Thursday, October 28, 2010

Georgia Budget and Policy Institute Job Announcement

Position Title: Development Director

The Georgia Budget and Policy Institute (GBPI) seeks to hire a half-time Director of Development. The GBPI is a nonpartisan, nonprofit organization that conducts research and analysis on a range of state tax and budget issues, with a particular focus on issues affecting low and moderate income Georgians.

Under the supervision of the Executive Director, the Director of Development shall:

* Develop and implement a strategic development plan to include a major donor campaign, direct mail, donor recognition, and fundraising events
* Develop and maintain systems for cultivating, thanking, tracking, reporting to, and building strong relationships with donors and prospects
* Conduct research on donors and prospects, and create and maintain accurate donor and prospect records including profiles, proposals, acknowledgements, and other correspondence
* Coordinate a yearly major fundraising event as well as smaller fundraising events
* Maintain fundraising database (Exceed)
* Perform some grant writing

Minimum Qualifications

* Undergraduate degree with at least three to five years relevant experience
* Major donor fundraising experience a plus
* Strong written and oral communication skills
* Strong organizational skills and ability to multi task effectively
* Excellent Interpersonal skills
* Self-motivation
* Ability to work independently and to prioritize tasks
* Willingness to work as part of a team
* Strong commitment to the mission of the Georgia Budget and Policy Institute

The Development Director will report to the Executive Director. This position will start out as half-time, although it could develop into full-time status after a one-year review. Full-time employees receive benefits including health care insurance, generous vacation, holiday, and sick leave, and a flexible work environment.

To Apply:

Please send resume, cover letter, names and contact information of three references to:

Executive Director
The Georgia Budget and Policy Institute
100 Edgewood Ave
Suite 950
Atlanta, Georgia 30303

Or by e-mail at

The Georgia Budget and Policy Institute is an equal opportunity employer and does not discriminate on the basis of race, creed, color, sex, national origin, marital status, sexual orientation, religious or political affiliation, disability, and any other classification considered discriminatory under applicable law.

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Wednesday, August 25, 2010

Party City Creates 10,000 Additional Jobs for the Halloween Season

/PRNewswire/ -- The Halloween season is a busy time for Party City as the premier Halloween specialty retailer prepares for an intense seasonal hiring wave in local communities. Party City is creating thousands of temporary jobs throughout America, recruiting 10,000 people to join the Party City team during the Halloween season. The average Party City store will hire up to an additional 15-50 extra employees.

"The creation of new jobs is critically important in today's market as the economy continues to recover," said Lisa Laube, President of Party City. "Our efforts to create jobs serve a dual-purpose: to provide people with opportunities to productively utilize their skills in today's downtrodden job market, and to provide shoppers with exceptional customer service during the busy Halloween season."

The retailer is hiring Halloween Sales Associates who will undertake a variety of positions, including Cashier, Greeter, Roadside Character, Customer Service Associates and Stock Room Associates. All Party City employees are trained to not only find the right costumes and accessories, but also how to find innovative ways to pull off any themed-look. There are also many opportunities for store employees to continue working after Halloween based on specific store staffing needs.

Interested applicants can apply either on-line at or in person at their local Party City store.

During Halloween, Party City enables people to completely transform into "something else" from head to toe, whether becoming austere and intelligent Edward Cullen, or pop phenom Lady Gaga. For additional information on this year's Halloween costumes and accessories, visit a local Party City store or visit

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Thursday, August 5, 2010

U.S. Underemployment Steady at 18.4% in July

PRNewswire/ -- Underemployment, as measured by Gallup, was 18.4% in July, essentially unchanged from 18.3% at the end of June and in mid-July. Underemployment peaked at 20.4% in April.

Gallup's underemployment measure includes both Americans who are unemployed and those working part-time but wanting full-time work. It is based on more than 20,000 phone interviews with U.S. adults aged 18 and older in the workforce, collected over a 30-day period and reported daily and weekly. Gallup's results are not seasonally adjusted, and tend to be a precursor of government reports by approximately two weeks.

Changes in Unemployed and Part-Time Employees Wanting Full-Time Work Offset

The unemployment rate component of Gallup's underemployment measure fell to 8.9% at the end of July -- down from 9.2% at the end of June and 9.3% in mid-July. However, this decrease was more than offset by an increase to 9.5% in the percentage of employees working part-time but wanting full-time work.

