In today’s energy efficient world, more college students and recent graduates are shifting their focus to green jobs. But what is a “green job” exactly, and what do you have to do or study to secure one? Green jobs are relatively new in today’s day and age. A green job is defined simply as a job that works to lower the impact humans have on the environment. Pretty simple, right? The truth is, however, that green jobs are available in so many fields, that people seldom know where to begin, let alone what to major in or apply for.
For those who are still in school or don’t have a degree in a specific field, there is a wide variety of support, administrative and “leg work” jobs that make companies focused on the environment run smoothly. If you are still in school and looking to make a career in this rapidly expanding field, this would be a great place to start out. One company that offers a way into the green field is Ambit Energy. Based in Dallas, Texas, Ambit Energy offers entry-level positions in customer care, bilingual customer care and secretarial positions. Do you speak another language? Why not expand green energy ideas and environmental awareness across cultural lines. Being bilingual with office experience is a definite advantage in the entry level of green energy jobs.
If you’re in college or trying to decide what to do for work, the best idea is to major in engineering, transportation or any one of the major sciences. The largest environmental concern and focus comes from transportation, production and energy. Anyone specializing in these fields will continue to be in high demand. A college degree isn’t necessary to excel in this broad field either. Practical skills can be learned via trade schools or apprenticeships that can lead to jobs construction, large scale transport and farming. The conservation of energy cannot be carried out in an office building or classroom, but in the field.
Are you good with numbers? The possibilities are plentiful if you have the ability to manage numbers, reduce loss and increase efficiency. Accountants and energy auditors start out with comfortable salaries, and the work is meaningful. Imagine saving energy or maximizing conservation efforts on a daily basis. The work you do could have a direct impact on the planet we call home.
So if you’re a student, already working, or looking to make a career change into green jobs, don’t wait any longer. The ideas have been on paper for too long, and there aren’t enough hands to carry the enormous projects that lie ahead. The rewarding work you do will be worth it, and as this field grows, so will you in all of your personal and professional endeavors.
McLean, Virginia, United States
Vice President of Business Development
TMP Government LLC, a division of
TMP Worldwide Advertising & Communications, LLC
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John Bersantes has had over Twenty years of experience in the publishing and advertising field. Experience includes newspapers such as The Rocky Mountain News and Houston Post to produce regular weekly features entitled The Business & Industry Section. Prior to his appointment with TMP John oversaw online recruitment advertising for bizjournals.com the interactive division of American City Business Journals. Since 1997, Mr. Bersentes has worked in the interactive space to develop and launch leading diversity niche job boards such as HireDiversity.com and WorkplaceDiversity.com. His background includes specialization in multi-cultural marketing, recruitment solutions, and advertising campaign strategies. A graduate of the University of California at Santa Barbara with a pre-professional emphasis in Journalism and Minor in Mass Media Communications; Bersentes contributes from an extensive knowledge base in custom print and electronic publishing to both the public and private sectors.
Over 20 years advertising industry experience:
+Seven plus years in creating job boards and online recruitment services.
+A decade of Internet advertising campaign management.
+Effective in trade show marketing and event sponsorship sales.
+Launched start up titles for established publishers in various markets.
+Diversity recruitment and outreach specialist with online recruitment, B2B, B2G media campaign management experience.
Six Degrees: Tell us of your home world.
John: I have been happily married for about ten years now to my wife Jenn and we have two great kids, Sophia (10) who can’t get enough-of or off-of Facebook, and Teddy (7) whom has moved on from his Nintendo DS and Wii to the X-Box 360. The challenge we have parents with these two, like so many other parents I imagine – is how to break that electronic bubble. That aside, we have made a wonderful home together in Chantilly Virginia which has been a great transition for us, and is quite the departure from Santa Barbara, CA where we started out with just a little more than a good attitude and an over-priced two bedroom apartment.
We love to travel when vacation time comes around but most of my free time is spent putting together Lego or stepping on them in the middle of the night. As my schedule tends to keep me at the office on a seven to seven kind of weekly schedule, on the weekends we love going to the movies or visiting the local tourist traps. Unlike the west coast there is always a show, museum of cultural event in the area. As the local areas is steeped in history it is hard not to get caught up in the visiting the monuments.
Six Degrees: How many years have you been in the staffing industry?
John: I have been in the staffing industry on and off for about fifteen years now.
Six Degrees: How did you get started in the recruitment industry?
