuing development criteria to retain your journeyman permit. For example, there are on the internet electrical training programs created to bring you up to speed on the most current changes to the National Electric Code and local or state specified regulations. When you do a program online, you are able to read through the subject matter at your own pace with no need of giving up your prized billable hours.

Naturally, you should always make sure that the online electrician training program is approved by the relevant electrician board for the objective of professional development, so it is important to consult with the organization before forking out cash for any one of these training courses.

Find out more about how you can do a proper electrical apprenticeship, and the best way to prepare for your electrical apprenticeship interview so that you have the best chance of success at ElectricianTrainingPro.com.

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Most of the time companies are entirely too focused on the image that they project, and are engrossed the external brand and how they are perceived by their customer base. This is wrong though because it completely overlooks the importance of internal branding, or the way that the employee's looked and feels what the organization is to them. There are a number of critical ways that an internal brand can boost the image and benefit your company. It can entice new talent to your corporation in the executive search process, maintain employee satisfaction, and influence an increase in productivity along the lines of the company. Each of these comes with their own blanketing effects on the company's operationally and efficiency. The recruitment process also depends on the company's internal image and it plays a major role.

Executive search firms the five most common complaints made against companies and simple solutions to each matter, to help companies improve their internal branding efforts as they relate to the hiring process.

1. All too often, when posting a job description, some companies will focus on listing the skill set and education required for the position rather than listing the actual description of the job. This can be annoying to candidates when they are trying to figure out the scope and parameters of the position.

Solution: There is a simple correction for this issue that employers can use to bypass any ambiguity that can be related to the candidate. Write out a description of the position, all the requirements and duties and once you are down to a couple of potential employees, arrange for them to shadow and study to get a more in-depth understanding.

2. Another issue that needs to be dealt with in the interview process that is especially annoying to candidates is when they are flying through the interview process and suddenly it comes to a screeching halt and the employer then tells the candidate everything is fine, hold on and be patient. This is usually the result of an understandable internal error, but this does not excuse the situation.

Solution: While it may seem like the right thing to hide any sort of internal errors from your potential candidate, this is not the right idea. Instead provide them with an accurate time table that they can expect results and be open and honest about anything that happens during the interview process. It's it is important o know the five most common errors identified by executive search firms.

3. Some employers believe it is alright to treat candidates frivolously and arrive late, or not return phone calls. If a potential employee were to do the same, they would be dismissed immediately.

Solution: It is not hard to treat an applicant as if there time matters. Simply notify them if you are going to be late for any appointments and return any phone calls you may receive in a timely manner.

4. Another double standard that often shows up between applicant and employer is the fact that the applicant needs to be fully prepared for the interview. It is expected of the candidate to have done the research of the position and to be fully equipped for the interview while the employer may show up ill prepared to conduct the interview.

Solution: All an employer needs to do is set aside about fifteen minutes before an interview in order for them to get familiar with an interviewee's resume. They should then demonstrate this knowledge in interview.

5. When the interview is over the employer should follow up with a time period in which they will get in contact with the candidate. This may be a half-hearted promise on the employer's part but the applicant is relying on this call back. It makes it ten times worse when the employer does not follow through.

Solution: It only takes a small amount of effort to let an applicant know if they are still in the running or not, it is as simple as a phone call or an email.

"Maurice Gilbert founded Conselium in 2001 and serves as the Managing Partner. Conselium is an Executive Search Firm that offers a more personalized executive search solution for companies in search of Compliance, Regulatory Counsel and Audit professionals. For more information please email Maurice at mailto:maurice@conselium.com or visit the website at http://www.conselium.com/ "

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As a Hiring Authority, is your interview process designed to attract and retain the best candidate?

Quick Assessment:
- Are my questions accurately uncovering a full 360° view of my candidate?

- Am I building momentum with my best candidate by ensuring no more than 2 days between interviews?

- Am I conveying how my open position and career-track are in line with my candidate's career trajectory?

- Do I know my candidate's greatest skills and abilities that will yield the greatest impact to my organization?

- Am I identifying from my candidate's references the specific tasks and projects that I should delegate to my candidate to create the greatest impact for me?

- Does my offer reflect the value my candidate brings to my organization, or is it the very bottom number I think my candidate will accept?

