/PRNewswire/ -- Baskin-Robbins, America's favorite neighborhood ice cream shop, shares its plans to rapidly expand its national footprint with today's announcement that Atlanta is now open for franchise sales. More than 60 new stores are projected over the next several years throughout Atlanta and the surrounding region. This unprecedented growth campaign is designed as part of a plan to double Baskin-Robbins' U.S. presence over time and is based on a diversified concept portfolio, expanded and comprehensive menu, and system-wide operational simplicity.
Built over the last 63 years, Baskin-Robbins currently enjoys 98% brand awareness. Most recently, Baskin-Robbins was named for the second consecutive year the number one ice cream and frozen dessert franchise, in Entrepreneur magazine's Annual "Franchise 500" ranking. This widespread recognition now makes it the opportune time to own large geographic territories in and around Atlanta and operate multi-store networks of five-to-31 or more locations with limited exclusivity.
"As the Baskin-Robbins brand continues to develop in Atlanta, we're now looking for large area developers in the Metro Atlanta area with strong financial backgrounds, a passion for their local communities and a desire to manage multiple stores," said Salman Siddiqui, vice president of franchising and development, Baskin-Robbins. "We are excited to provide large-area developers with premium territories to maximize their region's potential and set the direction of the market's growth."
Baskin-Robbins opened more than 600 stores globally in 2008, marking the highest single-year new unit openings in the company's history. With a domestic footprint of more than 2,700 locations, Baskin-Robbins currently operates four locations in and around Atlanta and 35 stores across Georgia. Baskin Robbins' Atlanta launch is part of an aggressive growth strategy which includes expanding in existing markets including California, Florida and Texas, while continuing its growth in South Carolina, North Carolina and Indiana, to name a few.
Baskin-Robbins begins 2009 with a diversified concept portfolio that includes design concepts that will provide interested large area developers with flexible real estate options. The traditional concept is an updated version of the stand-alone store featuring all of Baskin-Robbins' standard equipment and offerings. The recently launched BR Express concept is a simplified design offering a convenient and specialized solution for malls, sports arenas, airports or other real estate opportunities under 200 square feet. There is also the revolutionary "Cafe 31" model that is currently in test and operates as a high-end dessert bar with unique ice cream and coffee products.
"By continuing our history of developing new product innovations and keeping our focus on customer service for our franchisees, Baskin-Robbins is well positioned for growth in 2009 and beyond," said Siddiqui. "We share a common objective with our franchisees and large-area developers, which focuses on building the business in this increasingly challenging economy."
Furthering its commitment to its franchisees, Baskin-Robbins also offers a range of support systems including: complete training, site selection support, design, construction, marketing, and technology assistance. Baskin-Robbins has proven to be a simple business to run with convenient hours of operation, minimal equipment, little waste and a majority of inventory that has a shelf life of one year with proper storage.
"Baskin-Robbins will satisfy a growing demand in Atlanta for high-quality ice cream, specialty frozen desserts and beverages," said Siddiqui. "Over the past 63 years, Baskin-Robbins has become the brand of choice for consumers and has consistently delighted them with our irresistible flavors and treats. We look forward to being an important part of the Metro Atlanta community."
More than six decades ago, Baskin-Robbins was founded by ice cream enthusiasts Burton "Burt" Baskin and Irvine "Irv" Robbins who shared a dream to create an innovative ice cream store that would be a neighborhood gathering place for families. Today, more than 300 million people visit Baskin-Robbins each year to sample from the more than 1,000 flavors available in its ice cream library, as well as enjoy its full array of frozen treats including ice cream cakes, frozen beverages and sundaes.
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Monday, February 2, 2009
Friday, January 30, 2009
SCORE Comes to Camden County
A Score Branch has been created and will aid business owners and start-up businesses in Camden County. Counseling sessions will be held every Wednesday from 10-2 PM at St. Marys Economic Development located at 400 Osborne Street by appointment only. Please call 912-882-3583 to reserve a time. Existing businesses can benefit on advice on cash flow, marketing, and new businesses can be advised on concept feasibility.
Score is a national organization with 10,000 volunteers and works closely with the Small Business Development Center and Small Business Administration.
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Score is a national organization with 10,000 volunteers and works closely with the Small Business Development Center and Small Business Administration.
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Wednesday, January 28, 2009
Stimulus Plan Top Priority Should be Jobs
Whatever the size and scope of the economic stimulus package, "we do need to target the situation, which means jobs, and in many cases, direct job creation," says Emory economic expert Jeff Rosensweig. In an appearance on CNN, Rosensweig also said that incentives to businesses to create jobs directly and reducing payroll taxes are ideas that should be pursued.
All of these alternatives will result in a lot of debt both now and in the future, says Rosensweig, "but the sad thing is, I believe we have no choice. If the economy collapses, then no one's paying taxes and the deficit expands anyway."
Better accountability a must
Whatever the form and size of the Obama administration's financial stimulus, better accountability will be a must, says Rosensweig. Americans remain unhappy about the way the first round of bailout funds was spent. "The money was not accounted for," he says. "The future must be different." After all, he says, "It is our money."
Big Thinking Needed for Big Economic Woes
President Obama needs to keep thinking big in enacting economic stimulus, says Emory finance expert Tom Smith. "It doesn't save anybody anything by coming up $100 billion short on a stimulus plan." Smith, who teaches the practice of finance at Goizueta Business School, warns that "trying to save $100 billion on a stimulus package might be the difference between the road to recovery or six more months of recession."
