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Up to 600,000 Holiday Jobs Need to Be Filled NOW! ..

It may not be your ultimate dream job, and it may not come with benefits, but as many as 600,000 new holiday jobs are opening up this season, and many employers estimate they’ll keep about 10 percent of the temporary workers on for full-time positions after the last presents have been unwrapped and the last New Year’s toast has been made.

But if you want to take a seasonal crack at employment, you better act fast, as in right now. As soon as you’re done reading this, arm yourself with resumes, fix yourself up, run down to the nearest location of the businesses listed below, and apply in person. Although an estimated 150,900 new positions have been filled already (that’s three times as many as the same time last year) many companies, especially retailers, are currently in a frenzy to have enough employees in place for Black Friday.
The following companies are the most likely to be in need of employees immediately:
1. Macy’s:
They plan on taking an additional 65,000 workers this year for part-time positions in retail sales, gift wrapping, stocking, etc. Last year at this time, Sharon Montoya was so desperate to find holiday work she applied to Macy’s for a gift wrapping position, but when the HR interviewer saw how well-dressed she was and that she had a college degree, they put her on the sales floor, which paid more. After Christmas they offered her a full time position managing the department, and now she has moved up to a buyer’s position, and gets to be home with her family on Thanksgiving and Christmas.
2. UPS:
This delivery company is planning on hiring about 50,000 new employees to cover the holiday rush caused by increasing numbers of online shoppers. Most temporary positions start around $10 per hour, but can go higher. They include driver helpers, package sorters, etc. “Ted,” a UPS driver not at liberty to speak for the company, says he’ll happily recommend a good assistant for full time work if he or she can really pull their weight.
3. Best Buy:
This, one of the last remaining big box appliance and electronics chains, expects to hire 39,000 seasonal workers. That’s the most they’ve hired since 2006. A savvy, working knowledge of computers, electronics or appliances could secure you a position after the holidays, as helpful, informative sales associates are always in demand.
4. Toys ‘R’ Us:
In addition to their large destination stores, the company is opening 6,000 “pop up,” or temporary locations in vacant mall spaces all over the country. This holiday season they’ll be hiring an additional 35,000 managers, sales associates, cashiers, shelf stockers, various customer service helpers and back-room stockers.
5. JCPenney:
They plan on bringing on 30,000 temporary workers to help with sales, stocking, gift wrap, cleaning, straightening and hanging, check out, etc. They’re also known for recognizing talented, dedicated workers and keeping them on after the holidays.
6. Michaels:
This popular crafts chain intends to bring on 10,000 seasonal workers, up from 7,500 last year. Those who do crafts as a hobby can make them pay off this holiday season, as the most likely to be hired are those who know how to use their products.
7. Hickory Farms:
This is another retailer that boosts its mall profile with “pop up” stores around the holidays. They will be filling at least 10,000 positions as gift wrappers, cashiers, sales associates and sample personnel.
Other companies that plan to bring on at least 1,000 additional workers this holiday season include:
The single most important qualification right now
Know that you won’t be alone in applying for these jobs, but the one characteristic that will make you stand out from all the others is flexibility — which in this case translates into a willingness to work early in the morning, late at night and on the holidays themselves. State right up front that you will work Thanksgiving, Black Friday, Christmas Eve, Dec. 26 and New Year’s Eve, even Christmas Day, if they’re open. Students who want to earn extra money during their holiday vacations but need travel time and don’t want work on the actual holidays, are not likely to get those coveted positions.
Don’t pay attention to the nay-sayers who tell you it’s already too late. At least these companies will have a favorable impression and your resume on file, so that if any of the employees they already hired can’t fulfill their obligations at the last minute, you can be their go-to guy or girl.
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The New New Best Careers/Jobs in the Hottest Markets (with salary range & who’s hiring?) – according to CNNMoney.com

The United States may keep shedding jobs to foreign countries, but it cranks out new occupations like no one else. Here are just five of the hottest you can get into now.

Disease Mapper
Salary range:$40,000-$150,000
 
Experience/skills: A Ph.D. or master’s in a tech field, plus expertise in a particular disease.