- Am I integrating my new employee with all the key personnel they will be interacting with to help ensure positive and effective transition and communication?

The right Interview process and questions will help uncover the right candidate for you. It's no different than the Prom... you used the right strategy and tactics to ensure you secured the best date possible.

When it comes to Interview questions, I came across these (source unknown) as brilliant questions that uncovers a 360° view of your candidate.

1. HOW DOES YOUR BACKGROUND MAKE YOU A GOOD CANDIDATE FOR THIS POSITION?
Shows fit and preparation by candidate.

2. TELL ME THE TOP THREE THINGS THAT MOTIVATE YOU, AS AN EMPLOYEE, TO DO A GOOD JOB?
Work environment, responsibilities, being informed and motivations.

3. WHAT THINGS DO YOU LOOK FOR IN AN EMPLOYER (MANAGER)?
No wrong answers, only red flags.

4. WHAT SHORTCOMINGS WOULD YOU NEED TO IMPROVE UPON TO BE SUCCESSFUL IN THIS POSITION?
No wrong answers, but no "pat" answers either.

5. WHY DID YOU LEAVE YOUR LAST POSITION?/WHY ARE YOU LEAVING YOUR CURRENT POSITION?
Look for red flags, inconsistencies. No "sour grapes." Promotion opportunity, relocation for family.

6. WHAT ARE YOUR LONG TERM GOALS AND HOW DO YOU PLAN ON ACHIEVING SUCH GOALS?
Look for things that fit our company goals, long term employee.

7. TELL ME ABOUT YOUR PAST SUCCESSES/ACCOMPLISHMENTS. WHAT ARE THEY? WHAT WAS YOUR ROLE?
Look for tangible experience that can benefit our company (i.e. quality improvement, cost reduction).

8. WHAT IS YOUR MANAGEMENT STYLE? TELL ME ABOUT YOUR PERSONALITY, FAVORITE LEISURE ACTIVITIES.
Autocratic vs. Democratic, fit with others on team, hard worker, sound mind and body, proper balance.

9. WHY DO YOU WANT TO WORK FOR OUR COMPANY?
Shows knowledge, to see if they know what they want, and preparation for interview.

10. WHAT CAN (COULD) YOUR EMPLOYER DO (HAVE DONE) DIFFERENTLY TO KEEP YOU?
Level of commitment to make a change, look for red flags.

11. HOW WOULD YOU CHANGE (HAVE CHANGED) YOUR WORK SITUATION AT YOUR PRESENT (LAST) EMPLOYER?
Shows creativity, innovation. Identifies what's important in their work environment.

12. HOW DID YOU GO ABOUT SOLVING PROBLEMS AT WORK? SPECIFICALLY, WHAT KIND OF SUPPORT DID YOU ASK FOR AND WHAT KIND OF HELP DID YOU GET?
Shows initiative, delegation of responsibilities, abilities to troubleshoot or work under pressure.

13. WHO DO YOU WORK WELL WITH AND WHY?
Team player, personality traits, ego.

14. IF I WERE TO CALL YOUR PRESENT (LAST) EMPLOYER, WHAT WOULD THEY SAY ABOUT YOU AND WHY?
Consistency with reference checks, confidence in abilities.

Gary Pacholick
Executive Search Consultant
Executive Recruiting Partners, LLP
gary@erpg.biz
415.889.0577

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A career in law has become one of the most desirable jobs. It is one of the most prestigious as well as lucrative jobs available these days. This has attracted a number of people to take up a career in law. But the fact is that those who come forward to begin a career in this field often turns out to be ignorant about a lot of facts related to the job. Most of the people realize their faults after they start attending the law school or once they start building up a career. So, it is mandatory to know about this field before you prepare to attend the law school.

It is necessary to have a strong educational background that leads you to taking up a career in this field. It's not just about attending a law school. To begin with you should pursue an undergraduate degree in a field that helps you better while at a law school. Accounting, engineering, business as well as health care are good options but those subjects that might help you better would be psychology, social work and social sciences. Along with this you will have to develop your communication skills as well. Your speaking, listening, writing skills as well as vocabulary should be above average. Only a person who can express the thoughts concisely, articulately as well as effectively can draw success in this field.

