/PRNewswire/ -- Aflac (NYSE: AFL), the No. 1 provider of supplemental and guaranteed-renewable insurance in the United States, today announced its NOW Hiring paint scheme for the No. 99 Aflac Ford Fusion to be driven by Carl Edwards in the All-Star Race in Charlotte, NC on May 21.
The NOW Hiring design is part of a national recruitment campaign to attract potential Aflac agents. The 'Take Flight' campaign showcases reasons why a sales career with Aflac can be rewarding – lucrative, while working for a company repeatedly recognized for being one of the most ethical and best places to work in America.
Aflac has one of the largest and best equipped sales forces in the country, demonstrating every day how its insurance policies help provide a safety net to let policyholders focus on recovery, not financial stress.
"Aflac lets you balance work and family life while representing the leading provider of supplemental insurance," said Tom Giddens, senior vice president and director of Sales at Aflac. "You bring the passion and we'll set you up with best in class training and all the tools you'll need to succeed – like Carl Edwards, you'll be in victory lane in no time."
For more information about a sales career at Aflac call 800-292-9242 or visit www.JoinAflac.com and watch for the Now Hiring television commercial airing nationwide through June 2011.
-----
Community News You Can Use
Click to read MORE news:
www.GeorgiaFrontPage.com
Twitter: @gafrontpage & @TheGATable @HookedonHistory
www.ArtsAcrossGeorgia.com
Twitter: @artsacrossga, @softnblue, @RimbomboAAG @FayetteFP
Showing posts with label georgia front page. Show all posts
Showing posts with label georgia front page. Show all posts
Friday, May 20, 2011
Monday, May 16, 2011
CallMe! Announces Large Hiring Campaign in Marietta, GA
/PRNewswire/ -- CallMe!, the leader in Call Center Human Capital Management, announced a large new hiring campaign in the Marietta, Georgia area. CallMe! is hiring Inside Sales Agents on behalf of GetInsured.com, the leading online health care exchange.
CallMe! Chief Executive Officer Chris Bracken noted, "CallMe! is excited about the opportunity to work with GetInsured.com. As a venture backed firm aiming for exceptional growth, this is a great opportunity for the Atlanta job market."
"We currently service over 3,000 customers every day, but the demand for health insurance in the U.S. far outweighs our current staff," adds Scott Osler, Vice President of Sales with GetInsured.com. "With the help of CallMe!, we hope to find an abundance of great, local talent to join our already incredible Inside Sales team."
Specifically, GetInsured.com is seeking both entry-level and experienced Inside Sales Professionals for openings in their Marietta, GA sales center. A health/life insurance license is preferred for employment - if you do not have one, a college degree is required. This is an inside sales position servicing consumers across the nation.
If you are interested in applying for this Inside Sales position, please visit http://www.callmestaffing.com to apply online or call 877-402-2563. Also, CallMe! is holding an open job fair in conjunction with CobbWorks (www.cobbworks.org) on May 18 from 9:00AM until 12:00PM at 463 Commerce Park Drive, Suite 100, Marietta, GA 30060.
-----
Community News You Can Use
Click to read MORE news:
www.GeorgiaFrontPage.com
Twitter: @gafrontpage & @TheGATable @HookedonHistory
www.ArtsAcrossGeorgia.com
Twitter: @artsacrossga, @softnblue, @RimbomboAAG @FayetteFP
CallMe! Chief Executive Officer Chris Bracken noted, "CallMe! is excited about the opportunity to work with GetInsured.com. As a venture backed firm aiming for exceptional growth, this is a great opportunity for the Atlanta job market."
"We currently service over 3,000 customers every day, but the demand for health insurance in the U.S. far outweighs our current staff," adds Scott Osler, Vice President of Sales with GetInsured.com. "With the help of CallMe!, we hope to find an abundance of great, local talent to join our already incredible Inside Sales team."
Specifically, GetInsured.com is seeking both entry-level and experienced Inside Sales Professionals for openings in their Marietta, GA sales center. A health/life insurance license is preferred for employment - if you do not have one, a college degree is required. This is an inside sales position servicing consumers across the nation.
If you are interested in applying for this Inside Sales position, please visit http://www.callmestaffing.com to apply online or call 877-402-2563. Also, CallMe! is holding an open job fair in conjunction with CobbWorks (www.cobbworks.org) on May 18 from 9:00AM until 12:00PM at 463 Commerce Park Drive, Suite 100, Marietta, GA 30060.
-----
Community News You Can Use
Click to read MORE news:
www.GeorgiaFrontPage.com
Twitter: @gafrontpage & @TheGATable @HookedonHistory
www.ArtsAcrossGeorgia.com
Twitter: @artsacrossga, @softnblue, @RimbomboAAG @FayetteFP
Thursday, March 24, 2011
A New Voice to Give the Aflac Duck its Quack Back
/PRNewswire/ -- Aflac today announced its plan for a nationwide casting call to find a new voice for the iconic Aflac Duck. The company plans to hold auditions in six cities across the United States during the first week of April. Interested parties will find a complete job description and information about how to secure an audition appointment on Monster.com and at Quackaflac.com, where job seekers can also submit applications online.
Live auditions will be held in New York City, Los Angeles, Chicago, Las Vegas, Austin and Atlanta. While these audition slots will be limited, the online casting call is open today and will remain open until April 1, 2011 at midnight Pacific time.
Since 2000, the Aflac Duck has appeared in 52 television ads and numerous radio ads, helping increase the company's brand recognition from slightly more than 10 percent to an amazing 93 percent. The Aflac Duck is also a symbol for the company's primary philanthropic cause, helping Aflac raise more than $62 million for the treatment and research of childhood cancer.
"Being the new voice of the Aflac Duck carries responsibilities far beyond recording duck sounds," Aflac Senior Vice President and Chief Marketing Officer Michael Zuna said. "The Aflac Duck symbolizes our promise to be there in times of need. It represents the philanthropy and the ethical values embraced by our employees and more than 72,000 independent sales agents across the nation, so we are looking for the best person to help advance our brand and business in a way that demonstrates our values."
"Aflac reached out to Monster because of the great success we've had finding talent for really cool jobs," said Ted Gilvar, global chief marketing officer for Monster Worldwide. "We are so proud to do what we can to help Aflac with the nationwide search for the new 'spokesduck' and also provide the millions of job seekers that visit Monster with a once in a lifetime opportunity."