Government investment in the nation's infrastructure through vetted projects that are ready now would give states latitude to direct funds to projects most likely to produce jobs, he adds. "The worst thing Obama could do is try to micromanage the situation."
In the debate over whether government spending or tax cuts is more effective in stimulating recovery, Smith says past recessions have typically included some of each. "In six of the last eight recessions there were tax cuts during or afterwards," which Smith says "are pretty useful tools, but you've got to think big. If a tax rebate is big enough you're going to get people to spend money." An effective tax cut might have to triple the 2001 rebate, "but it might be what we need."
Eliminate Payroll Taxes as Alternative to Government Spending
Emory economist Esfandiar Maasoumi believes that rather than large-scale government stimulus spending now being planned, a better alternative would be getting rid of payroll taxes. "It's a good way of borrowing without going to the markets right away," says Maasoumi. "It is a regressive tax, and eliminating it helps both employers and employees by $1,500 each immediately."
There are no collection costs, Maasoumi says, plus the measure could be enacted quickly, and would avoid the dangers of pork barrel spending and private sector fraud.
Maasoumi is no fan of government stimulus spending for a seriously indebted nation. He observes that President Obama was "mugged" by bankers and the financial industry before he even took office. "I am sorry for the president," says Maasoumi, editor of Econometric Reviews. "They [bankers] took what they could, betting their guys may not be in power to facilitate gradual taking. In my view, 'too big to fail' is the biggest fraud and extortion administered on this country."
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All of these alternatives will result in a lot of debt both now and in the future, says Rosensweig, "but the sad thing is, I believe we have no choice. If the economy collapses, then no one's paying taxes and the deficit expands anyway."
Better accountability a must
Whatever the form and size of the Obama administration's financial stimulus, better accountability will be a must, says Rosensweig. Americans remain unhappy about the way the first round of bailout funds was spent. "The money was not accounted for," he says. "The future must be different." After all, he says, "It is our money."
Big Thinking Needed for Big Economic Woes
President Obama needs to keep thinking big in enacting economic stimulus, says Emory finance expert Tom Smith. "It doesn't save anybody anything by coming up $100 billion short on a stimulus plan." Smith, who teaches the practice of finance at Goizueta Business School, warns that "trying to save $100 billion on a stimulus package might be the difference between the road to recovery or six more months of recession."
Government investment in the nation's infrastructure through vetted projects that are ready now would give states latitude to direct funds to projects most likely to produce jobs, he adds. "The worst thing Obama could do is try to micromanage the situation."
In the debate over whether government spending or tax cuts is more effective in stimulating recovery, Smith says past recessions have typically included some of each. "In six of the last eight recessions there were tax cuts during or afterwards," which Smith says "are pretty useful tools, but you've got to think big. If a tax rebate is big enough you're going to get people to spend money." An effective tax cut might have to triple the 2001 rebate, "but it might be what we need."
Eliminate Payroll Taxes as Alternative to Government Spending
Emory economist Esfandiar Maasoumi believes that rather than large-scale government stimulus spending now being planned, a better alternative would be getting rid of payroll taxes. "It's a good way of borrowing without going to the markets right away," says Maasoumi. "It is a regressive tax, and eliminating it helps both employers and employees by $1,500 each immediately."
There are no collection costs, Maasoumi says, plus the measure could be enacted quickly, and would avoid the dangers of pork barrel spending and private sector fraud.
Maasoumi is no fan of government stimulus spending for a seriously indebted nation. He observes that President Obama was "mugged" by bankers and the financial industry before he even took office. "I am sorry for the president," says Maasoumi, editor of Econometric Reviews. "They [bankers] took what they could, betting their guys may not be in power to facilitate gradual taking. In my view, 'too big to fail' is the biggest fraud and extortion administered on this country."
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Friday, January 23, 2009
Georgia Southern University and Statesboro Regional Library Host Seminar On How To Start A Business
Many people dream of starting their own business but are now sure how to begin. Future entrepreneurs can learn some of the basics of starting a business in a free class hosted by Georgia Southern University’s Small Business Development Center and the Statesboro Regional Library.
“Starting A Business” will be held January 27, 2009 from 6 p.m. to 8 p.m. at the Statesboro Regional Library’s Community Room. The library is located at 124 South Main Street in Statesboro. Thanks to scholarships being provided by the Wachovia Foundation, this class is being offered at no charge to the public. To sign up for this free seminar, contact Nancy Elrod at 912-478-7232.
The SBDC program is funded in part by the University of Georgia and the U.S. Small Business Administration. SBA’s funding is not an endorsement of any products, opinions or services. All SBA funded programs are extended to the public on a nondiscriminatory basis. Reasonable arrangements for persons with disabilities will be made, if requested in advance, by calling the Statesboro SBDC at 912-478-7232.
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“Starting A Business” will be held January 27, 2009 from 6 p.m. to 8 p.m. at the Statesboro Regional Library’s Community Room. The library is located at 124 South Main Street in Statesboro. Thanks to scholarships being provided by the Wachovia Foundation, this class is being offered at no charge to the public. To sign up for this free seminar, contact Nancy Elrod at 912-478-7232.