Anyway to help you with these many institutions take up pre-law courses. Here you will get trained to develop your skills. They will also help you in choosing the related field in which you may like to pursue the law degree. There are many branches in which you can pursue your degree at a law college. These include civil law, criminal law, corporate law, family law, labor or employment law, international law etc. Most of the people find it difficult to make the right choice. A pre-law course will definitely groom you into this field and will direct you towards the right degree considering your interests and demands.

Once you are sure that you have done the right thing by choosing a career in law, then you can go forward and look for different law schools. Law school catalogues as well as reference books will help you through the decision making process. It would be really difficult to get into top rated law schools. It involves a lot of preparation. But once you get into an excellent school you will be able to build up a successful career in the field with ease.

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Finding a job is not easy as most job-seekers know. It takes time, effort and planning. Effective job searching is a skill that very few can easily master. One the other side of the coin, employers realize that finding suitable employees, can also be time consuming and relatively expensive.

Employment agencies are dedicated to filling the need of both parties. Employers can use the services offered by employment agencies to save some of the time and strain on resources to find the right employee, while the job seeker has access to all the information, services that may be offered without any cost by many of the employment agencies.

When a specific skills set is needed, many organizations will enter into a contract agreement with placement services firms, who may also be known also known as recruiters. The recruiters conduct the search to find people with the desired skills, and matches potential employees with the vacancy. Potential candidates are screened before they are recommended for interviews with the employer.

There are different arrangements that can be made with employment agencies. For companies seeking senior-level managers, they may choose agencies that specialize in finding executives, or an executive search firm, that can sometimes be derisively referred to as a head-hunter. Executive search firms are usually retained by larger corporations, in much the same way that lawyers are retained, and called upon to perform required tasks.

Agencies involved in job searches must now abide by a code of ethics that are governed by regional authorities. A set protocol and standard procedures must be applied when conducting searches for higher level employees. Search agencies that are retained are usually private companies that specialize in specific areas. They may normally provide services for much of the private sector.

The arrangements made that employers make with executive search firms can be convoluted, but it can offer one big benefit to the job seeker, and in most cases it costs nothing, although there may be circumstances where the job seeker may choose to pay for the services offered by the agency.

Employment agencies may charge the company for finding the employee, or they may enter into arrangements that return a percentage of salary as compensation. The rationale may be that the level of employment correlates to the difficulties to be overcome in the employee search ostensibly indicating, that higher level employees with the appropriate skills set may be harder to find.

If you are able to find suitable employment, without having to pay any agency fees, by all means you should do so, but in some cases, agencies may ask the job-seeker for compensation for assistance in finding a job. Choosing a suitable agency depends almost entirely on your personal preferences and circumstances. More efficient assistance may come from an agency that specializes in your field of work, but with the shrinking degrees of separation, it may be possible to establish connections that are totally unrelated.

If you are looking for temporary work, it may be to your benefit to register with agencies that handle full time workers, and vice-versa.

Job searching can be a difficult process for many people, but employment agencies can provide some help. Employment agencies are also used to help businesses find the right candidates.

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Choosing a career in law has several advantages. Law is an intellectual stimulus. The lawyer develops the capacity to analyze cases far better than most people can imagine. This requires the individual to have the ability to develop sound arguments and to articulate them in a persuasive and practical manner. A career in law can be exciting and challenging.

Exciting opportunities

Law career offers a wide range of opportunities in different areas of law and in various types of practices. A lawyer or attorney should have a sound knowledge of the law and its legal process. It gives an opportunity to earn handsomely, as well as to start one's own business. But this won't happen at the initial stages. He has to first work with a senior lawyer or firm to get practical experience of working with the system. Practicing law gives an opportunity, to effect important changes in the system and in the client's life. The hours of work put in by members in the legal profession is much more than members of any other profession. Private lawyers work at all hours. Many of them meet clients out of working hours as their clients may be employed. In a law firm, promotions are competitive and based on merit. Associates in law firms bill about 80 to 100 hours per week. It is not a 9 to 5 job, bosses don't ask them to work out of office hours; they are required to do so.