Immediately following the initial auditions, a selection of candidates will be chosen by a professional casting agency, with the top contenders invited for a callback. Candidates will be judged on their ability to communicate an entire vocabulary in one word, Aflac, and how their voice can help the Aflac Duck sound informative, frustrated, happy, hurt, or angry, including grunts, groans, and mutterings, but no words other than Aflac. Prior voice-over experience is preferred, but not required.
All auditions — online or live — will be a maximum of 30 seconds and will irrevocably become the property of Aflac. There will be limited availability for live auditions, so those seeking to interview in one of the six cities where casting calls will take place should make an appointment by following the instructions on Monster.com or Quackaflac.com. Live interviews will be held by appointment only . The ten finalists selected for a callback will be required to conduct a second audition either via satellite or in person in New York City.
"The Aflac Duck is fun, but it conveys a very important message," Zuna said. "We believe this is the best job available in America today, so applicants should prepare like this is the opportunity of a lifetime."
While searching for the new voice of the Aflac Duck, Aflac is continuing its television advertising schedule with "Silent Movie," which stars the Aflac Duck in a scene that resembles an old silent movie genre film. In "Silent Movie," the Aflac Duck rescues a damsel in distress in much the same way that he provides a safety net for policyholders who are sick or injured.
Applicants should consider the following job description before applying:
Job Title: New Voice of the Aflac Duck
About the Job
This position will be integral to forging Aflac's voice in all manner of communications. In this role, you will find innovative ways to use one word to convey to consumers that they need Aflac to complement their major medical plans.
Responsibilities
* Creates innovative and original quacking that helps consumers understand how Aflac is different from major medical Insurance.
* Strategically develops ways for the word "Aflac" to communicate that the company's insurance provides a safety net for families.
* Translates complex messages into a single word that tells people, "Aflac is the insurance company that they can count on in their time of need."
* Provides exceptional and creative use of the word "Aflac" for advertising in television, Web sites and other marketing communications.
* Embodies the spirit of caring and ethics that Aflac is known for both in and out of the recording studio.
Special Skills
* Requires correct pronunciation of the word Aflac
* Must be able to present complex information clearly and concisely into an effective reading of the word "Aflac"
* Ability to improvise
* Skilled at making people laugh
* Unique and memorable voice
* Bilingual or trilingual skills (English with Duck and Spanish Duck)
* Prior acting and or voice-over experience is preferred, but not required.
Core Competencies
* Inspires trust and behaves ethically
* Is customer-centric
* Has a collaborative spirit especially when it comes to working with ducks
* Is creative
-----
Community News You Can Use
Click to read MORE news:
www.GeorgiaFrontPage.com
Twitter: @gafrontpage & @TheGATable @HookedonHistory
www.ArtsAcrossGeorgia.com
Twitter: @artsacrossga, @softnblue, @RimbomboAAG @FayetteFP
Live auditions will be held in New York City, Los Angeles, Chicago, Las Vegas, Austin and Atlanta. While these audition slots will be limited, the online casting call is open today and will remain open until April 1, 2011 at midnight Pacific time.
Since 2000, the Aflac Duck has appeared in 52 television ads and numerous radio ads, helping increase the company's brand recognition from slightly more than 10 percent to an amazing 93 percent. The Aflac Duck is also a symbol for the company's primary philanthropic cause, helping Aflac raise more than $62 million for the treatment and research of childhood cancer.
"Being the new voice of the Aflac Duck carries responsibilities far beyond recording duck sounds," Aflac Senior Vice President and Chief Marketing Officer Michael Zuna said. "The Aflac Duck symbolizes our promise to be there in times of need. It represents the philanthropy and the ethical values embraced by our employees and more than 72,000 independent sales agents across the nation, so we are looking for the best person to help advance our brand and business in a way that demonstrates our values."
"Aflac reached out to Monster because of the great success we've had finding talent for really cool jobs," said Ted Gilvar, global chief marketing officer for Monster Worldwide. "We are so proud to do what we can to help Aflac with the nationwide search for the new 'spokesduck' and also provide the millions of job seekers that visit Monster with a once in a lifetime opportunity."
Immediately following the initial auditions, a selection of candidates will be chosen by a professional casting agency, with the top contenders invited for a callback. Candidates will be judged on their ability to communicate an entire vocabulary in one word, Aflac, and how their voice can help the Aflac Duck sound informative, frustrated, happy, hurt, or angry, including grunts, groans, and mutterings, but no words other than Aflac. Prior voice-over experience is preferred, but not required.
All auditions — online or live — will be a maximum of 30 seconds and will irrevocably become the property of Aflac. There will be limited availability for live auditions, so those seeking to interview in one of the six cities where casting calls will take place should make an appointment by following the instructions on Monster.com or Quackaflac.com. Live interviews will be held by appointment only . The ten finalists selected for a callback will be required to conduct a second audition either via satellite or in person in New York City.
"The Aflac Duck is fun, but it conveys a very important message," Zuna said. "We believe this is the best job available in America today, so applicants should prepare like this is the opportunity of a lifetime."
While searching for the new voice of the Aflac Duck, Aflac is continuing its television advertising schedule with "Silent Movie," which stars the Aflac Duck in a scene that resembles an old silent movie genre film. In "Silent Movie," the Aflac Duck rescues a damsel in distress in much the same way that he provides a safety net for policyholders who are sick or injured.
Applicants should consider the following job description before applying:
Job Title: New Voice of the Aflac Duck
About the Job
This position will be integral to forging Aflac's voice in all manner of communications. In this role, you will find innovative ways to use one word to convey to consumers that they need Aflac to complement their major medical plans.
Responsibilities
* Creates innovative and original quacking that helps consumers understand how Aflac is different from major medical Insurance.
* Strategically develops ways for the word "Aflac" to communicate that the company's insurance provides a safety net for families.
* Translates complex messages into a single word that tells people, "Aflac is the insurance company that they can count on in their time of need."
* Provides exceptional and creative use of the word "Aflac" for advertising in television, Web sites and other marketing communications.
* Embodies the spirit of caring and ethics that Aflac is known for both in and out of the recording studio.
Special Skills
* Requires correct pronunciation of the word Aflac
* Must be able to present complex information clearly and concisely into an effective reading of the word "Aflac"
* Ability to improvise
* Skilled at making people laugh
* Unique and memorable voice
* Bilingual or trilingual skills (English with Duck and Spanish Duck)
* Prior acting and or voice-over experience is preferred, but not required.