John: To be honest my start in the industry was shall we say not intentional. I had worked in the publishing field for print directory, newspaper and with magazines. At the time I was working for Hispanic Business Magazine a niche publication based out of Santa Barbara that reached an affluent and influential audience of Hispanic professionals and business owners. Having met with success in advertising sales to the government sector and custom publishing lead to my being assigned to another division that was having problems called HispanData. Often readers would send in resumes based on a profile they read in the magazine, and the thought was to provide placement of bilingual professionals.
As part of a small team we created a niche job board back in 97, went multi-cultural with it and built an audience around a website called HireDiversity.com – which I am pleased to say is still around today. That was my start to not only selling the service to but to support operations and help to build viable candidate pools and provide recruitment services for Fortune 500 clients and government agencies recruitment support on a subscription based service which helped me get a start in the industry.
Six Degrees: What single event had the most impact on your sourcing/recruiting career?
John: My first recruitment event was at the Society of Hispanic Professional Engineers. The opportunity to talk to candidates, network them with our recruiter clientele was a great experience. It really opened my eyes to the value of the trade and ultimately the joy of helping young people looking to get off on the right foot to start their careers. At the time I recall thinking how much more rewarding it was helping people find a job as compared to selling an advertisement or sponsorship.
Six Degrees: Do you have a mentor to whom you attribute your overall outlook as an industry professional?
John: I have been very fortunate to have had several mentors at different times in my life for different aspects that have been important to my individual developmental plans related to recruitment. I don’t believe anyone should have just one mentor; because as we grow we learn. As we learn I we change, adapt, and overcome obstacles. In the last five years or so as it relates to recruitment, Mark Havard has been a great friend and mentor to me- as a manager he doesn’t micro-manage but roles up his sleeves and is very generous in teaching my cohorts and I the art, strategy, and tactics that have served him well dating back to his days in recruiting at Computer Sciences Corporation as well as experience in running his own agency.
In the field of Employer Branding, Ellis Pines whom is a genius and is never to busy to take time from his busy schedule for me to provide insights and explain the genius behind how employers go about message development and crafting an effective and measurable Employer Value Proposition. Lastly but not least as it relates to Digital and Website development, Lindsay Wozniak has mentored so many and asked so little in return that one can’t help but be inspired by her dedication and unmatched passion, creativity, and brilliance to fuse the branding and messaging to strategy and metrics.
Lastly, Stuart Miller where I started out in the government directory publishing field who while in college helped me learn effective telemarketing and how to call on government marketing directors and VP’s to subsidize my tuition when bartending just wasn’t cutting it. ltimately it was the lessons learned and generosity of these individuals that I attribute any success that I enjoy today.
Six Degrees: Tell us about your role as Vice President Business Development at TMP Government:
John: My current role is Vice President of Business Development for TMP Government a division of TMP Worldwide Advertising & Communications. Much of my current responsibilities relate to crafting an approach and solution sets to respond to Requests for Proposals from the Office of Human Resources or Human Capital from across any number of Federal government agencies. So if I am not in the proposal tank so to speak, I am white-boarding solutions with some very smart people. Or I am presenting to agency officials and program managers as to the value of Employer Brand Management, Online recruitment approaches, mobile and social media strategies for collaboration and outreach. When I am recruiting, it is typically to find that purple squirrel or subject matter expert that can help complete the puzzle for us.
John: My current role is Vice President of Business Development for TMP Government a division of TMP Worldwide Advertising & Communications. Much of my current responsibilities relate to crafting an approach and solution sets to respond to Requests for Proposals from the Office of Human Resources or Human Capital from across any number of Federal government agencies. So if I am not in the proposal tank so to speak, I am white-boarding solutions with some very smart peoples. Or I am presenting to agency officials and program managers as to the value of Employer Brand Management, Online recruitment approaches, mobile and social media strategies for collaboration and outreach. When I am recruiting, it is typically to find that purple squirrel or subject matter expert that can help complete the puzzle for us.
strong>Six Degrees: What other companies’ recruiting operations do you admire for their best-practices?