The SBDC program is funded in part by the University of Georgia and the U.S. Small Business Administration. SBA’s funding is not an endorsement of any products, opinions or services. All SBA funded programs are extended to the public on a nondiscriminatory basis. Reasonable arrangements for persons with disabilities will be made, if requested in advance, by calling the Statesboro SBDC at 912-478-7232.
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Friday, January 16, 2009
U.S. Department of Labor awards nearly $123 million in 4th round of President's Community-Based Job Training Grants
Atlanta Technical College Atlanta Ga. Transportation $2,000,000
Lanier Technical College Oakwood Ga. Energy $794,480
Moultrie Technical College Colquitt Ga. Advanced $1,756,677
manufacturing
Technical College System of Georgia Atlanta Ga. Construction $1,503,463
/PRNewswire-USNewswire/ -- The U.S. Department of Labor today awarded nearly $123 million to 68 community colleges and community-based institutions that competed successfully under the President's Community-Based Job Training Grants Initiative. Awardees were chosen from among 274 applications received in response to a competition announced Oct. 10, 2008.
"The $123 million awarded today will expand enrollment in education and training programs, and provide more workers with the skills they need to succeed," said Secretary of Labor Elaine L. Chao.
Introduced by President Bush in his 2004 "State of the Union" address, Community-Based Job Training Grants improve the ability of community colleges to provide their regions' workers with the skills needed to enter growing industries. The first round of 70 competitive awards was revealed on Oct. 19, 2005. The second round of 72 awards was made on Dec. 11, 2006. Sixty-nine awards from among third round competitors were announced on March 11, 2008.
In slightly more than three years, approximately $497 million now has been awarded to 279 community colleges and community-based institutions in 49 states to promote the U.S. workforce's full potential. Through the first three rounds of these grants, more than 34,000 individuals have completed their education and training, and nearly 85,000 people have participated.
The 68 grants awarded today will support projects in 36 states: Arizona, Arkansas, California, Connecticut, Florida, Georgia, Hawaii, Idaho, Illinois, Iowa, Kansas, Kentucky, Louisiana, Maryland, Massachusetts, Michigan, Minnesota, Mississippi, Missouri, Montana, Nebraska, New Jersey, New Mexico, New York, Ohio, Oklahoma, Oregon, South Carolina, South Dakota, Tennessee, Texas, Utah, Virginia, Washington, Wisconsin and Wyoming.
For more information on the Department of Labor's employment and training programs and the President's Community-Based Job Training Grants, visit http://www.doleta.gov/business/Community-BasedJobTrainingGrants.cfm.
U.S. Department of Labor releases are accessible on the Internet at www.dol.gov. The information in this news release will be made available in alternate format (large print, Braille, audio tape or disc) from the COAST office upon request. Please specify which news release when placing your request at 202-693-7828 or TTY 202-693-7755. The Labor Department is committed to providing America's employers and employees with easy access to understandable information on how to comply with its laws and regulations. For more information, please visit www.dol.gov/compliance.
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Lanier Technical College Oakwood Ga. Energy $794,480
Moultrie Technical College Colquitt Ga. Advanced $1,756,677
manufacturing
Technical College System of Georgia Atlanta Ga. Construction $1,503,463
/PRNewswire-USNewswire/ -- The U.S. Department of Labor today awarded nearly $123 million to 68 community colleges and community-based institutions that competed successfully under the President's Community-Based Job Training Grants Initiative. Awardees were chosen from among 274 applications received in response to a competition announced Oct. 10, 2008.
"The $123 million awarded today will expand enrollment in education and training programs, and provide more workers with the skills they need to succeed," said Secretary of Labor Elaine L. Chao.
Introduced by President Bush in his 2004 "State of the Union" address, Community-Based Job Training Grants improve the ability of community colleges to provide their regions' workers with the skills needed to enter growing industries. The first round of 70 competitive awards was revealed on Oct. 19, 2005. The second round of 72 awards was made on Dec. 11, 2006. Sixty-nine awards from among third round competitors were announced on March 11, 2008.
In slightly more than three years, approximately $497 million now has been awarded to 279 community colleges and community-based institutions in 49 states to promote the U.S. workforce's full potential. Through the first three rounds of these grants, more than 34,000 individuals have completed their education and training, and nearly 85,000 people have participated.
The 68 grants awarded today will support projects in 36 states: Arizona, Arkansas, California, Connecticut, Florida, Georgia, Hawaii, Idaho, Illinois, Iowa, Kansas, Kentucky, Louisiana, Maryland, Massachusetts, Michigan, Minnesota, Mississippi, Missouri, Montana, Nebraska, New Jersey, New Mexico, New York, Ohio, Oklahoma, Oregon, South Carolina, South Dakota, Tennessee, Texas, Utah, Virginia, Washington, Wisconsin and Wyoming.
For more information on the Department of Labor's employment and training programs and the President's Community-Based Job Training Grants, visit http://www.doleta.gov/business/Community-BasedJobTrainingGrants.cfm.
U.S. Department of Labor releases are accessible on the Internet at www.dol.gov. The information in this news release will be made available in alternate format (large print, Braille, audio tape or disc) from the COAST office upon request. Please specify which news release when placing your request at 202-693-7828 or TTY 202-693-7755. The Labor Department is committed to providing America's employers and employees with easy access to understandable information on how to comply with its laws and regulations. For more information, please visit www.dol.gov/compliance.