Core Competencies
* Inspires trust and behaves ethically
* Is customer-centric
* Has a collaborative spirit especially when it comes to working with ducks
* Is creative
-----
Community News You Can Use
Click to read MORE news:
www.GeorgiaFrontPage.com
Twitter: @gafrontpage & @TheGATable @HookedonHistory
www.ArtsAcrossGeorgia.com
Twitter: @artsacrossga, @softnblue, @RimbomboAAG @FayetteFP
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 gbpi@gbpi.org
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.
-----
Community News You Can Use
Click to read MORE news:
www.GeorgiaFrontPage.com
Twitter: @gafrontpage & @TheGATable @HookedonHistory
www.ArtsAcrossGeorgia.com
Twitter: @artsacrossga, @softnblue, @RimbomboAAG
www.FayetteFrontPage.com
Twitter: @FayetteFP
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 gbpi@gbpi.org
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.
-----
Community News You Can Use
Click to read MORE news:
www.GeorgiaFrontPage.com
Twitter: @gafrontpage & @TheGATable @HookedonHistory
www.ArtsAcrossGeorgia.com
Twitter: @artsacrossga, @softnblue, @RimbomboAAG
www.FayetteFrontPage.com
Twitter: @FayetteFP
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 partycity.com 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 partycity.com.
-----
Community News You Can Use
www.fayettefrontpage.com
Fayette Front Page
www.georgiafrontpage.com
Georgia Front Page
Follow us on Twitter: @GAFrontPage
"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 partycity.com 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 partycity.com.
-----
Community News You Can Use
www.fayettefrontpage.com
Fayette Front Page
www.georgiafrontpage.com
Georgia Front Page
Follow us on Twitter: @GAFrontPage
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.
-----
Community News You Can Use
www.fayettefrontpage.com
Fayette Front Page
www.georgiafrontpage.com
Georgia Front Page
Follow us on Twitter: @GAFrontPage
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.
-----
Community News You Can Use
www.fayettefrontpage.com
Fayette Front Page
www.georgiafrontpage.com
Georgia Front Page
Follow us on Twitter: @GAFrontPage
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 CareerBuilder.com 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 www.reinvent2010.com and follow us on Twitter @Reinvent2010.
------
Community News You Can Use
www.fayettefrontpage.com
Fayette Front Page
www.georgiafrontpage.com
Georgia Front Page
Follow us on Twitter: @GAFrontPage
Activity on CareerBuilder.com 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 www.reinvent2010.com and follow us on Twitter @Reinvent2010.
------
Community News You Can Use
www.fayettefrontpage.com
Fayette Front Page
www.georgiafrontpage.com
Georgia Front Page
Follow us on Twitter: @GAFrontPage
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 www.artinstitutes.edu/nz.
Courtesy of ARAcontent
-----
Community News You Can Use
www.fayettefrontpage.com
Fayette Front Page
www.georgiafrontpage.com
Georgia Front Page
Follow us on Twitter: @GAFrontPage
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 www.artinstitutes.edu/nz.
Courtesy of ARAcontent
-----
Community News You Can Use
www.fayettefrontpage.com
Fayette Front Page
www.georgiafrontpage.com
Georgia Front Page
Follow us on Twitter: @GAFrontPage
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 jobsforgeorgia.org, and georgiateenwork.org.
-----
www.fayettefrontpage.com
Fayette Front Page
www.georgiafrontpage.com
Georgia Front Page
Follow us on Twitter: @GAFrontPage
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 jobsforgeorgia.org, and georgiateenwork.org.
-----
www.fayettefrontpage.com
Fayette Front Page
www.georgiafrontpage.com
Georgia Front Page
Follow us on Twitter: @GAFrontPage
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.
-----
www.fayettefrontpage.com
Fayette Front Page
www.georgiafrontpage.com
Georgia Front Page
Follow us on Twitter: @GAFrontPage
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.
-----
www.fayettefrontpage.com
Fayette Front Page
www.georgiafrontpage.com
Georgia Front Page
Follow us on Twitter: @GAFrontPage
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: http://www.yearup.org/walkforopportunity/atlanta.html.
"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.
-----
www.fayettefrontpage.com
Fayette Front Page
www.georgiafrontpage.com
Georgia Front Page
Follow us on Twitter: @GAFrontPage
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: http://www.yearup.org/walkforopportunity/atlanta.html.
"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.
-----
www.fayettefrontpage.com
Fayette Front Page
www.georgiafrontpage.com
Georgia Front Page
Follow us on Twitter: @GAFrontPage
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 http://www.cis.org/teen-unemployment
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.
-----
www.fayettefrontpage.com
Fayette Front Page
www.georgiafrontpage.com
Georgia Front Page
Follow us on Twitter: @GAFrontPage
The report, "A Drought of Summer Jobs: Immigration and the Long-Term Decline in Employment Among U.S.-Born Teenagers," can be found at http://www.cis.org/teen-unemployment
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.
-----
www.fayettefrontpage.com
Fayette Front Page
www.georgiafrontpage.com
Georgia Front Page
Follow us on Twitter: @GAFrontPage
Saturday, January 23, 2010
CarMax Hiring for 600 Store Positions Across U.S.
(BUSINESS WIRE)--CarMax, Inc. (NYSE: KMX), the nation's largest retailer of used cars, is currently recruiting for approximately 600 store positions in locations across the country. The majority of positions are in sales, with additional openings in service operations, the business office and purchasing. Automotive experience is not necessary for most positions. Full and part-time positions are available.
“At a time when unemployment is high and people may be thinking about a career change, we are proud to be offering quality jobs that offer training, development and excellent benefits at a company that is often recognized for being a great place to work,” said Tom Folliard, president and CEO of CarMax. “The current store position openings are part of our usual hiring each year to prepare for the spring and summer car buying season.”
CarMax was just named one of the “100 Best Companies to Work For” for the sixth year, by FORTUNE magazine. The company offers a comprehensive benefits package that includes health coverage, paid time-off, insurance and disability, and retirement options. The company promotes a work-life balance and a diverse work environment. Employees receive discounts on car purchases and other services.
“CarMax is looking for candidates with high integrity, strong customer service skills, good problem solving ability, and who have a willingness to work the varied hours of a retail work environment,” says Pam Hill, director of selection and recruitment for CarMax. “We look forward to hiring a diverse, talented group of associates this year and we are particularly interested in individuals with professional sales experience.”