John: Microsoft, Dell, Google, and believe it or not the Internal Revenue Service are all organizations that I have had the opportunity to support and learn from within larger recruiting operations. Granted all have strong brands, but the high-touch and community involvement as well as employee engagement levels are admirable. Microsoft has a robust recruitment event paradigm and approach which comes across when you approach them at shows. More importantly all have well developed strategies and operational goals tied to success metrics which are clearly visible to internal stakeholders. These four have shown strong support for attracting not only diverse but top talent across a broad spectrum of disciplines. Working with Program Managers as strategic partners with a keen focus on the business and operational goals of the organization is a common trait which is at the forefront of their operations.
The approach they take to recruitment events, open houses, sourcing tools and software are excellent. They are risk takers, and have reaped rewards from new tools, technologies, and approaches that not only engage candidates but create a focus on the candidate experience which is unmatched. In fact IRS enjoys a 54% conversion rate of Interns to FTE’s which rivals even some of the biggest brand names in the business.
Six Degrees: What industry trends do you feel will have an impact on your work in the future?
John: Without question as it relates to the government workforce hiring reform initiatives will prove to be critical if we are to develop the next cadre of leaders in the public sector. For many years, diversity and pro-active sourcing have been relatively non-existent. With the Obama’s Administration call to streamline the hiring process we have seen some great strides in cutting down the time it takes to apply for and secure a job in the public sector but there is much work to be done in the realm of HRIT. The Department of Health and Human Services which faces a backfill across some twenty occupational categories representing close to 50,000 jobs that need to be filled are revamping their approach and are one a few key agencies looking at blending internal departments to address HRIT. Frankly over the past few years many in staffing in the public sector would say the hiring process is in fact “broken”; but the time for change is now and leaders are asking for solutions.
Six Degrees: Tell us about your broader involvement within the staffing industry:
John: Conferences I have and typically attend include National Black MBA, National Society of Hispanic MBA’s, Society of Hispanic Engineers, NSBE, SWE to name a few. Diversity Best Practices, SHRM, HCI and ERE are also great shows for me. I enjoy speaking at many of the good government events and human capital focused events these days but fondly look back at the days when I would recruit at no less than a dozen diversity focused shows a year. Most recently I have spoken on behalf of TMP Government at the Federal HR Technology Conference, the Center for Human Capital Innovation, and regularly attend the Excellence in Government events here in Washington DC.
Six Degrees: From your perspective, how did the recessionary period impact the broader market? Are there atypical factors your role at TMP observed that have yet to been discussed in the mainstream media?
John: Much of the discussion had been about the “retirement tsunami” before the recession and it is believed that the economic downturn has pushed back retirements for so many in the Federal workforce. You will never meet more dedicated people that truly want to make a difference than you will find in the Federal workforce, at the same time there is also allot of “dead wood”. Engagement levels at 30% but large groups of folks that really don’t want to rock the boat and are complacent are creating more opportunities for those in the training, organizational development, and performance improvement arena. That said, the biggest impact will come as shortages of talent in the public healthcare sector, IT / Cyber Security, and Acquisition Workforce retirements start to really kick-in as the economy starts to turn around. Presently close to 40% of an aging workforce are retirement eligible, OPM is looking at executive search as means to address diversity at the mid-career level, and USAJobs.gov the official government job board is due for an overall this fall after being brought in-house from Monster. Bottom line try and get a clean feed of jobs right now is difficult and agencies need to articulate better the Employer Value Proposition to a multi-generational candidate pool.
Six Degrees: Aside from simply the generic term “Networking” what specific efforts have you made on your own behalf, or on behalf of colleagues to broaden your opportunities. Are there specific groups, both online and in-person that have proved fruitful in extending your personal brand?
John: I stay active in several groups on LinkedIn.com and plan several Human Capital or Digital Breakfast events for the company. In terms of expanding my personal brand I have found that whitepapers are a great way to garner attention around the issues that are important to me and my company.
Six Degrees: Given your own Trial and Error experiences as a Networker, what advice do you have for your peers on what NOT to do?
John: I feel it is important to leverage the social networking tools that are out there for free and more importantly get out of the office and engage in face to face functions and events relevant to your community of practice. Not all are free and when you invest your time and energy and try to build networks that are focused in on key areas it is important to do your homework. I always try to have one or two questions at the ready for key presenters or speakers but always elect to ask off stage, or before the event. Never put your panelists in a position that puts them on the spot but approach networking as an individual that wants to learn more about the topic as opposed to try and position yourself as the subject matter expert. It is important to always follow through as well and be sure to send a follow on message within a day of meeting someone new at an event via linkedIn.com or whichever is you social network du jour. Most importantly be courteous to the time requirements of those you ask to participate or panel discussions
Six Degrees: How do you foresee your role evolving in the next several years?