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Thursday, January 15, 2009
Ryla Creates Domestic Jobs - Again
(BUSINESS WIRE)--Ryla, a leading provider of outsourced call center and customer contact solutions, announced a hiring push in November that would expand its employment figures by more than 1,000. Ryla today announces its SECOND HIRING PUSH within 60 days as it must bring more than 500 additional employees on staff before the end of the month.
Tomorrow (Thursday, January 15) Ryla is participating in the CareerBuilder Career Fair taking place at the Cobb Galleria Centre from 10 am until 3 pm. With more than 500 ACTUAL JOBS that must be filled, Ryla representatives will, no doubt, be in high demand on the job fair floor.
To clarify: This group of no less than 500 hires is NOT part of the company’s November hiring push. These are NEW employment opportunities that represent full-time, permanent, benefited positions at Ryla’s Kennesaw headquarters. The management-to-agent ratio for this group of hires is 12-to-1, meaning that more than 40 of these new jobs are management level positions. Ryla’s team will be aggressively seeking eager employees at customer service and management levels.
As one of the areas few companies that is rapidly expanding and hiring on a consistent basis, this is a tremendous opportunity to interview a Ryla representative and capture excellent footage of the anticipated thousands of job seekers.
The Cobb Galleria Centre is located at Two Galleria Parkway, Atlanta, Georgia 30339. Job applicants should bring their resume, two valid forms of photo identification, and be prepared for on-the-spot preliminary interviews. Interested parties can view a brief video of current Ryla employee comments by clicking here or by visiting Life@Ryla, on the company’s website.
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Tomorrow (Thursday, January 15) Ryla is participating in the CareerBuilder Career Fair taking place at the Cobb Galleria Centre from 10 am until 3 pm. With more than 500 ACTUAL JOBS that must be filled, Ryla representatives will, no doubt, be in high demand on the job fair floor.
To clarify: This group of no less than 500 hires is NOT part of the company’s November hiring push. These are NEW employment opportunities that represent full-time, permanent, benefited positions at Ryla’s Kennesaw headquarters. The management-to-agent ratio for this group of hires is 12-to-1, meaning that more than 40 of these new jobs are management level positions. Ryla’s team will be aggressively seeking eager employees at customer service and management levels.
As one of the areas few companies that is rapidly expanding and hiring on a consistent basis, this is a tremendous opportunity to interview a Ryla representative and capture excellent footage of the anticipated thousands of job seekers.
The Cobb Galleria Centre is located at Two Galleria Parkway, Atlanta, Georgia 30339. Job applicants should bring their resume, two valid forms of photo identification, and be prepared for on-the-spot preliminary interviews. Interested parties can view a brief video of current Ryla employee comments by clicking here or by visiting Life@Ryla, on the company’s website.
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Tuesday, January 6, 2009
Mathematician Rated Nation's Best Job in New CareerCast.com Jobs Rated 2009 Report
/PRNewswire/ -- "I'm a Lumberjack and I'm OK" is a tune made famous by the Monty Python comedy troupe. In 2009, lumberjacks are far from OK. Mathematicians, on the other hand, couldn't be happier. These are among the nation's best and worst jobs compiled in the new "2009 Jobs Rated Report," an in-depth look at 200 jobs by CareerCast.com.
The editors at CareerCast.com, the nation's newest job portal, wanted to answer two key questions in this economic downturn: What are the best jobs out there, and what are the worst? Not in terms of glamour, or just in terms of salary, but in terms of things like job security, emotional stress, hiring outlook and basic physical safety.
When you're working in a job that you don't particularly enjoy - or if you've recently lost your job after many years - it's easy to imagine that the grass may be greener for people in other careers. But unless you pepper those people with questions, it's hard to find out what their work is really like. How stressful is their job, what's the work environment like and is there room for growth?
The criteria used by CareerCast.com researchers to determine the most--and least--appealing career opportunities include environment, income, employment outlook, physical demands, security and stress. Each occupation is ranked using data from such sources as the U.S. Bureau of Labor Statistics and the U.S. Census Bureau, as well as information provided by a wide range of trade associations and industry groups. The upshot: secure, well-paying office jobs, like mathematician, landed high. Physically demanding, high-risk jobs like lumberjack brought up the rear.
Based on these factors, here are the nation's 10 best and worst jobs. To see the full rankings of all 200 jobs, go to www.CareerCast.com or www.JobsRated.com.
BEST
1) MATHEMATICIAN
2) ACTUARY
3) STATISTICIAN
4) BIOLOGIST
5) SOFTWARE ENGINEER
6) COMPUTER SYSTEMS ANALYST
7) HISTORIAN
8) SOCIOLOGIST
9) INDUSTRIAL DESIGNER
10) ACCOUNTANT
WORST
1) LUMBERJACK
2) DAIRY FARMER
3) TAXI DRIVER
4) SEAMAN
5) EMERGENCY MEDICAL TECHNICIAN
6) ROOFER
7) GARBAGE COLLECTOR
8) WELDER
9) ROUSTABOUT
10) IRONWORKER
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The editors at CareerCast.com, the nation's newest job portal, wanted to answer two key questions in this economic downturn: What are the best jobs out there, and what are the worst? Not in terms of glamour, or just in terms of salary, but in terms of things like job security, emotional stress, hiring outlook and basic physical safety.