Perks: Flexible hours and travel to exotic locales

Who’s hiring? Universities, governments, the United Nations, some consultancies

Early in his career, Andy Tatem became so proficient at analyzing fuzzy satellite images of English farms that he could tell wheat crops from turnip fields by studying the way the sun reflected off each.

Interesting stuff if you’re a farmer, but not sufficiently inspiring for Tatem. Then came a call last year from Simon Hays, an Oxford University researcher who was developing a global map of malaria that could explain current outbreaks and help predict future ones.

Today Tatem, a 29-year-old Ph.D., is among a new class of researchers using the latest satellite imagery, cheap computing, big databases, and free tools like Google Earth to show how epidemics spread around the globe.

It’s a new twist on a very old concept. When cholera and yellow fever spread during the 18th century, “medical geographers” drew maps to show infected areas but had no way of knowing where an epidemic would strike next. Tatem pulls data from NASA satellites to plot a picture of rainfall, temperature, vegetation, and other variables in regions where malaria has struck. He correlates it with infection rates and hospital reports to create a map of the disease and its projected spread.

 
Robot Programmer
Salary range: $40,000-$100,000

Experience/skills: Associate degree in a technical field and extensive training. People skills also come in handy.

Perks: Lots of travel, helping clients customize each machine to a particular task

Who’s hiring? ABB, Fanuc, Motoman, Panasonic, Toyota

Back in 1990, Matt Zeigler was pulling 12-hour shifts as an arc welder for a forklift manufacturing firm in Indiana when a technician in a white lab coat came into the factory to work on a new $85,000 robotic welder. “I said, ‘Why aren’t I doing that?'” Zeigler recalls. Self-training eventually got him out of blue-collar work and into a top robot programming position at Motoman in Dayton, Ohio, one of a growing number of industrial robot manufacturers that train humans to make sure their products perform as advertised.

Industrial robots, once a fixture in the auto industry, now are doing everything from analyzing blood samples to mixing cocktails. The latest innovations include multi-armed robots with vision systems and enough machine intelligence to read labels and pick out the parts they need from nearby bins.

Zeigler, 35, spends most of his time behind a PC and a custom hand-held controller, calibrating the robots’ moving parts to be in just the right place at just the right time. He is also on the road a lot, acting as salesman, engineer, and installer for Motoman’s customers. “I wear a lot of hats,” he says.

Far from eliminating jobs, Zeigler says robots are “creating better jobs and better-paying jobs. They’re just more technical and not as repetitive.”

 
Information Engineer
Salary range: $70,000-$120,000

Experience/skills: Data analytics, network administrator experience, writing skills

Perks: Stock options, free food

Who’s hiring? PayPal, Slide, and other Web 2.0 startups unable to stay on top of the data

Every Sunday the three 20-something founders of Meebo, an instant-messaging startup based in San Francisco, meet to talk strategy and almost always end up wanting new data before making any decision. “We’d walk away wanting to know things like where is our churn rate the greatest, or how are the users in Brazil different from those in India with regard to how they navigate the site,” says CEO Seth Sternberg.

So Sternberg created a new position “information engineer” dedicated exclusively to digging up the answers. The first person to fill it: Bob Lee, 34, a former network engineer at Apple, who now sits in front of three monitors poring over an estimated 200 gigabytes of data every day from more than 5 million users. It’s Lee’s job, using a combination of networking chops and statistical analysis, to point out trends, explain network hiccups, and reveal what new features are hits or duds.

Other Web 2.0 companies, like PayPal and Slide, have begun adding similar positions to answer queries that off-the-shelf analytics tools can’t handle, such as calculating churn rates. “There’s all this data available to help make decisions,” Sternberg says. “But it takes someone really focusing on it to get the benefit.”

Radiosurgeon
Salary range: $200,000-$800,000

Experience/skills: Certified radiation oncologists must take three-week training course.