John: I would really like to become a global brand strategist that is focused on employer branding for clients. After five years in the recruitment advertising agency field, I am excited about emerging technologies, and relationship marketing but it is the brand management side of the house that I see as a potential next career aspiration. Having worked with guys like Ellis Pines at TMP Government I would say the one thing I really need to get there down the road beyond just more experience in facilitation, will be increasing my ability to listen and observe. I like to think of a Brand as a conversation, so one must be a better listener to be truly a good conversationalist if you will.
Honors & Awards
New Hampshire Corporate Diversity Awareness Council – Speaker
NAHFE –National Association of Hispanic Federal Executives
Certificate of Completion for Diversity Training 2002 NAHFE Annual Leadership Summit
Invited Panelist “ Internet Recruitment Strategies” FY2001
Invited Speaker “ Effectively Working with Media “ FY2000
Certificate of Appreciation 1999 Hispanic Assoc. of Colleges & Universities Annual Conference
Guest Host for Online Chat with CareerPath.com “ Seeking adventure abroad -jobs overseas
Recruiting IT Staff: Strategic Approaches to Attract Top Talent
Great employees are the life blood of any successful organization, and the war for talent is real. Today’s job market is characterized by high turnover, an aging workforce, the remote revolution, and global competition to find qualified IT staff that can keep your business at the forefront of technological changes. Needless to say, candidates with excellent credentials are selective about what company they join.
Organizations that utilize cutting edge recruiting software and techniques position themselves to secure the brightest and the best talent. Here are 4 ways to use IT to attract remarkable IT talent.
1 Use Predictive Labor Needs Software
Effective recruiting is a science, and a company’s recruiting software greatly impacts the quality of candidates that are sourced. “Time and attendance software”. The software can be utilized to assess historical data and key performance indicators to match them with future human capital needs.
Automate Resume Sourcing For IT Staff
Automation can save valuable time on posting career openings on job boards and other avenues. Whether you work with a third-party recruitment agency or your own corporate recruiting department, there are several automated tools out there to help you streamline resume sourcing (ex. egrabber, talentdrive, ResumeGrabber Sourcing Friends, etc.). These programs can help you find and upload the candidate resumes right into your applicant tracking system.
Note that while technology can help accelerate the sourcing process, the best results are driven from combining technology with human powered research.
Performance Monitoring of HR Software
Although recruiting software can yield some powerful results, it is important to monitor the effectiveness of the technology in order to determine which features are working and which features need tweaking or eradication.
Metrics can also be used to monitor the micro-level concerns of the software. Cost, efficiency, speed, customer service, retention, and quality are all factors that need to be monitored to best ascertain if the software is indeed effective.
Employee Referral Programs can Leverage Software
Every organization should have an employee referral program as an integral part of their recruiting strategy. Statistics show that employee referrals are among the most effective ways to find the best talent. Employees are often willing to refer qualified candidates to the company; however, many complain that the process is often cumbersome and too time consuming. Additionally, they do not perceive the reward to be commensurate with what they are delivering to the company, so companies often lose out on excellent talent because of these issues.
Companies must be mindful that it must be beneficial to the current employee to refer friends, former colleagues or family. Computer software can make the employee referral process user friendly, so employees will be more motivated to bring in top talent.
Accelerating the Rate of Quality Hires
Modern technology demands more and more highly qualified IT staff, and the companies that will be most successful are those that figure out how to attract and retain the best and brightest in this candidate pool. Human resources software must be a first line technique to win the war of the talent search.
Thanks to Linkedin, I was now connecting with hiring managers and recruiters across the board and I was in the driver’s seat accepting or declining second and third interviews. It was me who was evaluating employers, picking and choosing where I went and when!
By Erik Pettit
Director of Facilities Management at The Sterling Group
It was 10pm on crisp March night. I checked my bank account, looked through email, caught up with friends on Instagram and Facebook and confirmed a connection with an executive on LinkedIn, all from my phone! I knew it all, right? I’ve used social media for years, met my wife via MySpace in the height of its’ day but I had much to learn about using social media to find my dream job; LinkedIn is where my story begins!