Substantially Higher Underemployment Persists Among the Young

Americans aged 18 to 29 had easily the highest underemployment rate in July of any age group, at 28.4%, including 11.8% who were unemployed and 16.6% who were employed part-time but wanted full-time work. Among all U.S. adults in the workforce, a higher percentage of women than of men are underemployed.

Less Educated Face High Underemployment

Workers without any college education are more likely than those with more formal education to be underemployed.

Underemployed Are Less Hopeful

The percentage of underemployed Americans who are "hopeful" that they will be able to find a job in the next four weeks fell to 40% in July -- down from the better levels of May (43%) and June (42%).

No Real Improvement in Job Market Conditions

Gallup's modeling suggests that July's U.S. unemployment rate will remain at 9.5% or possibly decline to 9.4% -- below the 9.6% consensus -- when the government reports its figures on Friday. This is consistent with the ADP report of 42,000 private sector jobs being added and the Challenger report that layoffs remain down. Of course, the hiring and firing of census takers, and seasonal adjustments make the jobs picture particularly murky right now.

While any decline in unemployment may be cheered on Wall Street, the real focus should be on the lack of improvement in underemployment. The magnitude of the 28.4% underemployment rate among those 18 to 29 and 23.0% among those without college education creates significant social and economic challenges for the U.S.

On Monday, Federal Reserve Chairman Ben Bernanke noted that, "significant time will be required to restore the nearly 8 1/2 million jobs that were lost over 2008 and 2009." That same day, Treasury Secretary Tim Geithner stated that the unemployment rate is likely to increase at some point during the coming months. If this is the case, then the country's leaders need to figure out how the nation deals not only with the long-term unemployed, but also with the long-term underemployment facing younger and less-educated Americans.

Gallup Daily tracking will provide continuous monitoring of the jobs situation in the weeks and months ahead.

Daily: Employment, Economic Confidence and Job Creation, Consumer Spending

Weekly: Employment, Economic Confidence, Job Creation, Consumer Spending

Survey Methods

Results are based on telephone interviews conducted as part of Gallup Daily tracking July 2 to July 31, 2010, with a random sample of 17,922 adults, aged 18 and older, living in all 50 U.S. states and the District of Columbia, selected using random-digit-dial sampling.

For results based on the total sample of national adults, one can say with 95% confidence that the maximum margin of sampling error is +/- 1 percentage point.

Interviews are conducted with respondents on landline telephones and cellular phones, with interviews conducted in Spanish for respondents who are primarily Spanish-speaking. Each daily sample includes a minimum quota of 150 cell phone respondents and 850 landline respondents, with additional minimum quotas among landline respondents for gender within region. Landline respondents are chosen at random within each household on the basis of which member had the most recent birthday.

Samples are weighted by gender, age, race, Hispanic ethnicity, education, region, adults in the household, cell-phone-only status, cell-phone-mostly status, and phone lines. Demographic weighting targets are based on the March 2009 Current Population Survey figures for the aged 18 and older non-institutionalized population living in U.S. telephone households. All reported margins of sampling error include the computed design effects for weighting and sample design.

In addition to sampling error, question wording and practical difficulties in conducting surveys can introduce error or bias into the findings of public opinion polls.

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Tuesday, August 3, 2010

'Reinvent Your Future' Event Counsels Atlanta Job Seekers on How to Stand Out and Get Hired

/PRNewswire/ -- There's good news for job seekers in the South; one-in-five employers is adding full-time workers in the third quarter, according to CareerBuilder's Q3 Job Forecast. University of Phoenix and CareerBuilder have teamed up on the "Reinvent Your Future" event, August 4, at the Georgia International Convention Center, to offer employment counsel with workshops on topics such as interview preparation, resume writing and personal presentation. More than 30 locally hiring companies, including New York Life Insurance, Peachtree Financial Solutions, Kaiser Permanente, Windstream Communications, FedEx Ground and AT&T will be present to meet with job candidates. At a time when the job market is especially competitive, "Reinvent Your Future" attendees will gain valuable advice on how to better market themselves to potential employers.

Activity on indicates that Atlanta employers are beginning to initiate growth strategies once again, with jobs in marketing, sales, health care, information technology and business development experiencing the most growth.