Perks: A broader base of patients and a long-term source of high-margin revenue

Who’s hiring? Large hospitals, universities, pioneering small medical practices

For years San Diego radiation oncologist Donald Fuller relied on the standard tools of cancer therapy: radiation, chemotherapy, and surgery. But late last year, Fuller and several partners invested $4 million in a high-energy linear accelerator fixed to a robotic arm. The CyberKnife zaps radiation beams with submillimeter precision at tumors inside patients’ bodies. After as many as five, one-hour treatments, tumors can disappear in a matter of days.

So-called radiosurgery has been used for years to treat cancer in the brain, where conventional operations are usually too risky. The CyberKnife manufactured by Accuray and approved by the FDA in 2001 to treat tumors anywhere in the body is only now reaching a broad population of patients with early-stage lung cancer, spinal tumors, and other cancers.

But it’s turned Fuller, 49, into an entrepreneur. If he can treat 150 patients a year for the average insurance reimbursement of $19,000 each, he’ll break even on his radiosurgery business by the end of 2008. Afterward, he could be looking at as much as $2.6 million a year in new revenue. “This is the way we are heading in medicine,” Fuller says. “It’s the way technology is taking us.”



Second Life Lawyer
Salary range: Too early to say

Experience/skills: Software and intellectual property law expertise

Perks: The freedom to be talking to a client while getting a beer out of your home fridge

Who’s hiring? Programmers looking to patent their code

Of the 2 million or so Second Life members, more than 25,000 are aspiring entrepreneurs. Most are buying and selling land, designing homes and clothes, or creating products, from jewelry to virtual pets. The stakes are small, but they’re rising fast: According to Linden Lab, creator of Second Life, only 116 members made more than $5,000 in February, but that number is triple what it was six months earlier.

Count Stevan Lieberman among the virtual world’s earning elite. Instead of trying to practice purely virtual law which few if any lawyers have turned into real money Lieberman has taken a hybrid approach, using Second Life as a meet-and-greet area for new clients, who then take their real-world legal needs offline. And since he took in $7,000 in fees in the first two weeks after hanging up his virtual shingle, he’s optimistic: “I fully expect to keep getting more business this way.”

So bullish is Lieberman that he’s helping to set up the site’s first “law island,” a place for other members’ practices and legal entities to do business. The American Bar Association and the FBI have asked him to help them set up their outposts too.

By Michael Copeland and Kevin Kelleher
For CNNMoney.com

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Clarity, organization helps new employees

Remember employee orientations? Reach back in your memory‚ that’s it. Orientation is the process of welcoming new workers as they come on board.

Speaking of coming on board‚ in some circles this process is now called “onboarding.” No, seriously. So if you get a new job and receive instructions to report for onboarding, you’ll know what to do.

The inspiration for this column came from an e-mail I received not long ago. This worker had been hired after a long period of unemployment but did not find herself feeling welcome at the new workplace. Indeed, among other indignities, she was laughed at for her penny-pinching lunch made up of leftovers. The dig came from her new supervisor, in front of her co-workers, who joined in. Ouch. Way to make the new kid feel like part of the team.

The incident put me in mind of retention classes I used to hold for managers, back in the day when it seemed difficult to find and keep quality workers. In those classes I emphasized the importance of a good recruitment process, followed by a good orientation, as first steps to retaining employees.

With just a little wistfulness for days gone by, I offer these two sets of tips for new workers and the companies who hire them.

For companies:

1. Give the new worker clear instructions prior to the first day of work. Include all the basics: Where to park, what time to come, to whom to report, etc. Extra credit: Explain the dress code, and provide information on lunch options.

2. Organize a greeting for the first day. Be sure the front desk staff knows this person is coming and where to direct him or her. Extra credit: Make a welcome sign for the lobby.

3. Create a schedule of activities for the first few days. A well-designed schedule will help the new person understand his or her roles more clearly. Extra credit: Create a notebook with work samples, company hierarchy, staff directory and other useful tools.

4. Assign a guide or mentor. Whether this person is on duty for the first day or several weeks depends on the complexity of the work. Since not asking questions (and not knowing whom to ask) is a downfall of new workers, this simple step can head off problems. Extra credit: Arrange for cross-training sessions so the worker can see the roles of different departments.