Outside of my second story brick home, master bedroom window, I can see and old fashioned, iron street lamp cutting a dim path of light through the soft falling snow. I reminisce back one year earlier when I had a slim chance at owning a home, a subpar job with a less than average boss and mediocre income. I’m confident I did my job well but found my bosses to lack leadership foresight and out of touch with other departments within the organization. I grew more and more dissatisfied with where I would end up in the role I was playing. Did caring and wanting to excel within the department prove to be over achieving and frowned upon by upper management? That may sound funny to some people or even arrogant but to contrary, I understand arrogance well and stay far away from it, as a rule of thumb. I was simply unhappy, stuck in an unproductive role and wanted more for my personal story.
The 2007/2008 economic disaster was just that for me and my new family, a complete disaster. My 11 year old construction business had just collapsed; I was a new husband and an even newer father. I was responsible to be the provider for the first time in my life and I found myself unable! It was clear I needed my first job, ever!
A property management/investment company, Holland Residential, offered me a low/mid-level corp. position and I was thrilled; the learning curve was huge but doable. The position gave me a new lease on life and I found myself very humbled, appreciative of the folks that I worked with. I was quietly ashamed though because what they didn’t know was that my humble salary wasn’t paying for 1/2 of my bills, not to mention the finer things in life, like lunch. My dreams had died with the economy and I was trying my hardest to feed my family and simply survive. I may sound a bit dramatic but life was tough. I was on the cusp of losing two homes due to foreclosure, meeting with the IRS in my living room for months on end, dodging the repo man just to keep my vehicle and I can’t count how many sleepless nights my wife and I endured. The position with Holland was amazing and like all amazing things, it had to come to an end. A year later I was laid off and looking for my next survival adventure.
A long 7 months later and an unemployment receiver, I landed a similar position in Colorado. With the homes and IRS dealt with, we packed up and headed a mile high! It didn’t take long for me, in my new position to realize that I was capable of much more in my career. One year in and three bosses later I was ready for a new chapter. Looking at Monster and Craigslist ads, I began to seek a new direction; my main motivation, responsibility and creativity. Internet job searching took me nowhere and the job response was dismal. Time slowly went by and the job front was stalled; then it happened. It was a chance meeting and a chance conversation that would change my life.
It was my 3 year old son’s birthday party and Dave Mendoza, attended the party with his wife and daughter. While standing in a group of dads, I mentioned that I was on the job hunt. Dave quickly looked over at me and asked me, in what industry and what methods I was utilizing in my search. I rattled off the usual, Monster, CareerBuilder and Craigslist and hit a couple of other job sites. Dave peaked my interest when he told me in other words that I’ve wasted the last 6 months and should of come to him for advice sooner. Dave took it a step further and invited me to his home for a Sunday afternoon “lesson” on job finding! For the next 24 hours I contemplated what I could be missing and I couldn’t think of anything, I knew it all, so I thought.
At Dave’s home the following day, we sat down in his regal office where his Apple computer screen glowed with my very own LinkedIn profile. I knew very little about LinkedIn and in one hour’s time, Dave had me requesting connections with people throughout my industry all the while using Linkedin to create my personal brand. My profile was a close copy of my resume, detailed and to the point. Dave worked with me to set up my profile with key words and showed me how to search for key terms such as “Vice President” and “recruiter” to reach hiring managers. By the time Dave was finished explaining the ins and outs, I had my first connection and found myself excited to continue marketing myself! My job seeking world had changed.
As I left Dave’s home that day, he asked me to make 100 connections in the first week. “It’s doable” he said. I was eager and blessed to have someone like Dave pushing me deeper into the unfamiliar.
That first week of connections I had four phone interviews! The next week I had four more. The third and fourth week I had a Chicago flight booked, all the while connecting with folks, seeking my dream job and making progress in creating my personal story. I went from a silent job market to an explosive one!
In the back of my mind I couldn’t let go of that position in Indiana. “LinkedIn” I thought! I did a quick search and found several people in the organization to connect with. It wasn’t long before I received an email back requesting a resume and more information.
Thanks to Dave Mendoza, I learned how impactful social media was. It helped me find my wife, and it took a friend to show me it would just as effectively connect me to gainful employment, let alone my ideal dream job. Instead of sending out as many resumes to mass, general email accounts as I could, I was able to find key people and send resumes with precision and the age old saying, “aim small, miss small”, was once again relevant! The position would be giving me a huge promotion including freedom and the chance to explore business creativity I’d been longing for. Thanks to Linkedin, I was now connecting with hiring managers and recruiters across the board and I was in the driver’s seat accepting or declining second and third interviews. It was me who was evaluating employers, picking and choosing where I went and when!