"Job seekers must quickly adapt to this new economy to both differentiate themselves and to demonstrate relevance to potential employers," said Brewer Garrick, Corporate Education Liaison Director, University of Phoenix's Atlanta campus. "This event bridges career, education and identity development, helping job seekers take their search to the next level. The tools and information available at 'Reinvent Your Future' will help candidates refresh their job-hunting approach and learn how to best market themselves."

Employers are starting to hire again, but as a result of the recession and the 9.9 percent unemployment rate in the Atlanta area, there is also more competition for open positions.

"In a challenging job market, it's important for job seekers to strengthen their personal brand and stand out from the competition," said Rosemary Haefner, vice president of human resources for CareerBuilder. "This career fair not only gives people the chance to get in front of employers who are hiring, but also to learn how to position their personal brand ahead of the competition through a stronger resume, sharpened interview skills and an expanded social network."

In addition to potential job opportunities and career retooling sessions, New York Times best-selling author, educator and businessman Stedman Graham will offer a keynote address on the subject of identity and leadership development. Graham will discuss the important role personal identity plays in a job search and how to find and make the most of unique strengths, talents and skills.

"My hope is that people walk away feeling excited and empowered to incorporate identity in their job search and that this results in a fulfilling career," said Graham.

The Atlanta "Reinvent Your Future" event is Wednesday, August 4, at the Georgia International Convention Center in the International Ballroom at 2000 Convention Center Concourse from 10 a.m. to 3 p.m. This free event is open to the general public.

The Atlanta "Reinvent Your Future" event is the fifteenth in a series of 16 career retooling events across the country being hosted by University of Phoenix and CareerBuilder, featuring Stedman Graham. The next event will take place in Philadelphia on Friday, August 6. For more information or to register visit and follow us on Twitter @Reinvent2010.

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Thursday, July 29, 2010

How to answer job interview questions and be prepared

(ARA) - Job interviews can be filled with anxiety if you are not prepared for the questions and the answers.

Preparing for your job interview is a lot more than updating your resume and getting a haircut. Doing your homework is critical to your success. In the current competitive job market, no amount of research is too extreme, says Jodi Berkshire, assistant director of Career Services at The Art Institute of Fort Lauderdale. No one can anticipate every question an employer might ask, but you should be prepared to gracefully handle the most commonly asked questions. To prepare for the job interview, Berkshire says here are a few questions you should be expecting:

1. "Tell me about yourself." Don't mistake this one for an easy question. If you don't carefully prepare your answer prior to the interview, it will show. The interviewer is not interested in where and when you were born, your childhood, your family or your hobbies. Craft a short response that gives a thumbnail sketch of you professionally. This is a great place to insert some of your sterling qualities and accomplishments and make sure that they dovetail with the requirements of the position for which you are interviewing. Be positive and enthusiastic and whatever you do, don't ramble.

2. "What do you know about our company?" "How did you hear about us?" Or, "Why do you want to work for us?" These are all variations on the same theme. The real question is: Did you do your homework? Any interviewer will expect that you have researched the company. That means that you should know their website inside and out. Have you Googled the company? Have you read any recent articles about them? If the only information you have to offer is what any person off the street who isn't applying for the position knows, it shows that you don't care enough and you're not very thorough.

3. "What are your strengths?" "Why should we hire you?" You can count on this question cropping up at some point during the interview. Here's a simple way to prepare. Take a sheet of paper and fold it in half vertically. On one side list all the specific technical qualities that you possess. Look at the job description and consider each skill that is mentioned. For example, if the job description mentions software skills that are required and you have those skills, go ahead and list them. In the other column, list the personal qualities that you bring to the job. These could be things like punctuality, reliability, enthusiasm, work ethic, professionalism, etc. Again, take another look at the job description and anticipate what qualities that hiring manager would be looking for. Here is your chance to sell yourself. Don't be afraid to let them know what a great addition you'd be to their company.

4. "What is your greatest weakness?" "How have you overcome it?" Be careful with this one. It is a potential minefield. This is not the time to bare your soul and reveal your deepest insecurities. Whatever you do, don't say you procrastinate, have trouble meeting deadlines, arrive late or that you don't get along well with others. You have two good choices here. You can either choose a weakness that is really a strength to an employer (you become so engrossed in your work that you find it hard to take a break until the project is completed), or choose something that you had to master at the beginning of your career that would be an expected learning curve for any entry-level recent college grad (you didn't really grasp project management in your first job and you had to make a deliberate effort to learn about time lines and time management.). If you choose the second example, make sure that you stress how your performance increased once you mastered the missing skill.