Existing businesses are growing and expanding and new businesses come up each year, opening avenues for making a career in law very possible. Corporate law defines the rules for business corporations. Businesses require corporate lawyers. Corporate lawyers have a strong role to play in a business establishment. Their duty is to advise their corporate clients, draw up business contracts and argue cases in court especially when parties are involved in foul play.

Social aspects

Lawyers are treated with respect and deference after all they know the laws of the country and they deserve it. Dressed elegantly and smart, they ooze confidence. However, there is another side to the social aspect of a career in law. The legal system requires very intricate and highly specialized skills. But the one sad aspect in choosing a lawyer job, especially criminal law, is losing faith in mankind. You will experience real life situations on a daily basis and encounter disheartening examples of human depravity. Betrayal, fraud, back-stabbing and callousness make people hate lawyers and can be extremely difficult to cope with.

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When you're desperate to find the suitable job for you, recruitment agencies can be a great help. Each decision you make for your career has its own set of pros and cons. With several years of experience working with staffing agencies, I have encountered first hand of pros and cons with these agencies and I am certain that this will help you handle any concern that you might have when looking for temporary jobs. Here is a description of the pros and cons to consider when seeking the help of these agencies:

The Pros of Temporary Employment:

The very first benefit of these temporary jobs offered by recruitment agencies is that they provide full range of networking abilities. Every company you will work for offers an excellent chance for you to meet new people, clients or even make new connections. You can meet various people from different sectors in the duration of your work compared to permanent jobs. The second benefit is that you can never find your work boring. The first months of working at a new company can be very exciting because everything is new. The working environment and the scope of your work change frequently and does not become mundane. The third advantage of working as a temporary staff is that you are allowed a shot to work for various companies without long term commitment. If you're not satisfied with a particular temporary job, you can ask a staffing agent to transfer you to another job. IT is easy to change jobs as a temp employee and you are allowed to work where you want to. This is a big factor because you can get to discover which company and the type of job you enjoy for you to find a permanent position in a specific industry. The fourth benefit is that you get to acquire new skills which increases your worth as an employee. There is a dramatic increase in your skills if you get to work several jobs in a short span of time and this can be great for your resume.

The Cons of Temporary Jobs:

The first disadvantage of temporary jobs is that they don't last and there is no real guarantee that you will keep your job for long as a temporary staff. This can be stressful to most people because once your job is done, you don't have any work again. This can be avoided if you ask your staffing agency to find you "temporary to permanent" jobs that will increase your chance of being a part of the company permanently. The second disadvantage is lower pay or compensation. This is the reason why several companies employ temporary staffs because it's less expensive on their bottom line. There are staffing agencies that take a cut of your salary as payment for the services they are providing you. Do not forget to ask the agency about this matter when you use a staffing agency. However, not all recruitment agencies do this. In fact, they offer high compensation based on the type of temp work you're providing. The third disadvantage is the treatment that temporary employees would receive from permanent employees. There are permanent employees who treat temporary staff as unimportant or lower in status. This ostracism can be prevented if you talk to your staffing agent as soon as possible to resolve this conflict. Being a temporary employee does not mean that you deserve to be negatively treated by your permanent co-workers. The last downside of having temporary jobs is the company's reluctance to hire temporary employees permanently. There is the opportunity for you to get hired permanently if you perform your job very well; however, employers are hesitant to hire a temp staff because you are already providing the work needed at a lower cost and they find it expensive if they pay insurance or provide temp benefits. On the other hand, companies who offer temp to permanent employment do not do this.

After reading this, I hope you'll be able to make an informed choice regarding recruitment agencies and ascertain if they can help you with your employment.

LSA Recruitment Pty Ltd stands above the rest by giving a true alternative to traditional recruiting methods while ensuring the job seekers goals are achieved. Whether you are looking for temporary jobs or permanent work, LSA Recruitment can help you.

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The increasing preference for what you know and what you can do, over whom you know, created a renewed sphere of trust among applicants all over the globe. Employment agencies' campaign of strengthening professionalism and craftsmanship generated positive waves of response from the external stakeholders.