I had thought I knew it all. A 30 something, low level manager with a passion to do my job well and to be the best! What I didn’t know was that I was lacking the knowledge that would put me over the edge; the knowledge of Linkedin and personal branding. For me, I landed that Indiana job thanks to Dave and Linkedin. My advice, whether you are job hunting or not, begin to put together a Linkedin profile and like me, create your personal story, one connection at a time!
Dave Note:“I often tell my colleagues in private or during a presentation that too often we forget that we work in an honorable vocation. At the core of what we do, the consequences of our efforts genuinely impact real people, with actual families that are directly effected by our role. A few months ago, a birthday party and overhearing a conversation presented a fateful opportunity to make a difference. I’ll treasure every opportunity to pass goodness forward. This is one genuine tale I have been looking forward to sharing with you. I thank Erik for considering the potential of what is a deeply personal story so that others can directly benefit.
It doesn’t have to be a sad story, happy endings are a journey, they say, and easier still if someone takes the time to point someone to the right direction. Destiny has a way of everyone having a role in the discovery. I am blessed I could be a small part of one family’s new destination; and Linkedin did the rest.”
With the advent of social networking, recruitment will never be as before. Dave Mendoza, one of the gurus of American e-HR, puts the finishing touches to a white paper on New Management “social” talent. The CV databases are not updated no longer have any value, the future is Big Data and “Future Cast”. While in Paris, he agreed to reveal the main ideas of his next book.
Dave Mendoza advises large corporations in their talent acquisition strategy for 10 years. He has collaborated with Microsoft and currently advises Informatica , a company listed on the Nasdaq, employing 2500 employees worldwide specialist in data integration software. Dave Mendoza is a sought after speaker who has won awards; i.e. ERE and Onrec, for technical innovation.
Its forthcoming White Paper sponsored by Korn / Ferry Futurestep , will be released in the coming weeks. Entitled “CRM Present & Future: Applying ‘Futurecasting’ to the Strategic Framework of Talent Acquisition”, will present the necessary changes that should lead recruiters in their business after the revolution of social networks. The wealth of information available to recruiters, Big Data phenomenon is a tremendous opportunity to improve its sourcing process, provided there is a real strategy to address and use this information. As a preview, here are two key ideas that will be developed in this work.
The times in which we live is paradoxical. Social networks have achieved remarkable size, the API to query their data simply, the recruitment software have made great efforts to connect their bases with social networks … However, the data in CVthèques have rarely been poor and also very usable. Examples? The profiles do not have the name of the candidate, key skills for recruitment are missing, unavailable or mobile numbers up to date … Finally, candidates now have 5 or 6 email addresses and change of business, so coordinate regularly.
The static CV databases are convicted, the candidates will never update. The solution? Develop a model allowing dynamic data updating. Only a basic living is useful and effective. Before connecting their CVthèques on social networks, recruiters must carefully select priority areas on each network to import, check the real value of the retrieved information, validate the quality of imports, implement processes to remove duplicate … Without a real social convergence strategy, the creation of talent pools is doomed to failure.
While everyone talks about it, the data has no value. Have millions of resumes in its database is useless if recruiters are not able to find the right person at the right time in a minimum time.
Talent base must be worked, segmented, enriched tagged … to match the real needs of the hiring company. Talent Mapping it must be constantly aligned with the business objectives of the organization. If your company plans to open a customer support center in India in 2015, your Talent Mapping must integrate and prepare the base for talents accordingly.
Organizations that provide for archiving its own institutional learnings establish monumental opportunities for evolving methods of attraction and selection of talent. Sourcing service must also be borne in memory processes in place to work on this basis and to conduct research. Methodologies and processes are critical data inputs in their own right. ‘How hires are made’ is a learning input that shouldn’t be dependent on any one individual, but rather, distributed across the organization as accessible data to raise the bar and decrease time-to-fill given that factors of how and where hires and interviews are established are best practices that are too often ignored or transactional rather than recognized patterns.