5. "What would your past employer tell me about you?" Again, tread carefully. Do not, under any circumstances, say anything negative about any past employer. Settle on a few of your strongest qualities and concentrate on those that reflect your strong work ethic and professionalism. Here is another perfect opportunity to sell yourself, but once again, be careful not to ramble.

6. "Why did you leave your last position?" If you left because you relocated or were offered a better position, you can breathe a sigh of relief. But what if you were terminated by the company? It's not the end of the world; it happens to everyone at some point in their career. Again, do not say anything bad about your last employer. If your position was eliminated due to budget cuts, say so and make it clear that you have nothing but fond memories and good feelings about the company. If you were let go because of something you did, try to take responsibility while making it clear that you would handle things differently today and that you learned a valuable lesson. Keep it short and sweet and don't be tempted to go into long, complicated explanations.

7. "What kind of salary are you looking for?" You can be assured that the interviewer knows what they are willing to pay. Again, there is no substitute for doing your homework. You should research what similar positions are worth in your area. Be careful to compare apples to apples on this one. A copywriter in New York can expect a higher salary than one in Detroit. Also look closely at the amount of experience and the skills required. A recent college graduate will not command the same salary as someone with five to 10 years of experience. You might say something like, "My research tells me that graphic designers in this area are generally earning (average salary range). How does that fit with what your company is offering?" And make sure that you can justify why you should command that salary range you are expecting.

Once you've done your research, practiced answers to commonly asked questions and become comfortable with the idea of selling yourself, remember to smile. In most interview situations, the candidate who appears to be relaxed, confident (not arrogant) and enthusiastic, usually has the best chance of being hired.

To learn more about The Art Institutes schools, visit

Courtesy of ARAcontent

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Monday, June 21, 2010

48 out of 50 States Have Lost Jobs since 2009 Stimulus Law

Despite the Administration’s declaration that this is the “Summer of Recovery,” data released today by the U.S. Department of Labor, and the chart below, show that virtually the entire country is experiencing a yet another season of continued unemployment.

Through May 2010, the latest data available, a total of 48 out of 50 states have seen a net job loss since the President signed the Democrats’ $1 trillion “stimulus” bill into law in February 2009. The data show that only Alaska, North Dakota and the District of Columbia have seen net job creation since then.

“This is just one more piece of data showing that the stimulus bill failed and the resulting run-up in debt is hurting our economy,” said Ways and Means Ranking Member Dave Camp. “With the debt larger than 90 percent of our GDP, we are forfeiting as many as one million jobs. Those are jobs families desperately need. If we want to create sustained job growth in this country we have to get our spending, deficit and debt under control. That starts by passing a budget – something Democrats have refused to do.”

To see how the Democrats’ deficit spending stimulus bill has failed your state, see the table below.

Administration Claims of Change in Jobs Through December 2010
Actual Change in Jobs Through May 2010
District of Columbia
New Hampshire
New Jersey
New Mexico
New York
North Carolina
North Dakota
Rhode Island
South Carolina
South Dakota
West Virginia

Source: Administration February 2009 projection and Ways and Means staff calculations based on Department of Labor data.

Ways and Means Republican Press Office

Friday, June 4, 2010

Georgia Department of Human Services To Create 20,000 Jobs Using Federal Stimulus Funds

The Georgia Department of Human Services will use more than $160 million in funds from the American Recovery and Reinvestment Act as an incentive for private- and public-sector employers to hire 20,000 Georgians this summer.

We have a unique opportunity to put Georgians back to work, reinvigorate Georgia businesses and spark an economic recovery across our state, said B.J. Walker, commissioner of the Georgia Department of Human Services. While some states are using federal stimulus funds primarily for social services, we will use ours to put Georgians back to work.

The department is offering huge incentives to employers under two programs, TeenWork, which seeks to hire 15,000 teens this summer and Jobs for Georgia, which will provide incentives for employers to hire 5,000 adult workers.