When you're working in a job that you don't particularly enjoy - or if you've recently lost your job after many years - it's easy to imagine that the grass may be greener for people in other careers. But unless you pepper those people with questions, it's hard to find out what their work is really like. How stressful is their job, what's the work environment like and is there room for growth?
The criteria used by CareerCast.com researchers to determine the most--and least--appealing career opportunities include environment, income, employment outlook, physical demands, security and stress. Each occupation is ranked using data from such sources as the U.S. Bureau of Labor Statistics and the U.S. Census Bureau, as well as information provided by a wide range of trade associations and industry groups. The upshot: secure, well-paying office jobs, like mathematician, landed high. Physically demanding, high-risk jobs like lumberjack brought up the rear.
Based on these factors, here are the nation's 10 best and worst jobs. To see the full rankings of all 200 jobs, go to www.CareerCast.com or www.JobsRated.com.
BEST
1) MATHEMATICIAN
2) ACTUARY
3) STATISTICIAN
4) BIOLOGIST
5) SOFTWARE ENGINEER
6) COMPUTER SYSTEMS ANALYST
7) HISTORIAN
8) SOCIOLOGIST
9) INDUSTRIAL DESIGNER
10) ACCOUNTANT
WORST
1) LUMBERJACK
2) DAIRY FARMER
3) TAXI DRIVER
4) SEAMAN
5) EMERGENCY MEDICAL TECHNICIAN
6) ROOFER
7) GARBAGE COLLECTOR
8) WELDER
9) ROUSTABOUT
10) IRONWORKER
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Monday, January 5, 2009
WANTED BY THE FBI: Talented Professionals to Serve the Nation
Attention job seekers: the FBI is looking for a few good men and women to fill a variety of mission-critical roles within our organization.
Well actually, we’re looking for a few thousand—just over 2,100 professional staff employees and 850 special agents, to be precise—in one of the largest hiring blitzes in our 100-year history.
The reason behind our mega hiring initiative? According to Assistant Director John Raucci of our Human Resources Division, it’s to bring more people on board with skills in critical areas, especially language fluency and computer science. “But,” explains Raucci, “we’re also looking for professionals in a wide variety of fields who have a deep desire to help protect our nation from terrorists, spies, and others who wish us harm.”
All 2,100-plus jobs are now posted on our redesigned FBI Jobs website. The positions are located throughout the nation—in virtually every FBI field office and at our Headquarters in Washington, D.C. You must be a U.S. citizen to apply.
Who we are looking for. According to Raucci, besides those skilled in computers and foreign languages we also need experts in:
* Finance and accounting;
* Security;
* Intelligence analysis;
* Compliance and quality assurance;
* Training and education;
* Records management;
* Fingerprint examination;
* Information technology;
* Nursing and counseling;
* Physical surveillance;
* Electrical engineering;
* Physical/natural/social sciences;
* Administrative/clerical processes;
* Automotive mechanics; and
* Management/program analysis.
The process. On the FBI Jobs website, take a look at available positions. If you see a job you think you’re qualified for, read our “How to Apply” page and then fill out the online application.
FBI employees in front of computers
Applications will be vetted, and best qualified candidates will be contacted for interviews. We will arrange regional “mega career invitationals” to speed up that process—all selected candidates will gather at designated locations to be interviewed. Those who are ultimately offered a conditional job will be scheduled for their polygraphs, drug screenings, and employment briefings. Candidates who make it past that stage are then ready for the final step—their background investigations.
Our pre-employment background investigations are, by necessity, very thorough and take some time, but we hope to have everyone hired and onboard by September 30, 2009. A hiring initiative of this magnitude requires a massive in-house response to quickly process the deluge of applications we expect to receive, so we’re reallocating personnel who will be dedicated exclusively to this initiative.
If you aren’t offered the specific job you have applied for but still meet the hiring criteria, your application will be kept on hand for possible consideration at a later time.
Interested in becoming a special agent? We also continue to recruit and process agent candidates. Since October 1, we have hired nearly 180 agents and plan to hire a total of 850 by the end of the fiscal year.
Like our professional staff applicants, we’re looking for agent candidates with foreign language fluency (especially in Middle Eastern and Asian dialects) and computer science backgrounds, and also those with skills in certified public accounting or tactics training. And we also need agent candidates with expertise in intelligence, law enforcement/military, engineering, law, and science. Read our Become a Special Agent webpage for more information.
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Well actually, we’re looking for a few thousand—just over 2,100 professional staff employees and 850 special agents, to be precise—in one of the largest hiring blitzes in our 100-year history.
The reason behind our mega hiring initiative? According to Assistant Director John Raucci of our Human Resources Division, it’s to bring more people on board with skills in critical areas, especially language fluency and computer science. “But,” explains Raucci, “we’re also looking for professionals in a wide variety of fields who have a deep desire to help protect our nation from terrorists, spies, and others who wish us harm.”
All 2,100-plus jobs are now posted on our redesigned FBI Jobs website. The positions are located throughout the nation—in virtually every FBI field office and at our Headquarters in Washington, D.C. You must be a U.S. citizen to apply.
Who we are looking for. According to Raucci, besides those skilled in computers and foreign languages we also need experts in:
* Finance and accounting;
* Security;
* Intelligence analysis;
* Compliance and quality assurance;
* Training and education;
* Records management;
* Fingerprint examination;
* Information technology;
* Nursing and counseling;
* Physical surveillance;
* Electrical engineering;
* Physical/natural/social sciences;
* Administrative/clerical processes;
* Automotive mechanics; and
* Management/program analysis.