Way back in the old days, people get jobs and are elevated into higher positions because of the people they know inside the organization. In government offices, although a prohibition on office nepotism has been made into law, there were way too many incidences of political accommodations committed by those put in positions. As a result, those who were not accommodated or hired, but have the skills and were qualified for the positions, lost their trust and confidence in the impartiality of the screening and selection process. Until recently, employment agencies, along with idealistic employers and vigilant stakeholders, acted to renew the working populations' trust and confidence in the employment process and in the merit system, both in the private and civil services. These individuals and entities believed that merits should still be the sole basis of employment and promotion. This is actually the first step towards a larger goal of improving the quality of human resource of any organization. Below are top three reasons for this active campaign.

1. Profitability of an organization can only be maximized if the right people are put into positions.

Employment agencies work hand in hand with employers to increase the latter's business profitability. They acknowledge the crucial fact that a particular sales target or a particular revenue can only be achieved if the people working within the team are equipped with the right skills and craftsmanship to get the job done right and excellently. When you hire base on political accommodations and in debt of gratitude, you are not doing your organization a favor. You are actually sabotaging its success by putting in unqualified people.

2. Empowered people help create synergy within the organization.

Once an employer practices professionalism in dealing with its human resource, the natural tendency is for its human resource to look at him with high regard and with utmost respect. That respect will soon translate into trust, the kind of trust which moves people to be honest and proactive with their efforts in contributing to the goal of the entire organization.

3. Professionalism is contagious.

A single positive act can move others to do the same. If the employer and the employment agencies are practicing professionalism in their dealings with their employees and their applicants, it is consequential that the latter group will emulate. Soon, everybody will be spreading goodwill all over the place.

Looking for employment agencies in Ireland that are cost-effective? We can be of service to your recruitment needs in any location across UK and Ireland. More info can be found about recruitment agencies.

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The Internet is considered the most disruptive technology of the twentieth century, it has disrupted quite a few industries, and it is also disrupting the field of job recruiting. Attrition in jobs in the service and other sectors can add to the cost of replacing skilled talent, as many of these positions remain critical to the continuity of the business and may need to be replaced as soon as possible. Costs should be held to a minimum wherever possible, and flat fee recruitment can be a viable alternative.

Flat fee recruitment is especially pertinent in the services sector, where the cost of obtaining and retaining skilled people is usually higher than in other sectors, because of the nature and quality of the needed skills.

Flat fee is a set charge paid to the flat fee recruitment agency for their service. No other charges or hidden costs are included; however, the recruitment packages offered, can vary, and may depend on the requirements of the hiring company.

The recruitment package offered by the agency will usually include all advertising costs, as the recruitment agency assumes the responsibility for advertising the job vacancy, which is placed on relevantly appropriate sites such as job boards and networks.

In addition to helping to save money, flat fee recruitment can also be used to find the right candidate in the shortest period possible. The technology can be used to lower the costs of recruiting because much of the manual input is no longer necessary.

Advanced applications used include software for tracking applicants, as well as scanning resumes. Hiring personnel and recruitment agencies are no longer required to sort through hundreds of resumes.

The agency will know and thoroughly understand the needs of the client. They should also have the expertise to craft an appropriate advertisement, and place it in the most widely relevant places, in order to attract the best candidates. They will also have the resources, to effectively screen all applicants, for the best potential candidates, and they will filter these into a short list, for arrangement of interviews. This can all be done for a flat fee.

The technology allows the agents to optimize the use of resources, while deficiencies in the conventional form of recruiting are minimized. The flat fee process can be recommended for small to medium sized businesses as the costs are much lower and fixed costs can contribute to more efficient operations.

There may still be purists, who may rightly believe that the human element can and should never be replaced in evaluations, as computers and applications, are not yet advanced enough to recognize important and subtle nuances, but the use of technology in critical areas, such and job placement can be used effectively to lower costs, which is always an advantage in competitive environments.

In addition to lowering the cost of recruiting, agencies are becoming more adept at using the technology to efficiently locate the best available talent, in the shortest time possible, and can be a vital ally, in the competitive world of employ recruitment, where key employees remain crucial to the success or failure of your business.

Cash starved businesses that need employees, can save money with flat fee recruitment. Flat fee recruitment can not only save money, but it can reach wider talent pool, in shorter periods.

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An attorney or attorney-at-law is a person with a degree in legal studies and who is a member of the legal profession. He is qualified and licensed to represent clients in court. He acts on the client's behalf to plead or defend a case in legal proceedings. In short, the attorney is a person acting for another as an agent or deputy.