How Can Job Seekers Apply?
* Job seekers should apply online at http://www.carmax.com/careers
* To see a video with first-hand accounts of CarMax sales consultants, visit the Careers page on carmax.com and click on Store Careers.
* CarMax will contact applicants and set up interviews after an initial review of applications
-----
www.fayettefrontpage.com
Fayette Front Page
www.georgiafrontpage.com
Georgia Front Page
Follow us on Twitter: @GAFrontPage
“At a time when unemployment is high and people may be thinking about a career change, we are proud to be offering quality jobs that offer training, development and excellent benefits at a company that is often recognized for being a great place to work,” said Tom Folliard, president and CEO of CarMax. “The current store position openings are part of our usual hiring each year to prepare for the spring and summer car buying season.”
CarMax was just named one of the “100 Best Companies to Work For” for the sixth year, by FORTUNE magazine. The company offers a comprehensive benefits package that includes health coverage, paid time-off, insurance and disability, and retirement options. The company promotes a work-life balance and a diverse work environment. Employees receive discounts on car purchases and other services.
“CarMax is looking for candidates with high integrity, strong customer service skills, good problem solving ability, and who have a willingness to work the varied hours of a retail work environment,” says Pam Hill, director of selection and recruitment for CarMax. “We look forward to hiring a diverse, talented group of associates this year and we are particularly interested in individuals with professional sales experience.”
How Can Job Seekers Apply?
* Job seekers should apply online at http://www.carmax.com/careers
* To see a video with first-hand accounts of CarMax sales consultants, visit the Careers page on carmax.com and click on Store Careers.
* CarMax will contact applicants and set up interviews after an initial review of applications
-----
www.fayettefrontpage.com
Fayette Front Page
www.georgiafrontpage.com
Georgia Front Page
Follow us on Twitter: @GAFrontPage
Thursday, January 14, 2010
J.B. Hunt Transport Services, Inc. Launches Updated Employment Website
(BUSINESS WIRE)--J.B. Hunt Transport Services, Inc. (NASDAQ: JBHT) today announced the Company has launched an improved version of its popular employment website, www.jbhunt.jobs. Prospective employees may now utilize a host of new features and user-friendly navigation designed to streamline the job search and application process.
“It is our goal to provide applicants information about our Company, our employees and our benefits as well as an outlet for them to contact us regarding employment opportunities.”
An updated job-search feature allows applicants to obtain real-time information about driving, office and maintenance careers, as well as internships and benefits. From corporate responsibility to J.B. Hunt’s focus on diversity and sustainability, applicants have the information they need to know about life at J.B. Hunt, while taking advantage of improved capabilities that include:
* The ability to search real-time job postings by city and state or by zip code and apply online for open positions
* A job alert feature to provide drivers with job opening notifications by phone, text or email
* A Driver chat function which allows drivers to have their questions answered instantly by a Company hiring representative
* Streamlined navigation throughout the site
“We continue to focus on providing the best user experience possible by increasing interaction with prospective employees,” said Kirk Thompson, president and CEO for J.B. Hunt. “It is our goal to provide applicants information about our Company, our employees and our benefits as well as an outlet for them to contact us regarding employment opportunities.”
The most significant changes to the site focus on the driver section. With an updated job alert function, interested drivers can choose for J.B. Hunt to contact them by phone, email or text when a driving position becomes available in their area. The site also provides easier access to information on local and regional driving jobs, which can provide drivers more quality time at home as well as strong W2 earnings.
J.B. Hunt is a dynamic and diverse organization of more than 14,500 employees nationwide. For more information on employment opportunities, or to view the new site, visit www.jbhunt.jobs.
-----
www.fayettefrontpage.com
Fayette Front Page
www.georgiafrontpage.com
Georgia Front Page
Follow us on Twitter: @GAFrontPage
“It is our goal to provide applicants information about our Company, our employees and our benefits as well as an outlet for them to contact us regarding employment opportunities.”
An updated job-search feature allows applicants to obtain real-time information about driving, office and maintenance careers, as well as internships and benefits. From corporate responsibility to J.B. Hunt’s focus on diversity and sustainability, applicants have the information they need to know about life at J.B. Hunt, while taking advantage of improved capabilities that include:
* The ability to search real-time job postings by city and state or by zip code and apply online for open positions
* A job alert feature to provide drivers with job opening notifications by phone, text or email
* A Driver chat function which allows drivers to have their questions answered instantly by a Company hiring representative
* Streamlined navigation throughout the site
“We continue to focus on providing the best user experience possible by increasing interaction with prospective employees,” said Kirk Thompson, president and CEO for J.B. Hunt. “It is our goal to provide applicants information about our Company, our employees and our benefits as well as an outlet for them to contact us regarding employment opportunities.”
The most significant changes to the site focus on the driver section. With an updated job alert function, interested drivers can choose for J.B. Hunt to contact them by phone, email or text when a driving position becomes available in their area. The site also provides easier access to information on local and regional driving jobs, which can provide drivers more quality time at home as well as strong W2 earnings.
J.B. Hunt is a dynamic and diverse organization of more than 14,500 employees nationwide. For more information on employment opportunities, or to view the new site, visit www.jbhunt.jobs.
-----
www.fayettefrontpage.com
Fayette Front Page
www.georgiafrontpage.com
Georgia Front Page
Follow us on Twitter: @GAFrontPage
Saturday, December 12, 2009
Naughty or Nice? How Job Seekers Can Shine During the Holiday Season
(BUSINESS WIRE)--“Have you been naughty or nice?” No one is too old to consider this seasonal question. According to John Paul Tier, a career consultant for Williams, Roberts, Young, a Winston-Salem, N.C.-based partner firm of Career Partner International (CPI) www.cpiworld.com, the world’s largest partnership of career transition and coaching firms, to maximize the unique job-search advantages that the entire holiday season offers, become your very own Santa Claus and make sure your efforts reflect the “Nice” list.
* Naughty. Be a humbug!
Nice. Take time to recognize your individual blessings. Enjoy the holidays, join in the celebration, and remember that we all have something to feel good about. This will actually endear you to friends, family, and others.
* Naughty. Give up and restart your efforts in the New Year.
Nice. Bump your job search efforts up a notch by increasing your holiday activities to stand out from those job searchers who simply give up during the holiday season.
* Naughty. Ask, “What’s in it for me?”
Nice. Lend a helping hand. Volunteering to help others can expand your network of contacts and allow you to demonstrate your talents at a time of year when many corporate, charitable or community support programs are short of help.