The process. On the FBI Jobs website, take a look at available positions. If you see a job you think you’re qualified for, read our “How to Apply” page and then fill out the online application.
FBI employees in front of computers
Applications will be vetted, and best qualified candidates will be contacted for interviews. We will arrange regional “mega career invitationals” to speed up that process—all selected candidates will gather at designated locations to be interviewed. Those who are ultimately offered a conditional job will be scheduled for their polygraphs, drug screenings, and employment briefings. Candidates who make it past that stage are then ready for the final step—their background investigations.
Our pre-employment background investigations are, by necessity, very thorough and take some time, but we hope to have everyone hired and onboard by September 30, 2009. A hiring initiative of this magnitude requires a massive in-house response to quickly process the deluge of applications we expect to receive, so we’re reallocating personnel who will be dedicated exclusively to this initiative.
If you aren’t offered the specific job you have applied for but still meet the hiring criteria, your application will be kept on hand for possible consideration at a later time.
Interested in becoming a special agent? We also continue to recruit and process agent candidates. Since October 1, we have hired nearly 180 agents and plan to hire a total of 850 by the end of the fiscal year.
Like our professional staff applicants, we’re looking for agent candidates with foreign language fluency (especially in Middle Eastern and Asian dialects) and computer science backgrounds, and also those with skills in certified public accounting or tactics training. And we also need agent candidates with expertise in intelligence, law enforcement/military, engineering, law, and science. Read our Become a Special Agent webpage for more information.
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Saturday, January 3, 2009
IT Pros Discouraged by Dismal Job-Hunting Results Should Find Much Brighter Employment Prospects in Alternative Fields
/PRNewswire/ -- The recession is heightening competition for a dwindling number of IT jobs, while exerting downward pressure on compensation. Many IT professionals -- both employed and unemployed -- are considering changing careers, but are naturally concerned about wasting their investment in their education and experience. That concern should be dispelled by Debugging Your Information Technology(TM) Career (Elegant Fix Press - http://www.elegantfixpress.com/), which features 20 alternative fields where computer professionals' technical knowledge will be advantageous. An added bonus: Most of these fields offer strong protection from both offshoring and recessions.
Janice Weinberg (http://www.janiceweinberg.com/), the author, is a career consultant formerly with IBM and GE, whose IT background enabled her to identify the 20 careers she describes. While most of them aren't usually thought of as computer jobs, computer proficiency is a key qualification for success in each. For example:
-- An architect's knowledge of best practices in systems design would be
a strong asset in a technology due diligence position.
-- A business analyst who guided logistics staff in defining their IT
requirements would be a credible candidate for a strategic alliance
management position at a company marketing logistics software.
-- A NOC manager who upgraded a change-management function would bring a
valuable customer's perspective to a role as a change-management
software product manager.
-- A network security administrator could become a broker or underwriter
of cyberliability insurance.
-- A software engineer who supported CRM applications could parlay that
experience into a position selling CRM software.
-- Any IT professional who can assess the commercial potential of new
computer technology could qualify for a position as an equity analyst
covering the computer industry.
Most of the careers can be entered without further education beyond a BS in a computer-related discipline. Several -- for example, business continuity planner -- require a certification. Some readers may be motivated to become technology attorneys, forensic accountants or healthcare administrators. Many of the fields can be springboards for new consulting practices.
As Weinberg describes each career, readers will:
-- Realize why computer expertise is an advantage in delivering top
performance;
-- Be able to imagine themselves in the field by reading the hour-by-hour
Typical Workday;
-- Understand how a recession could undermine job security, while
learning career-planning strategies for minimizing or avoiding any
negative impact.
Readers will learn job-hunting techniques tailored to specific fields, including guidance in identifying and approaching employers, and in selecting those aspects of their experience to highlight in their resumes and interviews for greatest impact. Although most of the fields are highly insulated from offshoring, where vulnerability exists, Weinberg suggests job-hunting techniques to minimize one's exposure.
While there are many books providing IT career advice, Weinberg's gives new - and much broader - meaning to the term "computer job," demonstrating that an IT professional's knowledge constitutes precious currency in a world dependent on computer technology.
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Janice Weinberg (http://www.janiceweinberg.com/), the author, is a career consultant formerly with IBM and GE, whose IT background enabled her to identify the 20 careers she describes. While most of them aren't usually thought of as computer jobs, computer proficiency is a key qualification for success in each. For example:
-- An architect's knowledge of best practices in systems design would be
a strong asset in a technology due diligence position.
-- A business analyst who guided logistics staff in defining their IT
requirements would be a credible candidate for a strategic alliance
management position at a company marketing logistics software.
-- A NOC manager who upgraded a change-management function would bring a
valuable customer's perspective to a role as a change-management
software product manager.
-- A network security administrator could become a broker or underwriter
of cyberliability insurance.
-- A software engineer who supported CRM applications could parlay that
experience into a position selling CRM software.
-- Any IT professional who can assess the commercial potential of new
computer technology could qualify for a position as an equity analyst
covering the computer industry.
Most of the careers can be entered without further education beyond a BS in a computer-related discipline. Several -- for example, business continuity planner -- require a certification. Some readers may be motivated to become technology attorneys, forensic accountants or healthcare administrators. Many of the fields can be springboards for new consulting practices.