5. Establish a schedule of early, frequent reviews. These aren’t performance reviews so much as check-ins to be sure the new person is thriving in the job. Extra credit: Ask the president of the company or someone in a similarly impressive position to stop by at some point to greet the worker. It will have more impact than you might imagine.

For new workers:

1. Plan to start this job well. Limit or eliminate social engagements for your first week or two, and otherwise try to reduce the amount of hubbub in your life so you can focus on setting your routine. Extra credit: Develop the habit of arriving a few minutes early, to give you a chance to settle in before each day begins.

2. Put in extra effort to learn,  not just do, your job. Doing your job consists of showing up and doing what’s put in front of you, while learning your job involves more perspective. Wherever possible, try to understand why tasks are done a certain way, so you can see the big picture. Extra credit: Keep a running list of questions, to ask your mentor or supervisor in batches when you get together.

3. Meet people. You don’t have to be Mr. or Ms. Congeniality, as long as you seem open and interested in other people. Extra credit: Switch it up at lunch now and then, so you sit near different people.

4. Offer to help but don’t insist that you know better. If you see a problem that you were able to solve in a past job, feel free to say so. Just don’t insist that your solution will work here as well. It’s better to offer assistance casually and then step back. Extra credit: Staying quiet. Believe it or not, you’ll get along better at first by waiting to share your ideas.

5. Resolve interpersonal problems quickly. Don’t let anything fester between you and co-workers. Extra credit: Use tact, and the chain of command. Start by talking with the person involved and move very slowly up the line. When possible, forgive, forget and concentrate on enjoying your job.

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Construction industry targets students for future jobs

At 22, Adam Sudduth’s career plans are solid. When he graduated from North Georgia Technical College, he walked into a paid apprenticeship program with Penco Electrical Contractors, where he plans to work when he completes the program in three years.
“When I was in high school, I decided I wanted to do electrical work,”  Sudduth said Friday at the sixth annual Career Expo and SkillsUSA State Championships at the Georgia International Convention Center in College Park. The Construction Education Foundation of Georgia holds the event to interest students in careers in construction, including engineering, architecture, design and other areas.
More than 6,000 people attended the two-day conference Thursday and Friday, a spokesman said, including 5,000 students.  Nearly 300 companies were sponsors. Students statewide competed in skills contests ranging from masonry and carpentry to architectural design.
As in many other industries, construction jobs have taken a hit during the economic downturn. Georgia had 152,200 construction workers in January, down nearly 17 percent from January 2009, according to federal data released this week by the Associated General Contractors of America.  The unemployment rate industrywide is about 27 percent.
“Looking at this data, it is quite clear that the construction industry has yet to hit bottom,” Ken Simonson, chief economist of the general contractors, said in a statement.
How do you pitch careers for an industry in a downturn?
“These are students. They are not looking for work right now,” said Scott Shelar, executive director of CEFGA. “Ours is an aging industry. Forty-nine percent are baby boomers who will be retiring over the next 10 years. We know we will lose half our existing workforce, and that will create opportunities for young people.”
And, he added, “demand for services will return” as more people and businesses move into the region. “That’s the message we share.”
Technical colleges and apprenticeship programs are reporting rising enrollment, Shelar said.
“It’s a good time, if you’re out of work, to go pick up additional skills,” he added.
The Atlanta Journal-Constitution
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Top 10 recruitment predictions and trends for the next 12 months

Daniel Lyons, (Managing Director), shares his Top 10 recruitment predictions and trends of what we can expect in 2010-2011.

1. The perfect storm: say hello to innovation

At a time when no business is exempt from the challenging economic market, companies are being forced to innovate and restructure at an unprecedented rate in order to achieve a competitive advantage in the market place. The recruitment industry can be no exception: 2010 is ripe for a recruitment revolution.
Whilst for years the recruitment process has remained static, rendering all parties and stakeholders involved in the process unsatisfied, it can no longer afford to lag behind the futuristic technologies which other industries are so successfully embracing in order to get ahead. Recruitment players will be required to offer a much-needed, dynamic and efficient solution to the recruitment process at every level. This will provide large efficiency gains for the early adopters before becoming the industry standard.