Jobs of divorce attorneys
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Divorce is always a sad end, but sometimes a necessity. In such a case it is important to have a divorce attorney. The jobs of attorneys dealing with divorce are many. Only a judge or a legal authority can dissolve a marriage and grant a divorce. Whether dealing with a warring couple or a couple who want to amicably end their marriage, the attorney has to take care of different issues like property settlements, alimony and child custody. These are things that need to be discussed in detail. Often shared custody rights of children are given by the court, keeping the best interests of the child in mind.

Criminal offense attorneys

Criminal offences come in various forms or degrees. Some are lesser criminal acts while some could be grave acts. The jobs of attorneys dealing with criminal offences include drug related offences, sexual offences, frauds, computer crimes and white collar crimes and offences that result in loss of life. Possession, sale and distribution of drugs are drug related offences, while sexual offences are solicitation, rape and assault. Homicide, murder and manslaughter are acts that result in death. Grave acts of criminal offences are called felonies. Robbery, burglary, murder, arson, rape and aggravated assault are categorized as felony.

Civil law cases

Jobs of attorneys dealing with civil cases relate to private individuals or business, unlike the criminal cases where the government is involved. Civil cases involve the rights of individuals. Attorneys dealing with civil law should be well versed in the Tort Law or Contract Law to deal with litigation and financial compensation. Breach of contract, gross negligence, invasion of privacy and medical malpractices are some of the many civil law cases.

The above are some of the jobs of attorneys. There are several other different classes and types of attorneys such as Family Law Attorney, DUI and DWI Attorney, Immigration Attorney, Bankruptcy Attorney, Injury and Personal Injury Attorney. As a career, the law offers wide and interesting opportunities for those who are looking for specializing in any particular field of law.

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You spent ten years with one company. Now you've switched to a new organization - and possibly a new career. Your challenge is not only to learn but also to release old patterns that won't serve you well here.

Here are seven tips to help you master this transition.

(1) It's been a long time since you had a "first day on the job." Maybe you're left alone with a stack of manuals to read. Or you're expected to resolve a crisis, while strangers scream at each other, using jargon you don't understand.

Both these scenarios are typical for newcomers. Neither signals a need to jump ship.

(2) Your number one challenge: Be strictly professional. Do not share any concerns or misgivings about the job. Even if your boss appears to be breaking a written promise, tread carefully. The only acceptable answer to, "How's it going?" is, "Wonderful!"

(3) If you are making a dual move - job plus relocation - you're "onstage" with everyone you meet in your new community. Your next-door neighbor may be your boss's cousin.

(4) In today's market, your new employer probably had to go to bat for you before you even arrived on board. You may never learn how you got here. Maybe you displaced a long-time employee or your boss's rival wanted to hire someone else.

Spend your first six months collecting data. Interpret with caution, preferably with the help of an outsider who can offer perspective.

(5) Maintain old contacts and begin at once to expand your network. Thank everyone who has helped you. Let them know that, while you are ecstatically happy, jobs can be unpredictable.

(6) Begin to build your future. Set aside funds for your next adventure. Use your company's resources to build skills, earn a degree and generally make yourself more marketable every day.

(7) Find a mentor who can be trusted not only to keep your story confidential, but also to challenge your beliefs and offer an experience-based perspective. Wet blankets and cheerleaders may not be your best choices: you need objectivity.

Many people find that hiring a coach, consultant or mentor can be a wise investment at this time. If you can avoid even one angry outburst or indiscreet remark, you will save thousands of dollars by keeping your job and maintaining a "promotable" image.

Your first six months will be critical to your success. I urge everyone to keep a journal, so you can look back to see how far you've come. Someday you'll be the old-timer, welcoming the new employee, watching to see what she's made of.

Cathy Goodwin, Ph.D., guides mid-life, mid-career professionals and executives through the first inning of their second career. Discover Career Change Secrets Most Career Coaches Won't Tell You, a free instant download at MidlifeCareerStrategy.com

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It's no secret the Australian resources industry is suffering a severe shortage of skilled workers. Staff turnover rates for some roles in mining, energy and oil and gas jobs are among the highest in the country. While employers compete with Canada, South Africa and the USA for professional and skilled workers, one segment of the current workforce is underutilized.