As Weinberg describes each career, readers will:
-- Realize why computer expertise is an advantage in delivering top
performance;
-- Be able to imagine themselves in the field by reading the hour-by-hour
Typical Workday;
-- Understand how a recession could undermine job security, while
learning career-planning strategies for minimizing or avoiding any
negative impact.
Readers will learn job-hunting techniques tailored to specific fields, including guidance in identifying and approaching employers, and in selecting those aspects of their experience to highlight in their resumes and interviews for greatest impact. Although most of the fields are highly insulated from offshoring, where vulnerability exists, Weinberg suggests job-hunting techniques to minimize one's exposure.
While there are many books providing IT career advice, Weinberg's gives new - and much broader - meaning to the term "computer job," demonstrating that an IT professional's knowledge constitutes precious currency in a world dependent on computer technology.
-----
www.fayettefrontpage.com
Fayette Front Page
www.georgiafrontpage.com
Georgia Front Page
Tuesday, December 30, 2008
Shore Mortgage Recruiting Loan Officers, Underwriters, Processors, Closers, Post Closing Specialists and Account Executives
Shore Mortgage Recruiting Loan Officers, Underwriters, Processors, Closers, Post Closing Specialists and Account Executives... December '08 Interest Rate Cut Creates Financing Frenzy, Strengthens Company's 2008 Growth
/PRNewswire/ -- FHA leader in Michigan, Shore Mortgage, a full service mortgage company offering new mortgages as well as refinancing services, has four locations throughout the Detroit metropolitan area and is licensed to do business in Alabama, Arkansas, Arizona, Florida, Georgia, Illinois, Indiana, Maine, Michigan, Mississippi, Missouri, Montana, Nebraska, New Hampshire, New Mexico, North Carolina, North Dakota, Ohio, Oklahoma, South Carolina, Tennessee, Utah, Virginia, Washington and Wisconsin.
Because of Shore's substantial activity in the past year and in anticipation of projected 2009 activity, President Robert Rahal announced the company is seeking to hire an additional 80 to 100 new employees in several capacities including loan officers (10-20 persons per month for the next three months), underwriters, processors, closers, post closing specialists and account executives. Shore has a complete educational program and will train eligible applicants without prior experience. As an added note, Shore is finding that many of the company's new candidates for the sales positions are changing careers and are becoming quite successful in their new positions. Persons with ethnic language capabilities are also encouraged to apply for Shore Mortgage's job openings. Full time positions include a full corporate benefits package and comprehensive training.
Rahal explains, "We need additional staff since the treasury rate cut has broken through the mortgage availability log jam. In addition to the rate cut, it is important to note that we are doing significant business in the real estate world as we are known for closing mortgages very quickly. It is this swift 'turn time' benefit to applicants and real estate agents that has become an important buying and selling tool for area realtors and homeowners."
Continued Rahal, "Shore Mortgage is one of the few companies that originate loans, fund their own loans and actually service (collects payments) on a portion of their loans. We've taken applications, had homes appraised, credit checked, applications processed, loans underwritten, title work secured, closing documents drafted, closings scheduled, and loans funded in just five to seven days dependent upon the applicant's credit worthiness and down payment."
"Our clients are finding that our more than 25 years of experience and professionalism with FHA lending products and procedures are enabling owners to move into a new property or refinance to lower their payments before their next monthly payment or before a payment is being adjusted upwards. This quick time process is also enabling the real estate agent to finalize transactions in an extremely expedient manner," added Rahal.
Counter to the industry trend toward downsizing and layoffs, Shore Mortgage, established in 1985, shows a consistent growth pattern and is again seeking new employees to service its past, present and future clientele in its Birmingham, Dearborn, Roseville and Taylor offices with training to be completed in the Birmingham location. The company is ranked among the top 15 nationally and holds an important standing with Lenders One Alliance and many others.
For additional information, please email (in word format) to careers@shoremortgage.com or fax resume to Human Resources, at 248.594.6150. Job seekers may also call the Shore Career Line at 248.594.8932.
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/PRNewswire/ -- FHA leader in Michigan, Shore Mortgage, a full service mortgage company offering new mortgages as well as refinancing services, has four locations throughout the Detroit metropolitan area and is licensed to do business in Alabama, Arkansas, Arizona, Florida, Georgia, Illinois, Indiana, Maine, Michigan, Mississippi, Missouri, Montana, Nebraska, New Hampshire, New Mexico, North Carolina, North Dakota, Ohio, Oklahoma, South Carolina, Tennessee, Utah, Virginia, Washington and Wisconsin.
Because of Shore's substantial activity in the past year and in anticipation of projected 2009 activity, President Robert Rahal announced the company is seeking to hire an additional 80 to 100 new employees in several capacities including loan officers (10-20 persons per month for the next three months), underwriters, processors, closers, post closing specialists and account executives. Shore has a complete educational program and will train eligible applicants without prior experience. As an added note, Shore is finding that many of the company's new candidates for the sales positions are changing careers and are becoming quite successful in their new positions. Persons with ethnic language capabilities are also encouraged to apply for Shore Mortgage's job openings. Full time positions include a full corporate benefits package and comprehensive training.