* Naughty. Refuse invitations to holiday parties.
Nice. Take advantage of the season’s social hubbub as holiday parties offer great opportunities to expand your network. Also, reignite your network connections and spread good cheer by sending holiday greeting cards.
* Naughty. Have a bleak and negative response to, “How’s the job search?” that revolves around where you have been and why you haven’t found a job yet.
Nice. Have a positive and proactive response to, “How’s the job search?” that focuses on where you are going and what you are looking for.
* Naughty. Focus only on making your interactions with people about job leads.
Nice. Focus more on getting to know other people so you can build stronger, long-term relationships that will create more opportunities personally and professionally.
* Naughty. Give in to the stress and strife.
Nice. Give yourself permission to simply relax. Not only will you enjoy the holiday season, taking a few scheduled days off will help you stay mentally fit and refreshed in the months to come—making you a more attractive candidate and potentially shortening your search.
-----
www.fayettefrontpage.com
Fayette Front Page
www.georgiafrontpage.com
Georgia Front Page
* Naughty. Be a humbug!
Nice. Take time to recognize your individual blessings. Enjoy the holidays, join in the celebration, and remember that we all have something to feel good about. This will actually endear you to friends, family, and others.
* Naughty. Give up and restart your efforts in the New Year.
Nice. Bump your job search efforts up a notch by increasing your holiday activities to stand out from those job searchers who simply give up during the holiday season.
* Naughty. Ask, “What’s in it for me?”
Nice. Lend a helping hand. Volunteering to help others can expand your network of contacts and allow you to demonstrate your talents at a time of year when many corporate, charitable or community support programs are short of help.
* Naughty. Refuse invitations to holiday parties.
Nice. Take advantage of the season’s social hubbub as holiday parties offer great opportunities to expand your network. Also, reignite your network connections and spread good cheer by sending holiday greeting cards.
* Naughty. Have a bleak and negative response to, “How’s the job search?” that revolves around where you have been and why you haven’t found a job yet.
Nice. Have a positive and proactive response to, “How’s the job search?” that focuses on where you are going and what you are looking for.
* Naughty. Focus only on making your interactions with people about job leads.
Nice. Focus more on getting to know other people so you can build stronger, long-term relationships that will create more opportunities personally and professionally.
* Naughty. Give in to the stress and strife.
Nice. Give yourself permission to simply relax. Not only will you enjoy the holiday season, taking a few scheduled days off will help you stay mentally fit and refreshed in the months to come—making you a more attractive candidate and potentially shortening your search.
-----
www.fayettefrontpage.com
Fayette Front Page
www.georgiafrontpage.com
Georgia Front Page
Saturday, December 5, 2009
GEICO to Hire 150 for Macon Office in First Quarter 2010
(BUSINESS WIRE)--Since GEICO’s Macon operations center opened in 1974, the office has grown to employ more than 4,340 associates – and it has no plans of stopping. GEICO is actively recruiting and plans to hire more than 150 new associates in its Macon office in the first quarter of 2010.
GEICO’s Macon office has doubled in size in the last 10 years and because of its continued growth, the company has many career opportunities and is hiring for its sales, customer service, claims and centralized services departments. GEICO provides paid training for entry-level associates and positions are available for high school and college graduates, applicants with some college and experienced professionals.
"This is a great time to build a career with GEICO," said Shawn Burklin, the regional vice president in Macon. “GEICO has been in business for 73 years and the Macon office celebrated its 35th anniversary this year. We expect continued growth in 2010 and are looking for well-qualified associates who want to grow with GEICO and be part of our success."
According to Meredith Rosser, director of human resources, “If you want a place to build a career, GEICO is it. No insurance experience is required because we provide a 100 percent paid training program. We offer excellent benefits including competitive salaries, tuition reimbursement, 401(k) plans, medical plans and many other perks. Our supportive culture provides a positive and successful work environment for our associates.”
GEICO’s Macon office uses a one day hiring process in which applicants can start and finish the interview process in one day rather than making several visits.
To submit an application online, go to http://careers.geico.com/.
GEICO has been named a top employer for college graduates by CollegeGrad.com, The Black Collegian, and mentioned in the Princeton Review’s “Best Entry-level Jobs” guidebook.
GEICO (Government Employees Insurance Company) – as part of Berkshire Hathaway – is the third-largest private passenger auto insurer in the United States*. GEICO provides auto insurance coverage for 9 million policyholders and insures more than 16 million vehicles.
As a member of the Berkshire Hathaway group of companies, GEICO is rated A++ for financial strength by A.M. Best Company and ranks at the top of several national customer satisfaction surveys. For more information, go to http://www.geico.com.
*A.M. Best 2008 market share data
-----
www.fayettefrontpage.com
Fayette Front Page
www.georgiafrontpage.com
Georgia Front Page
GEICO’s Macon office has doubled in size in the last 10 years and because of its continued growth, the company has many career opportunities and is hiring for its sales, customer service, claims and centralized services departments. GEICO provides paid training for entry-level associates and positions are available for high school and college graduates, applicants with some college and experienced professionals.
"This is a great time to build a career with GEICO," said Shawn Burklin, the regional vice president in Macon. “GEICO has been in business for 73 years and the Macon office celebrated its 35th anniversary this year. We expect continued growth in 2010 and are looking for well-qualified associates who want to grow with GEICO and be part of our success."
According to Meredith Rosser, director of human resources, “If you want a place to build a career, GEICO is it. No insurance experience is required because we provide a 100 percent paid training program. We offer excellent benefits including competitive salaries, tuition reimbursement, 401(k) plans, medical plans and many other perks. Our supportive culture provides a positive and successful work environment for our associates.”
GEICO’s Macon office uses a one day hiring process in which applicants can start and finish the interview process in one day rather than making several visits.
To submit an application online, go to http://careers.geico.com/.
GEICO has been named a top employer for college graduates by CollegeGrad.com, The Black Collegian, and mentioned in the Princeton Review’s “Best Entry-level Jobs” guidebook.
GEICO (Government Employees Insurance Company) – as part of Berkshire Hathaway – is the third-largest private passenger auto insurer in the United States*. GEICO provides auto insurance coverage for 9 million policyholders and insures more than 16 million vehicles.
As a member of the Berkshire Hathaway group of companies, GEICO is rated A++ for financial strength by A.M. Best Company and ranks at the top of several national customer satisfaction surveys. For more information, go to http://www.geico.com.