Women represent 45% of the total Australian workforce, but female participation in the resources industry is 16%. According to AWRA, the Australian Women in Resources Alliance, that needs to change. Research has proven companies with women directors perform better than companies without any women on their boards. From a national perspective, closing the female-male gap would increase the Australian GDP by 11%.

Attracting more women

All sectors of the resources industry have evolved from the days of grimy male-dominated roles. Advances in technology mean brute strength is no longer a prerequisite for holding down a job in mining. The jobs in highest demand and hardest to fill - engineers, geologists, and metallurgists - are perfectly suited to women. But with more women currently graduate from university than men, why aren't they heading towards high-paying jobs with oil companies or planning careers in the mining industry?

Unfortunately, there's no single answer. Perceptions of both men and women need to change concerning the viability of a long-term career path. While many women enter the industry out of school, having a family can have a significant impact on a person's ability and desire to work a demanding job. Add a fly-in, fly-out (FIFO) roster to the mix, and many women believe it's too hard to balance career and personal life for a resources job.

Industry support

Australia enjoys one of the healthiest economies in the world owed, in part, to the massive contribution from the resources industry. Unemployment is at an all-time low. Industry leaders believe attracting more women is a key strategy for solving the skills shortage.

AWRA's goal to increase the number of of women in the resources, allied services and construction sectors provides employers with two major competitive advantages - a larger pool of talent to draw upon and strength through workforce diversity. AMMA is spearheading the AWRA initiative but it's a true collaboration of key stakeholders including industry associations, academia, training, government and industry employers.

It's not an easy task to affect cultural change but perceptions are shifting. Salaries for Australian engineers are the highest in the world. A female engineer can easily support a family on a single income allowing her partner to take on childcare duties. Industry is focusing on family-oriented solutions to help women remain in the workforce.

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The hope for every college graduate is that they find employment. Some students need to find employment while they are going to school in order to support their academic efforts. So, being able to find a job may have immediate importance as well as for their career lifetime.

Their hope continues to expand to finding a sustainable job, with a company where they will stay and enjoy a career. Beyond that, they hope to find employment in their field of study in school

The outlook the last few years has not been good and the results of students' efforts to find a job in their chosen field has not been very good. The outlook for the future is not a bright as they would like.

Here is some of the early data from the annual NACE Student Survey:

On the improvement of employment:

More than one-quarter (25.5 percent) of the Class of 2012 that applied for a job has one in hand, according to results of NACE's 2012 Student Survey. That is up slightly from last year at this time, when 24 percent of 2011 graduates who applied for a job reported having accepted one.

The percentage increase of 1.5 percent is not encouraging. As has been the case for years these low results have shown that the practices that students have been using to gain a job have not been effective for three out of four graduates.

On receiving job offers:

Among 2012 graduates who applied for a job, only 44.2 percent received at least one job offer. In comparison, 41.4 percent of 2011 graduates who applied for jobs received an offer.

As in the increase above, the 2.8 percent increase is not very encouraging. Again, it points out the ineffectiveness of the practices followed by the students to find a job.

On the percentage of students who applied for a job and took the survey:

Slightly more than half of senior taking part in the survey (52.1 percent) reported they had applied for a job. That is well below the activity reported for the Class of 2011 - approximately 75 percent had applied for a job by the time of the survey, but consistent with the results for the Class of 2007 through the Class of 2010, when the percent of the class applying for jobs hovered between 42 and 50 50 percent. This can be surmised as evidence that the graduates are lacking in confidence about getting a job.

The NACE reported information above is very telling. With 22.9 percent less applying for a job indicates that they do not believe there is a job out there for them. Many graduates lack belief they have an effective way to find a job, get noticed, get an interview, and get an offer, and job.

Considering the process the students are pursuing to find that job, it becomes clear why they are not as successful, though many tried in spite of negative input and an alarming number apparently decided not to try.

The practices the students learn and follow fails 3 out of 4 times, because the practice is not designed for success. The practice we are talking about is: create a resume, send a resume, and wait for a positive response that rarely occurs. This widespread practice was created over years of job applicants responding to employment ads and those advertising employers demanding resume submission. It is the primary, if not the only, means by which employers were able to seek people they wanted to hire.