Under the TeenWork program, employers can hire youths aged 14-18 at a 100 percent subsidy paid by the state. Jobs are available June 1 to July 31, and applicants must come from homes earning less than 300 percent of the federal poverty level, or about $66,000 for a family of four.

The Jobs for Georgia program will provide an 80 percent subsidy, with employers paying only 20 percent of the workers' wages. Adult workers must have at least one dependent child and a current household income of less than 300 percent of the federal poverty level.

These jobs will provide opportunities for youths to learn essential new work habits, and will give adults an opportunity to learn new skills, said Commissioner Walker. And it gives employers strong incentives to hire. DHS will also use the federal funds to help families facing one-time emergencies, such as trouble with rent payments, mortgage and utility payments. The department has also set aside funds for child care to ease the path back to employment for working parents. Parents who meet the eligibility guidelines and who are either working (full or part time), in school or a training program or are doing a job search through Department of Labor may qualify to have their childcare paid.

Employers can pledge jobs and prospective employees can apply for jobs at, and

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Statement from Bart van Ark, Chief Economist of The Conference Board on Today's Jobs Report from The U.S. Labor Department

/PRNewswire/ -- Jobs report is disappointing

While today's jobs report shows gains, it's a significant setback following four consecutive months of accelerating growth. The private sector added only 41,000 jobs, as May's employment increase was driven by temporary Census hiring. Continued slower growth would mean we've passed an unprecedented early peak in the rate of employment growth following a recession, which wouldn't be good news for the recovery's strength. Manufacturing jobs gains are at best tepid, and a lack of significant growth in construction, financial services, and information show several sectors aren't yet on the recovery path.

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Thursday, May 13, 2010

Year Up Atlanta and Walmart Team Up for the National 'Walk For Opportunity'

/PRNewswire/ -- In an effort to close the Opportunity Divide and promote a solution for the skilled talent shortage threatening US companies, Year Up Atlanta today kicks-off its annual "Walk for Opportunity." At this event, Year Up students, instructors, staff, community and partner companies -- including a Walmart representative -- are walking throughout Atlanta.

The Bill and Melinda Gates Foundation projects a shortfall of 14 million knowledge workers necessary to fuel the US economy over the next 10 years. In response, the Walk is bolstering visibility for Year Up's mission to close the Opportunity Divide -- a gulf borne from lack of access to quality education, resources, and support that prevents 4.4 million low income young adults from making the most of their potential. By providing these young adults with skills and experience, not only are they empowered to reach their potential through professional careers and post-secondary credential attainment, but they in turn provide US companies with the talent necessary to remain competitive.

"Walmart's participation in Year Up's Walk for Opportunity demonstrates our commitment to connecting Atlanta's young adults to education and job training needed for future success," said Glen Wilkins, Senior Manager of Public Affairs at Walmart. "These resources are necessary not only to strengthen communities, but also provide these individuals with valuable career opportunities."

The Walk for Opportunity is being held in six US cities, including Atlanta, Boston, New York City, Providence, San Francisco, and Washington, DC. Additional information specific to the Walk in Atlanta can be found at:

"Year Up's Walk for Opportunity represents a united understanding that not only is Corporate America facing a growing shortage of US skilled labor, but that the solution lies in the unrealized talent of 4.4 million low-income young adults," said Gerald Chertavian, founder and CEO of Year Up. "By providing these individuals with access to resources and education, we can help them achieve their dream of establishing a family sustaining career and successfully pursuing post secondary credentials, while we supply our partner companies with this untapped pipeline of local talent."

In 2010, Year Up received a $721,500 contribution from the Walmart Foundation to help grow its site in Atlanta, Georgia, as well as launch its new office in Chicago in 2010. The grant makes it possible for Year Up not only to expand its proven model to reach more candidates in both regions, but also to change workplace hiring practices and influence how government at all levels support workforce development programs.

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Wednesday, May 12, 2010

Immigration vs. Teen Employment; Study Finds Immigrant Competition Contributes to Decline in Work

/PRNewswire/ -- The summer of 2010 is shaping up to be worst summer ever for the employment of U.S.-born teenagers (16 to 19 years old). But even before the current recession, the share of U.S.-born teens in the labor force - working or looking for work - was declining. A new report from the Center for Immigration Studies finds that competition with immigrants (legal and illegal) explains a significant share of this decline. The fall in teen employment is worrisome because a large body of research shows that those who do not hold jobs as teenagers often fail to develop the work habits necessary to function in the labor market, creating significant negative consequences for them later in life.