*A.M. Best 2008 market share data
-----
www.fayettefrontpage.com
Fayette Front Page
www.georgiafrontpage.com
Georgia Front Page
Tuesday, October 20, 2009
Ryla to Hire 1,500 Temporary Employees
(BUSINESS WIRE)--Ryla Inc. (www.ryla.com), a leading domestic provider of outsourced call center and customer contact solutions, is providing an employment option for people looking for temporary work and income this holiday season. The company today announced it is hiring 1,500 full-time, temporary customer service positions at its Atlanta-area headquarters location. The eight-week positions start immediately.
Weekly open houses to screen and hire candidates will be held every Monday, Wednesday and Thursday starting today until Dec. 3, 2009 from 9 a.m. to 2 p.m. at 545 Kenneth E. Marcus Way, Marietta, GA 30030.
“At Ryla, temporary positions provide our team with an opportunity to assess customer service agent strengths and make full-time job offers to temporary workers when permanent positions become available,” said Shelly Wilson, co-founder and chief operations officer at Ryla. “In this economic environment, contact center positions also provide an excellent job opportunity for people looking for supplemental seasonal income and others who want to hone their customer service skills.”
Ryla’s announcement closely follows a released survey that retailers plan to hire fewer seasonal workers this holiday season. According to a recent Hay Group survey, 57 percent of surveyed retailers are reducing staffing levels for the 2009 holiday shopping season, and 40 percent are hiring fewer workers.
When hiring agents, Ryla looks for a variety of characteristics including overall enthusiasm and high energy. Candidates also must be able to type 30 words per minute with 80 percent accuracy and pass spelling, grammar and vocabulary tests. Applicants should wear business attire and arrive early in case of large turnouts.
Future job fair information as well as job type descriptions can be viewed at http://www.ryla.com/Job_Opportunities.htm. Interested individuals unable to attend the open houses can submit their resumes to resumes@ryla.com.
-----
www.fayettefrontpage.com
Fayette Front Page
www.georgiafrontpage.com
Georgia Front Page
Weekly open houses to screen and hire candidates will be held every Monday, Wednesday and Thursday starting today until Dec. 3, 2009 from 9 a.m. to 2 p.m. at 545 Kenneth E. Marcus Way, Marietta, GA 30030.
“At Ryla, temporary positions provide our team with an opportunity to assess customer service agent strengths and make full-time job offers to temporary workers when permanent positions become available,” said Shelly Wilson, co-founder and chief operations officer at Ryla. “In this economic environment, contact center positions also provide an excellent job opportunity for people looking for supplemental seasonal income and others who want to hone their customer service skills.”
Ryla’s announcement closely follows a released survey that retailers plan to hire fewer seasonal workers this holiday season. According to a recent Hay Group survey, 57 percent of surveyed retailers are reducing staffing levels for the 2009 holiday shopping season, and 40 percent are hiring fewer workers.
When hiring agents, Ryla looks for a variety of characteristics including overall enthusiasm and high energy. Candidates also must be able to type 30 words per minute with 80 percent accuracy and pass spelling, grammar and vocabulary tests. Applicants should wear business attire and arrive early in case of large turnouts.
Future job fair information as well as job type descriptions can be viewed at http://www.ryla.com/Job_Opportunities.htm. Interested individuals unable to attend the open houses can submit their resumes to resumes@ryla.com.
-----
www.fayettefrontpage.com
Fayette Front Page
www.georgiafrontpage.com
Georgia Front Page
Wednesday, September 23, 2009
Georgia fatherhood program to host Duluth career fair
On Wednesday, September 30, 2009, the Georgia Fatherhood Program, a division of the Georgia Department of Human Services (DHS) Office of Child Support Services (OCSS), will sponsor a career fair to provide new career opportunities. The career fair, which is open to all job seekers, will be held at the Goodwill of North Georgia located at 1502 Pleasant Hill Road in Duluth, Georgia, from 10 a.m. to 4 p.m. Attendees are asked to dress professionally and be prepared to interview immediately on site.
Attendees will have the opportunity to receive resumé writing assistance, apply for positions, discuss employment opportunities and learn about OCSS and the Georgia Fatherhood Program. Over the past decade, OCSS has worked to increase the number of parents who remain current on child support through the Fatherhood Program. The Fatherhood Program helps non-custodial parents overcome employment barriers so they can gain steady employment and make timely payments.
These employment barriers include lack of a high school diploma or GED, no driver’s license or transportation, alcohol and substance abuse, criminal records and mental health issues. The program works with non-custodial parents who are willing yet unable to pay their support regularly. The Fatherhood Program typically takes three to six months to complete and serves both fathers and mothers who are non-custodial parents. The participants are required to work at least 20 hours per week while enrolled in the program and pay child support.
Once enrolled in the program, participants receive assistance in obtaining full-time employment at a livable wage. Georgia’s Fatherhood Program is the largest state-operated fatherhood program in the United States.
-----
www.fayettefrontpage.com
Fayette Front Page
www.georgiafrontpage.com
Georgia Front Page
Attendees will have the opportunity to receive resumé writing assistance, apply for positions, discuss employment opportunities and learn about OCSS and the Georgia Fatherhood Program. Over the past decade, OCSS has worked to increase the number of parents who remain current on child support through the Fatherhood Program. The Fatherhood Program helps non-custodial parents overcome employment barriers so they can gain steady employment and make timely payments.
These employment barriers include lack of a high school diploma or GED, no driver’s license or transportation, alcohol and substance abuse, criminal records and mental health issues. The program works with non-custodial parents who are willing yet unable to pay their support regularly. The Fatherhood Program typically takes three to six months to complete and serves both fathers and mothers who are non-custodial parents. The participants are required to work at least 20 hours per week while enrolled in the program and pay child support.
Once enrolled in the program, participants receive assistance in obtaining full-time employment at a livable wage. Georgia’s Fatherhood Program is the largest state-operated fatherhood program in the United States.
-----
www.fayettefrontpage.com
Fayette Front Page
www.georgiafrontpage.com
Georgia Front Page
Monday, September 21, 2009
Global Fortune 150 Company to Locate Plant on Georgia Megasite
Mitsubishi Power Systems to invest $325 million, create 500 jobs
Governor Sonny Perdue announced today that Mitsubishi Power Systems (MPSA) will locate a new, state-of-the-art manufacturing facility near Savannah, ultimately creating 500 jobs and investing $325 million. The Governor and MPSA Senior Vice President Dave Walsh made the announcement at the plant's ground-breaking today on the Georgia megasite in Pooler. The facility significantly boosts the next-generation energy solutions developed by one of Georgia's most strategic industries.