Dave established a first of its kind, beta; A “Talent Knowledge Library” containing in-house, corporate talent acquisition learnings as adoptive archives; be it queries tested on the basis for a selection of talents, business intelligence, and source of hire analytics are critical to retention of internal, organizational best practices. “With the engine of Big Data, various social APIs supplementing huge databases with real-time feeds – allows data shelf-life to extend itself far beyond the average lifespan of static record entries, – it has the promising aspect of being dynamic, updated continuously, with the added benefit to access priority talent verticals as they progress in their careers, their average length of duration, and other key demographics that will eventually extrapolate key patterns for empl0yee success. The business intelligence feeding what I envision to be a “Talent Knowledge Library” adds exponential value proposition if macros can intelligently produce search strings and other beneficial queries to add precision to lead generation efforts based on objective date. Utilizing this off the shelf technology gone are the days of assumptive search, and a new era of hard data as source of hire to workforce planning represents high value on several, cost-effective layers.”
The challenges facing recruitment services in the coming years are immense. HR professionals must learn to reconcile their social networks while retaining ownership of their data. To meet these challenges, Dave Mendoza has developed a strategic model, called “FutureCasting”, with specific guidance for its implementation; model which will be detailed in the forthcoming White Paper. “A new paradigm for sourcing is emerging he said, and companies that execute social data convergence strategies, will prosper in recruiting the best talent.”
Original Article Source: Exclusive HR Magazine
This scene captures the change in our culture as a society and as an economic system. Yesterday sealed the transition of the country I knew and what it is becoming
Reuters) – Consumers will have to dig deeper into their pockets next year to pay for costlier healthcare, more expensive grocery bills and higher taxes, an extra drag on the country’s already slow-moving economy.
The additional outlays look set to test the resilience of consumers, whose spending accounts for around two-thirds of the U.S. economy.
“We think it’s going to be a difficult six to nine months,” said Scott Hoyt, senior director of consumer economics for Moody’s Analytics. “If anything, conditions are likely to get worse, particularly at the start of the year.”
The strength of consumer spending has surprised some economists, given unemployment near 8 percent and anemic wage growth. Consumer spending has cushioned the blow to the United States from slower foreign demand for its goods.
U.S. households have shed about $880 billion in debt since the peak in the first quarter of 2008, according to Federal Reserve data. That has put many consumers on a path back to financial health.
But an expiration of payroll tax cuts in early January and a spike in food prices could wipe 0.8 percentage points off U.S. economic growth next year, according to some economists.
The economy is now expected to expand 2 percent in 2013, down from 2.1 percent in 2012, a Reuters poll showed.
Consumer groups are noting caution on the part of households when it comes to such things as taking on more debt, retirement savings and gasoline prices.
“People are very concerned about what is going to happen next year because they are already seeing price increases that are affecting their budgets,” said Bruce McClary, a spokesman for Clear Point, a nationwide credit counseling organization that helps consumers experiencing problems with debt.
“They are also worried about any kind of changes that might be happening with regard to their income tax, that they are going to have less disposable income to work with,” he said.
Economists at JPMorgan say expiration in January of a temporary 2 percentage-point cut in the payroll tax would reduce household spending by $125 billion and lower gross domestic product by about 0.6 percentage point next year.
Still, loss of the payroll tax cuts would be only one aspect of the “fiscal cliff,” a popular name for automatic across-the-board spending cuts and tax increases that would suck about $600 billion out of the economy next year.
U.S. lawmakers are expected to find a way to soften the blow of most scheduled tax hikes, including income taxes, and spending cuts due to take effect from January 1. But if they don’t, the tax increases and spending cuts could result in the most severe belt-tightening in the United States since a tax increase in 1969 to pay for the Vietnam War.
FOOD, HEALTHCARE, EDUCATION
Another area of concern for consumers is food prices. Rises in the prices of corn and soybeans and other field crops as a result of drought this year in the U.S. Midwest are expected to feed through into food prices late this year and in early 2013.
U.S. soybean prices jumped 40 percent over the summer, while wheat shot up about 50 percent. Prices have eased a bit since then, but the increases are expected to filter down to consumers.
“We are starting to see evidence of food prices moving up so that’s definitely going to be a drag on disposable incomes,” said Hoyt of Moody’s Analytics.
The U.S. Department of Agriculture sees food price increases of 3.5 percent to 4.0 percent next year, greater than this year.
Hoyt says that could cut 0.2 percentage point from economic growth over the winter, when food prices could peak.
Reflecting the strain on many budgets, U.S. shoppers plan to spend an average of about $750 on gifts, decorations and other holiday items this season, only 1.2 percent more than a year ago, according to a recent survey published by the National Retail Federation.