The report, "A Drought of Summer Jobs: Immigration and the Long-Term Decline in Employment Among U.S.-Born Teenagers," can be found at

Among the findings:

-- The summer of 2009 was the worst summer ever experienced by U.S.-born
teenagers (16-19) since citizenship data was first collected in 1994.
Just 45 percent were in the labor force, which means they worked or
were looking for work. Only one-third actually held a job.

-- Between the summers of 1994 and 2000, a period of significant economic
expansion, the labor force participation of U.S.-born teens actually
declined from 64 percent to 61 percent. By the summer of 2007, before
the current recession, it was down to 48 percent.

-- The number of U.S.-born teenagers not in the labor force increased
from 4.7 million in 1994 to 8.1 million in 2007. In the summer of 2009
it stood at 8.8 million.

-- The severity of the decline is similar for U.S.-born black, Hispanic,
and white teens. The fall-off is also similar for teenagers from both
high- and low-income households.

-- Immigrants and teenagers often do the same kind of work. In the summer
of 2007, in the 10 occupations employing the most U.S.-born teenagers,
one in five workers was an immigrant.

-- Comparisons across states in 2007 show that in the 10 states where
immigrants are the largest share of workers, just 45 percent of
U.S.-born teens were in the summer labor force, compared to 58 percent
in the 10 states where immigrants are the smallest share of workers.

-- Looking at change over time shows that a 10 percentage-point increase
in the immigrant share of a state's work force from 1994 to 2007
reduced the labor force participation rate of U.S.-born teenagers by
7.9 percentage points.

-- Among the states with high immigration and low teen labor force
participation are Nevada, New Jersey, Georgia, Arizona, Texas, North
Carolina, California, and New York.

-- The most likely reason immigrants displace U.S.-born teenagers is that
the vast majority of immigrants are fully developed adults -
relatively few people migrate before age 20. This gives immigrants a
significant advantage over U.S.-born teenagers, who typically have
much less work experience.

-- Summer is the focus of this report; however, the decline in the
employment of U.S.-born teenagers is year-round, including a decline
during the other peak period of seasonal employment at Christmas.

-- Although there is good evidence that immigration is reducing teenage
labor market participation, other factors have likely also contributed
to this problem.

-- One factor that does not explain the decline is an increase in unpaid
internships among U.S.-born teenagers. High-income and college-bound
teens are the most likely to be in internships, yet teenage high
school dropouts and those from the lowest income families show the
same decline. Moreover, there are only about 100,000 internships (paid
and unpaid) in the country. The increase in U.S.-born teenagers not in
the labor force was 3.4 million between 1994 and 2007.

Discussion: The primary reason to be concerned about the decline in teenage employment is that research shows consistently that it is as a young person that workers develop the skills and habits necessary to function in the labor market. Poor work habits and weak labor force attachment developed as a teenager can follow a person throughout life. As a result, those who do not work as teenagers earn less and work less often later in life than those who were employed in their teenage years, especially those who do not go on to college.

Businesses have repeatedly argued that there are not enough seasonal workers. If seasonal workers were truly in short supply, the share of teenagers in the labor force would have increased significantly, not fallen dramatically. There is good evidence that immigration accounts for a significant share of the decline in teenage summer labor force participation. In many of the occupations where teenage employment declined the most, immigrants made significant job gains. Comparisons across states in 2007 show a strong relationship between the growth in the immigrant population and the decline in teenage employment. The finding that immigration is reducing labor force participation of teenagers parallels the conclusion of newly published working paper from the Washington, D.C., Federal Reserve, "The Impact of Low-Skilled Immigration on the Youth Labor Market."

The decision to allow in large numbers of legal immigrants (temporary and permanent) and to tolerate large-scale illegal immigration and to turn away from employing U.S.-born teenagers may be seen as desirable by some businesses. However, this policy choice may have significant long-term consequences for American workers as they enter adulthood. The potential impact of continued large-scale immigration on teenagers is something that should be considered when formulating immigration policy in the future.

The Center for Immigration Studies is an independent research institution which examines the impact of immigration on the United States.

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