“Georgia delivered all the items on Mitsubishi's list: a skilled and deep labor pool, easy access to the ports and interstates, and the ideal site to facilitate the company's global growth and expansion,” said Governor Perdue. “We welcome Mitsubishi Power Systems to Georgia's international business community and look forward to contributing to its continuing innovations in energy generation.”
Mitsubishi will produce advanced steam and gas turbines on the site, and will also service turbines and related components for power generation. The Pooler plant, which will be constructed in three phases, will serve the company's customers in North and South America.
MPSA President and CEO Koji Hasegawa, who attended the ground-breaking, remarked, “We are especially thankful for the support provided to us by Governor Perdue and his economic development staff, the Savannah Economic Development Authority, Georgia Power and countless other agencies and officials who joined forces to make Georgia and Savannah an extremely attractive site for our project. This marks another key milestone in our long-term goal of locating equipment manufacturing and critical service support much nearer to our important customers.”
Construction will begin in 2009 on the first phase of the plant, which will manufacture gas turbine combustor components to support operating units in the Western Hemisphere and new turbines worldwide. The company will begin hiring in early 2010, and Quick Start, Georgia's top-ranked workforce training program, will provide training on the assembly and service of the turbines. It expects to begin making components as early as the fall of 2010.
In Phase Two, Mitsubishi will build comprehensive service capabilities to support turbine rotor, rotor balancing, valve and other large component repairs and upgrades for gas and steam turbines. During the third and final phase, the company will manufacture and assemble the next generation of high-efficiency, low-emission gas turbines.
Mitsubishi chose the Savannah site after an extensive search throughout the Southeastern U.S. that began in late 2007. The 119-acre site, located near the intersection of Interstates 95 and 16 near Pooler, is part of the Chatham County Industrial Site, also known as Georgia's megasite, and has been ranked by KPMG as the top such location in the Southeast. Its major advantages include ready access to the Port of Savannah, a nearby rail spur, extensive modern infrastructure availability and its status as a “shovel ready” location.
Georgia Department of Economic Development (GDEcD) Senior Project Manager Scott McMurray assisted the company with its location, as did the Savannah Economic Development Authority (SEDA).
“SEDA could not be more proud to welcome Mitsubishi to Savannah, knowing the addition of this world-class company will invigorate the local economy and put Chatham County squarely in the ranks of an international movement towards the production of clean energy,” remarked Brian Foster, board chairman of the Savannah Economic Development Authority.
Energy is one of the industries singled out by the Commission for a New Georgia as an area of strategic growth for the state. In 2006 Governor Perdue instituted an energy strategy for the state, providing a roadmap that balances economic growth through traditional and alternative energy sources, with a long-term goal of energy independence for Georgia. As a global leader in the development of power generation technology, including an expanding line of proven renewable energy technologies, Mitsubishi will be a major contributor to Georgia's innovation economy.
About Mitsubishi Power Systems Americas, Inc.
Mitsubishi Power Systems Americas, Inc. (MPSA) was established in 2001 and is headquartered in Lake Mary, Florida with key operations in Orlando, FL, Newport Beach, CA, Houston, TX, and Juarez, Mexico. MPSA provides a wide variety of products and services for the electric power generation industry including gas, steam, wind, geothermal and hydroelectric turbines, boilers, selective catalytic reduction systems and solar energy. The company is a subsidiary of Mitsubishi Heavy Industries, Ltd. (MHI), a diversified Fortune “Global 150” company with more than $30 billion in annual revenues and 40,000 employees worldwide. MHI is an international leader in the design and supply of energy, aerospace, machinery, transportation, and environmental systems and equipment.
---
Community News You Can Use
Follow us on Twitter: @gafrontpage
www.FayetteFrontPage.com
www.GeorgiaFrontPage.com
www.PoliticalPotluck.com
www.ArtsAcrossGeorgia.com
---
Governor Sonny Perdue announced today that Mitsubishi Power Systems (MPSA) will locate a new, state-of-the-art manufacturing facility near Savannah, ultimately creating 500 jobs and investing $325 million. The Governor and MPSA Senior Vice President Dave Walsh made the announcement at the plant's ground-breaking today on the Georgia megasite in Pooler. The facility significantly boosts the next-generation energy solutions developed by one of Georgia's most strategic industries.
“Georgia delivered all the items on Mitsubishi's list: a skilled and deep labor pool, easy access to the ports and interstates, and the ideal site to facilitate the company's global growth and expansion,” said Governor Perdue. “We welcome Mitsubishi Power Systems to Georgia's international business community and look forward to contributing to its continuing innovations in energy generation.”
Mitsubishi will produce advanced steam and gas turbines on the site, and will also service turbines and related components for power generation. The Pooler plant, which will be constructed in three phases, will serve the company's customers in North and South America.
MPSA President and CEO Koji Hasegawa, who attended the ground-breaking, remarked, “We are especially thankful for the support provided to us by Governor Perdue and his economic development staff, the Savannah Economic Development Authority, Georgia Power and countless other agencies and officials who joined forces to make Georgia and Savannah an extremely attractive site for our project. This marks another key milestone in our long-term goal of locating equipment manufacturing and critical service support much nearer to our important customers.”
Construction will begin in 2009 on the first phase of the plant, which will manufacture gas turbine combustor components to support operating units in the Western Hemisphere and new turbines worldwide. The company will begin hiring in early 2010, and Quick Start, Georgia's top-ranked workforce training program, will provide training on the assembly and service of the turbines. It expects to begin making components as early as the fall of 2010.
In Phase Two, Mitsubishi will build comprehensive service capabilities to support turbine rotor, rotor balancing, valve and other large component repairs and upgrades for gas and steam turbines. During the third and final phase, the company will manufacture and assemble the next generation of high-efficiency, low-emission gas turbines.
Mitsubishi chose the Savannah site after an extensive search throughout the Southeastern U.S. that began in late 2007. The 119-acre site, located near the intersection of Interstates 95 and 16 near Pooler, is part of the Chatham County Industrial Site, also known as Georgia's megasite, and has been ranked by KPMG as the top such location in the Southeast. Its major advantages include ready access to the Port of Savannah, a nearby rail spur, extensive modern infrastructure availability and its status as a “shovel ready” location.