That would be the smallest increase since 2008-2009, when holiday sales fell 1.8 percent during the financial meltdown.
“You could argue that we are still at recession levels on a lot of the consumer indicators,” said Jeffrey Cleveland, a senior economist at investments manager Payden & Rygel in Los Angeles. “I don’t expect the consumer to be a powerhouse.”
Another big extra outlay will be in healthcare premiums, which on average are costing employees more than $2,200 in 2012, according to Aon Hewitt, a human resource consulting firm.
Average health care premiums are forecast to jump by 6.3 percent in 2013, according to Aon Hewitt
Over the last five years, employees’ share of healthcare costs will have increased more than 50 percent, it said.
On top of everything else, the cost of a college education is being felt more keenly by many Americans.
Tuition costs for the 2012-13 academic year rose again but federal grant aid and tax benefits did not increase in the previous year – the most recent for which data is available – according to a report published on Wednesday by the College Board Advocacy & Policy Center.
The pain of higher living costs is not being felt evenly.
Households with incomes under $75,000, people older than 50 and those with lower levels of education believe their financial positions are getting worse, according to a survey by Bankrate.com, a research firm specialized in consumer finance.
“A lot of low- and middle-income households are mired with a stagnant income at a time when food and energy costs keep moving higher,” said Greg McBride, a senior financial analyst at Bankrate.com.
(Additional reporting by Jilian Mincer)
“Oh how convenient the rate dropped below 8% for the first time in 43 months, five weeks before the election,” Varney added.
“There is widespread mistrust of this report and these numbers because there are clear contradictions – 873,000 people said they had found work but only 114,000 new jobs were created. That is a contradiction. If you delve a little deeper and it seems that a lot of these people who found work – that is the 873,000 – if you delve deeply, it turns out that 600,000 of these 873,000 people were part time workers. So they came back into the labor force and they pushed the unemployment rate down to 7.8%. But there is a contradiction here between the number of new jobs created and the number of people saying they found work. It was part-time work Bill, that’s what it was,” Stuart Varney said about the unemployment numbers on FOX News.
or situation, was basically unchanged at 14.7 percent.
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Taylor Morris is a Navy EOD from Cedar Falls, Iowa who was injured in Afghanistan. Taylor Morris and Danielle Kelly On Life After the Bomb Blast: It Took His Limbs But Not His Spirit
When Taylor Morris, an explosives-detection and disposal expert with the U.S. Navy, stepped on a bomb in Afghanistan on May 3, his world changed forever.
After graduating high school in 2007, Taylor joined the Navy with hopes of making it into Special Operations. Those who know him best know he always sets out to conquer the hardest and most challenging tasks. Taylor ultimately found his passion as a Navy EOD tech. EOD stands for Explosive Ordinance Disposal, which meant Taylor was trained to know the ins and outs of bombs. He began rigorous EOD training throughout the United States in 2008 and graduated July 24th, 2009. Since then, he has been stationed in Virginia Beach, VA, where he has been continuing his education and training as a EOD tech.In January of 2012, Taylor was deployed on his first tour to Afghanistan, set to return August 2012. We always wanted him to come back as soon as possible, missing his energetic spirit and love of life, but we never imagined it would be under these circumstances. On May 3, 2012, Taylor was injured in action. The injuries were profound, but he stayed conscious immediately afterwards. He was able to tell his partner to call Danielle and family to tell them everything. He sustained injuries to all four limbs, entailing loss of both legs, left arm from the bicep down, and right hand.Taylor is currently receiving medical care and Rehab at Walter Reed Medical Center, near Washington DC.
“As I said before, Taylor is determined to conquer anything, and this won’t be any different,” Danielle (his girlfriend) said on her blog. ”He will continue to be the Taylor John that we all know and love. His recovery is going to be long and grueling, but hard work and determination is nothing that Taylor has ever shied away from. He is the most loyal and loving person I know, so I ask everyone to be there for him. This is a devastating situation that no one should have to go through, but we can make it through this and we will come out stronger on the other side!”
“I am feeling much, much better,” he said. “I wouldn’t say that anything has really changed in me or I have changed feelings about anything. Maybe I’m just getting more positive and realizing it is possible to have a better future than I originally thought.”
To donate to this hero’s fund visit taylormorris.org« go back — Next Page »