Consider that there is a huge gap or even a chasm that exists. On one side of the chasm is the effort of the students to gain an education in a chosen field with the belief that education will provide a solid foundation in a career for an employment lifetime. The school is on the same side of the chasm is working diligently to provide an education to students. Embedded in the minds of nearly all students is the expectation that their educational credentials and the assistance of the educational institution is what they need to land a career opportunity after graduation.

On the other side of the chasm are the skills and abilities of the students to conduct a successful job search that will provide the job they want in their chosen field. Alongside the students is the school (career services) teaching the best skills and abilities, of which they are aware to the students with the intention that their students will be successful in finding the job they want.

Those are the two sides with the chasm in between. The chasm is the result of the decades-old practice taught and used by almost everyone inside and outside of academia. The practice is to create a resume, send a resume, and wait for a positive response.

Sure, there have been a myriad of variations. Now we have LinkedIn, Facebook, and all the other social media. Video resumes and countless "tips" are promised to create a successful job search. Conducting a Google search for "job search training system" yielded 920,000,000 results. Surely, they cannot all be offering ineffective training. Can they? Our research and investigation revealed that practically everything offered is a variation, re-labeling or re-packaging of create a resume, send a resume, and wait for a response.

There are huge efforts to help the freshman choose the best education that matches them with their desired education and professional path. These efforts are very helpful. However, at the end of their educational career, they are still left with having to get across the chasm between their excellent educations and finding a job. These are two separate and distinct processes.

What are the consequences of this gap or chasm that exists? It is clear that many students are not able to find a job in a reasonable timeframe. Many opt to go back to school for a bachelor's degree or even a graduate degree thinking that by the time they are done, the right job will be available. In addition, they may feel their advanced degree will make them more attractive. Their logic is sound, but the reality is discouragingly

different. The reality is they still have the same chasm between their advanced education and how to conduct a successful job search.

Others will take a marginal job that may outside their chosen career. They are simply waiting until the job they want appears.

Another consequence is the class of graduates before them is still seeking work and the one coming after them. This adds to the competition for jobs.

School's place their reputation at risk when they do not have a good record of placing students in jobs. On-campus recruiting may be strong at some schools but not all students can take advantage or choose to take advantage of that opportunity. It leaves them with the same dilemma.

We have reviewed hundreds of career center programs. We have spoken to hundreds of career center directors. We discussed what they feel is challenging to them and most feel the same frustration. Regardless of what they have available or try, the results are not measurably better, because the practices and processes are a form of the failed create a resume, send a resume, and wait for a positive response.

The same career assistance professions have expressed they would like to see something effective for their students and school. They have shared with us that the majority of students lack enthusiastic confidence that what they get from the career centers is going to prepare them to land a job. What both want is to close or bridge that gap or chasm that exists between their education and their ability to find a sustainable job in their chosen field.

The chasm between the student and the school working hard for the students' education can be bridged now by an effective process they can apply to effectively find a job in their chosen field.

The answer is not a software package, a new website, creative SEO techniques, new technology, an applied theory or the well-intended tips that everyone must know to get a job.

What is the best answer to bridging the chasm?

It is a skill-based training system that provides practical instruction and education of how to proactively find a job in the desired field. It trains individuals with solid, time-tested principles and fundamentals that allow them to take charge of their job search. It is designed and delivered so that the graduate sees both its obvious effectiveness and their ability to apply the training.

Why does it work?

It provides the students with skills for hands-on, proactive steps to gaining the job they want. Each step creates progress rather that being passive. It puts the job seeker in charge not the potential employer.

It is forged in the crucible of 50 years of hands-on, day-to-day personal interactions with employers and job seekers forging fundamental principles that consistently bring the two together. It has succeeded through five recessions, countless industries, and many different positions. The proof has been in the success of both the employer and job seeker.

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Kevin Sutton invites you to read more articles and learn about our training webinars and in-person sessions. For educational institutions train the trainer learning is available. Career Services Professionals can read more of specific opportunities to bring this training to their school. You can find us at http://www.careertalkguys.com/.

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