Georgia Department of Economic Development (GDEcD) Senior Project Manager Scott McMurray assisted the company with its location, as did the Savannah Economic Development Authority (SEDA).
“SEDA could not be more proud to welcome Mitsubishi to Savannah, knowing the addition of this world-class company will invigorate the local economy and put Chatham County squarely in the ranks of an international movement towards the production of clean energy,” remarked Brian Foster, board chairman of the Savannah Economic Development Authority.
Energy is one of the industries singled out by the Commission for a New Georgia as an area of strategic growth for the state. In 2006 Governor Perdue instituted an energy strategy for the state, providing a roadmap that balances economic growth through traditional and alternative energy sources, with a long-term goal of energy independence for Georgia. As a global leader in the development of power generation technology, including an expanding line of proven renewable energy technologies, Mitsubishi will be a major contributor to Georgia's innovation economy.
About Mitsubishi Power Systems Americas, Inc.
Mitsubishi Power Systems Americas, Inc. (MPSA) was established in 2001 and is headquartered in Lake Mary, Florida with key operations in Orlando, FL, Newport Beach, CA, Houston, TX, and Juarez, Mexico. MPSA provides a wide variety of products and services for the electric power generation industry including gas, steam, wind, geothermal and hydroelectric turbines, boilers, selective catalytic reduction systems and solar energy. The company is a subsidiary of Mitsubishi Heavy Industries, Ltd. (MHI), a diversified Fortune “Global 150” company with more than $30 billion in annual revenues and 40,000 employees worldwide. MHI is an international leader in the design and supply of energy, aerospace, machinery, transportation, and environmental systems and equipment.
---
Community News You Can Use
Follow us on Twitter: @gafrontpage
www.FayetteFrontPage.com
www.GeorgiaFrontPage.com
www.PoliticalPotluck.com
www.ArtsAcrossGeorgia.com
---
Wednesday, September 16, 2009
As Economy Picks Up Steam, Employment May Still Lag; Job Seekers Need New Ways to Stand Out in An Ever-Crowded Market
/PRNewswire/ -- While the latest U.S. Labor Department reports layoffs are at their lowest level in a year -- and some experts herald that the recession is over -- the good news comes with warning: unemployment could still rise in the coming months, and recovery will most likely be slow. So what's a job seeker to do?
Andrew O'Connor, President of A.J. O'Connor Associates (AJO), offers the following advice:
Be focused. "Despite the headlines, many companies are hiring, and people are landing jobs," says O'Connor, whose Parsippany, New Jersey-based human resources consulting firm that helps job seekers find new direction. "What has changed is that hiring is a slower, more rigorous process, so candidates must be prepared for what could be an extended search." Today, it's not unusual for an employer to review 400-plus resumes, conduct 90 phone interviews and meet face-to-face with 25 prospects before hiring for one position," explains O'Connor.
Keep energized. "Finding a job comes down to staying encouraged, motivated, and focused," says Marie Tanzi, Director, Career Transition Services at AJO. Set achievable daily and weekly goals, and maintain a daily schedule. "In this market, you can't realistically say, 'I will land a job in two months,' but you can say, 'I will contact 10 new people each week.'"
Put your network -- including your social network -- to work. Many people are finding jobs through LinkedIn, Facebook, Twitter and other outlets. Let your network know you're in the job market and the type of position you are looking for. Also, many companies' recruiting efforts rely heavily on social networking. "With today's advanced technology, it's critical to be savvy in these areas and know how to utilize these kinds of networks to promote your skills," says Tracy Tyler, Managing Director, Human Capital Solutions, AJO. One caveat: Potential employers will check out your Facebook page. Never post anything online that could embarrass you later.
Learn to sell yourself. "Package yourself professionally, practice and polish your 'brand,' and tweak when necessary," says Tyler. Ask friends and former colleagues to critique your resume and presentation. Make sure everything about you -- from your interview clothes to the way you introduce yourself -- reflects the image you want to project to potential employers.
Invest in yourself. "Look at the transition time as a chance for exploration," says Tanzi. "Pursue a passion, develop a new skill set and look for interesting opportunities that may be on the periphery of your 'comfort zone.'" These new interests may enhance your life long after you find your perfect job.
-----
www.fayettefrontpage.com
Fayette Front Page
www.georgiafrontpage.com
Georgia Front Page
Andrew O'Connor, President of A.J. O'Connor Associates (AJO), offers the following advice:
Be focused. "Despite the headlines, many companies are hiring, and people are landing jobs," says O'Connor, whose Parsippany, New Jersey-based human resources consulting firm that helps job seekers find new direction. "What has changed is that hiring is a slower, more rigorous process, so candidates must be prepared for what could be an extended search." Today, it's not unusual for an employer to review 400-plus resumes, conduct 90 phone interviews and meet face-to-face with 25 prospects before hiring for one position," explains O'Connor.
Keep energized. "Finding a job comes down to staying encouraged, motivated, and focused," says Marie Tanzi, Director, Career Transition Services at AJO. Set achievable daily and weekly goals, and maintain a daily schedule. "In this market, you can't realistically say, 'I will land a job in two months,' but you can say, 'I will contact 10 new people each week.'"
Put your network -- including your social network -- to work. Many people are finding jobs through LinkedIn, Facebook, Twitter and other outlets. Let your network know you're in the job market and the type of position you are looking for. Also, many companies' recruiting efforts rely heavily on social networking. "With today's advanced technology, it's critical to be savvy in these areas and know how to utilize these kinds of networks to promote your skills," says Tracy Tyler, Managing Director, Human Capital Solutions, AJO. One caveat: Potential employers will check out your Facebook page. Never post anything online that could embarrass you later.
Learn to sell yourself. "Package yourself professionally, practice and polish your 'brand,' and tweak when necessary," says Tyler. Ask friends and former colleagues to critique your resume and presentation. Make sure everything about you -- from your interview clothes to the way you introduce yourself -- reflects the image you want to project to potential employers.
Invest in yourself. "Look at the transition time as a chance for exploration," says Tanzi. "Pursue a passion, develop a new skill set and look for interesting opportunities that may be on the periphery of your 'comfort zone.'" These new interests may enhance your life long after you find your perfect job.
-----
www.fayettefrontpage.com
Fayette Front Page
www.georgiafrontpage.com
Georgia Front Page
Subscribe to:
Posts (Atom)