 

2. Increased pressure on HR Professionals

During unprecedented times in which increasing amounts of people have been forced to change jobs, the number of applicants per role has risen dramatically. Naturally, this has had an immediate knock-on-effect on the time HR professionals are having to devote to finding the right individual for the job. In fact a recent survey* revealed that of the 39.4% of respondents’ HR departments, as much as 9.2% of them are spending 50-75% of department time on recruiting. These professionals are crying out for an easy to use, creative technical solution in order to decrease interview and screening time.
* Recruiting, Turnover & Retention in the New Economy, Kennedy Information

 

3. From traditional to digital

2010 will see a gradual decline in the use of traditional recruitment methods, at least as far as the larger companies are concerned anyway. They will have the scale to develop the best practices, and train their workforce in other methods of recruitment. This will see the inertia which has traditionally been associated with Social and Digital Media recruitment begin to drift away. Case studies for recruitment via digital will develop, increasing the level of trust that other, smaller parties have in the system.
As employers become increasingly cash conscious and time poor, online resources will begin to take precedence over the traditional mediums of recruiting, which involve lengthy processes such as collating references etc. This will particularly become the case if online recruitment methods improve, and attain a higher level of integration with recruitment CRMs. Finding the right candidate at the best possible price will be key in a difficult economy.

 

4. Increased care to get the right candidate for the job

The commercial cost of making a wrong hiring decision is estimated to cost up to four times the salary of the position according to xxxx – (need to get hold of print copy Recruiter, 3 February 2010 p.20 “Selection – it’s time to move on” by David Mason). There have been murmurings in the industry for years about concerns which employers and recruitment consultants have with CV inflation, but now they cannot afford to make a mistake.
They have to make sure they get the right person, and that that person is capable of adding value to their business. Despite budgets becoming tighter than ever, employers and recruitment consultants will be prepared to invest heavily in solutions which can provide them with the right candidate.

 

5. Direct relationships with employment community

Platforms such as Twitter and Facebook signal a future where employers will need to build deeper channels of communication and provide platforms if they are to get noticed by today’s job seekers. In a real time world that is about live, unedited, and passionate responses which span platforms and time zones, job seekers will expect a relationship with an employer that goes far beyond merely sending in their CV. To a candidate, sending a CV to a recruiter currently feels far too much like throwing a tennis ball over a wall. Employers which can engage without compromising their integrity will be the big winners in 2010.

 

7. Accelerated competition

Whilst the recruitment sector is set for gradual recovery this year, the value of the permanent recruitment market will decline by a further 4.2% in the year ending March 2010, according to a report from market intelligence provider Key Note.
For some recruiters, this may be too little to late but for those that remain, competition will be hotter than ever before. Recruiters and companies alike will need to embrace technological solutions to get ahead.

 

8. Mounting pressure on Recruiters

Recruiters will be required to up their game significantly in 2010, providing essential metrics and KPIs to employers in order for them to justify in-house and external recruitment expenditure. Despite this increased service, fee rates are unlikely to rise in 2010 and may even be squeezed further, forcing recruiters to be creative in budget spend and strategic in investment.

 

9. The rise of online video

The widespread availability of cheaper, hand-held broadcast equipment, software, and photo and video editing sites such as Flickr and YouTube has improved the process of producing and displaying creative work. This has been embraced by candidates, particularly amongst the young, to improve their job prospects, and align themselves with other creative leaders.
“The opportunity for young people to be part of the creative community has soared” notes Matthew Taylor, Director of the Royal Society for the Encouragement of Arts. “The number of people involved in grime [UK underground music scene] is an indicator that we are moving away from an era with a small number of spectators, to an era where every person feels that they have scope for, and can be creative.” We expect to see this trend spill over into recruitment, as companies increasingly look for creative thinkers with great problem solving abilities.

 

10. Development methods to pre-qualify candidates

In an increasingly competitive job market, candidates need to be top of their game: anything less just won’t cut it. This quest to gain the competitive edge will render the role of online career centers absolutely crucial. Candidates will begin to rely on these as a means of bridging their skills gap and enhancing their offering to potential employers.
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