Q. What recommendations can you provide for someone who needs to relocate to a new state, but is having difficulty finding a job in the new state?
A. Research professional organizations in your field prior to moving to the new state. If the organization meets on a regular basis plan to attend a meeting so that you can begin networking with others in your field immediately. I personally took this approach about 5 yrs ago when I relocated to California and it landed me a job within 2 weeks. – Danese Simpkins, MS, SPHR, Director, Human Resources, Air2Web
A. 1. Take a moment and think about “what exactly is it that you want to do?” (e.g. industry, position, etc.)
2. Update your resume to reflect any recent changes in your professional career that will reflect and highlight your qualities that would set you apart from other candidates.
3. Join local organizations in the new state to help build your network.
4. Contact local recruiting/staffing firms, unemployment centers,
A: The professions that will rebound are in the areas of education and health care in 2010.
The field of education is on a rebound as many individuals have returned to school, additional qualified educators are needed with the appropriate credential and many institutions are in the process of getting additional accreditation.
The field of health care is on a continued rebound as the population is aging; a new health care initiative is in the works and a shortage exist in areas of Health Care Administrator, Registered Nurse and Surgical Technologist. – Joann Adeogun, PHR, HR Consultant with Adeogun & Associates
A. For the coming new year, there are several professionals that may rebound but I think there are 2 professions that will rebound best: IT and medical. IT because we are in a state where technology continues to change rapidly and advance and medical because of the many baby boomers that are getting older thus requiring medical, nursing and home health related
A. It is unlikely that this would be looked upon negatively and, more often than not, will be considered a positive. Many employers understand this situation, especially in a recession and if the position is held for a short duration. Furthermore, this ability demonstrates flexibility to an employer and shows that you are continuing to expand your skills. — Cay Gliebe, VP, Sales and Marketing, Northgate Arinso
A: Anytime the economy has seen a tremendous downturn and the workforce is hit with enormous amounts of closings and layoffs, employers should expect to receive resumes with variations in employment history.Â Regardless of how these variations are viewed on a resume, it challenges the individual to be creative in explaining and tying their present experience with past experiences, while reflecting their dedication and willingness to maintaining employment and learning new skills. — Ronald Miranda, HR Manager with Aldeasa A.J.V
A: It’s no secret that jobs have
HR Roundtable panel member Bill Pinto discusses workplace-related legislation currently being addressed by Congress:
It may come as a surprise that Congress is not devoting all of its energies to finding solutions to the various health care issues. However, the members are addressing other matters, including several pieces of legislation that could impact the workplace.
Just this week, bills in the House and Senate were introduced to amend the Age Discrimination in Employment Act and overturn a Supreme Court decision from last term. In Gross v. FBL Financial Services, the Court held that it was not sufficient for the employee to show that his age was a “motivating factor” for his demotion. To prove his claim, the Court ruled that the employee must establish that his age was the determining cause of the employment decision. The pending legislation establishes the “motivating factor” standard as one of the ways in which an employee may demonstrate age
A. While it is always more challenging to get a new position when you are unemployed, in this economy many employers realize that there are very skilled and capable employees being let go and that not having a job isn’t necessarily reflective of you personally. The important thing is to stay positive and never play the victim. - Cay Gliebe, VP, Sales and Marketing, Northgate Arinso
A. During the process of screening resumes, those that show time lapses in employment appear to be viewed a little less favorable than those that don’t, especially if there has been an extended period of time between jobs. In order to change the negativity, an unemployed applicant must continue to show growth during this transitional period. Individuals can begin by having their resumes reflect involvement in professional development courses or field-related volunteer work to avoid lulls. – Ronald Miranda, HR Manager with Aldeasa A.J.V.
A. Prior to the economic downturn, applicants with
A. “My opinion is that online job sites are not very effective in hiring senior leaders (100K and above). The more senior the position, the more company referral programs, networking and executive search services are used to connect the employer and the candidate. Specialty search sites are effective for
certain middle-level positions particularly those with technical skill sets. Push-pull technology on company websites, company referral programs, sponsoring competitions or industry presentations, data mining, search research, social networking sites (LinkedIn) and professional association networks are some other highly effective ways to find people. Many of the large online sites have lost their uniqueness and been flooded with resumes. For example, I advertised on Monster for a senior engineer and got 759 resumes of which only 30 met the job requirements. So, it seems to me that most people get lost in the online job site volume unless their resumes have specific
HR Roundtable panelist Michael Haberman suggests that the Brett Favre NFL “un-retirement” saga may become more popular in the traditional workplace as baby boomers reach retirement age:
So Brett Favre is un-retiring! What a surprise, NOT. Everyone who reads a sport page knows the story. Retired from the Packers due to “mental fatigue.” Unretired from the Packers to join the Jets, because “I have something to offer.” Retired from the Jets because he just didn’t have it anymore. Even as recently as the end of July he was staying retired, but just this week he is un-retiring to join the Vikings because “I felt I could offer experience and leadership, I didn’t want to look back and didn’t want to say what if.” So football fans will watch and see what he has to offer.
Even though he is not a baby-boomer (those born between 1945 and 1965), Favre, who was an early Gen X, still provides an example for many baby-boomer retirees. There are many boomers
HR Roundtable panel member Bill Pinto gives his opinion about how the EEOC is actually encouraging employees to challenge the validity of their waiver of claims, even when the waivers are completely legitimate:
Employers sometimes offer terminated or laid-off employees severance payments when their employment ends, especially in a mass-layoff situation. Usually, employers secure a waiver of claims in exchange for the severance or enhanced severance payment. Like any contract, the idea is to offer the outgoing employees something to which they are not otherwise entitled in consideration for their agreement not to sue the employer or to “waive” any claims they have at the time the agreement is signed. Employers enter into such agreements to provide some assurance that they can move forward with their business without the threat of litigation.
Recently, however, the Equal Employment Opportunity Commission (EEOC) issued a policy document under the auspices of helping employees
A. Though some companies are required to maintain solicited applications, they are not legally bound to maintain unsolicited resumes. Unless you know someone within a particular company, it is usually not a wise idea to send an unsolicited resume because Human Resources professionals have required reading; your resume will not fall within that category. Antonio Robinson, Employment & Labor Attorney with Littler Mendelson, P.C.
A. “It is a good practice to develop a relationship with a firm you admire. Sending a letter to the CEO or president, writing a report on a topic of interest to the company, sharing a great article or writing a thank you note about a product or service will begin to connect you as a positive resource to the firm. This will give you a competitive advantage in the interview selection process, particularly if your skills closely match the job requirements. I got my first job as a human resources director out of graduate school from a CEO who saw my
HR Roundtable panelist Michael Haberman discusses the benefits of meaningful work when it comes to retaining good employees:
Despite the large number of people that have been laid-off in the last 6 months or so there are companies that are still concerned about employee commitment. Not all employers think they have a captive group because of the economy. Talented people still leave jobs and find new ones. And in many cases companies are relying even more heavily on these talented people for the continued success of the company. So they search for ways to retain this talent.
Consultant and blogger Cathy Missildine-Martin asked, in a blog post at Profitability Through Human Capital, the following question: “What do our employees commit to at work?” She answered the question with the following:
1) They can commit to the organization.
2) They can commit to the team they are on.
3) They can make commitments to co-workers and bosses.
4) They can be