Rahal explains, "We need additional staff since the treasury rate cut has broken through the mortgage availability log jam. In addition to the rate cut, it is important to note that we are doing significant business in the real estate world as we are known for closing mortgages very quickly. It is this swift 'turn time' benefit to applicants and real estate agents that has become an important buying and selling tool for area realtors and homeowners."
Continued Rahal, "Shore Mortgage is one of the few companies that originate loans, fund their own loans and actually service (collects payments) on a portion of their loans. We've taken applications, had homes appraised, credit checked, applications processed, loans underwritten, title work secured, closing documents drafted, closings scheduled, and loans funded in just five to seven days dependent upon the applicant's credit worthiness and down payment."
"Our clients are finding that our more than 25 years of experience and professionalism with FHA lending products and procedures are enabling owners to move into a new property or refinance to lower their payments before their next monthly payment or before a payment is being adjusted upwards. This quick time process is also enabling the real estate agent to finalize transactions in an extremely expedient manner," added Rahal.
Counter to the industry trend toward downsizing and layoffs, Shore Mortgage, established in 1985, shows a consistent growth pattern and is again seeking new employees to service its past, present and future clientele in its Birmingham, Dearborn, Roseville and Taylor offices with training to be completed in the Birmingham location. The company is ranked among the top 15 nationally and holds an important standing with Lenders One Alliance and many others.
For additional information, please email (in word format) to careers@shoremortgage.com or fax resume to Human Resources, at 248.594.6150. Job seekers may also call the Shore Career Line at 248.594.8932.
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Thursday, December 18, 2008
U.S. Department of Labor Issues Final H-2A Rule
/PRNewswire-USNewswire/ -- The U.S. Department of Labor's Employment and Training Administration (ETA) and Employment Standards Administration (ESA) today published a final rule that modernizes the H-2A program for employing foreign workers in temporary or seasonal agricultural jobs, and enhances important worker protections.
"These reforms will improve the operation of the H-2A program for agricultural employers and help ensure that the employment of temporary foreign workers does not adversely affect U.S. workers," said Secretary of Labor Elaine L. Chao.
Many of the program's regulations have not been updated in more than 20 years. Last year, only about 75,000 positions were certified to be filled by legal H-2A workers, while there are an estimated 600,000 to 800,000 undocumented workers employed on America's farms.
The changes will update the H-2A program to improve the process for hiring legal foreign agricultural workers when no U.S. workers can be found. Unlike the proposed AgJOBS legislation, which would arbitrarily slash agricultural workers' wages, the revised H-2A regulations will set required wages according to prevailing local market rates, a methodology that has been used successfully in other temporary worker programs.
Regulatory updates include reducing unnecessarily duplicative filing, and federal and state government review of applications. Required employer recruitment for U.S. workers will begin earlier, thereby giving U.S. workers additional notice of available jobs, and employers will be required to submit an initial recruitment report to the department prior to receiving certification.
The rule establishes enhanced penalties for violations and new tools to ensure employer compliance, including audits, revocation of approved labor certifications, increased debarment authority and substantial increases in fines - up to $100,000 for violations resulting in serious injury or death of a worker. The rule also will prohibit employers and recruiters from charging fees to workers for access to jobs, a practice that in the past has led to many reported abuses.
The Office of Management and Budget has cleared the rule, which appears in today's Federal Register. The rule will become effective on Jan. 17, 2009.
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"These reforms will improve the operation of the H-2A program for agricultural employers and help ensure that the employment of temporary foreign workers does not adversely affect U.S. workers," said Secretary of Labor Elaine L. Chao.
Many of the program's regulations have not been updated in more than 20 years. Last year, only about 75,000 positions were certified to be filled by legal H-2A workers, while there are an estimated 600,000 to 800,000 undocumented workers employed on America's farms.
The changes will update the H-2A program to improve the process for hiring legal foreign agricultural workers when no U.S. workers can be found. Unlike the proposed AgJOBS legislation, which would arbitrarily slash agricultural workers' wages, the revised H-2A regulations will set required wages according to prevailing local market rates, a methodology that has been used successfully in other temporary worker programs.
Regulatory updates include reducing unnecessarily duplicative filing, and federal and state government review of applications. Required employer recruitment for U.S. workers will begin earlier, thereby giving U.S. workers additional notice of available jobs, and employers will be required to submit an initial recruitment report to the department prior to receiving certification.
The rule establishes enhanced penalties for violations and new tools to ensure employer compliance, including audits, revocation of approved labor certifications, increased debarment authority and substantial increases in fines - up to $100,000 for violations resulting in serious injury or death of a worker. The rule also will prohibit employers and recruiters from charging fees to workers for access to jobs, a practice that in the past has led to many reported abuses.
The Office of Management and Budget has cleared the rule, which appears in today's Federal Register. The rule will become effective on Jan. 17, 2009.
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Monday, December 15, 2008
German Instrument Transformer Manufacturer to Open North American Headquarters in Hartwell
Governor Sonny Perdue announced today that RITZ Instrument Transformers plans to open a new manufacturing facility in Hartwell, creating 50 jobs and investing $3 million.
“Georgia’s business assets continue to appeal to international manufacturers such as RITZ that are looking to expand their U.S. presence,” said Governor Perdue. “Our strong workforce, business-friendly environment and transportation network make Georgia an ideal location for RITZ’s North American headquarters.”
RITZ Instrument transformers will expand its U.S. presence by opening a new facility in Hartwell. The company plans to manufacture medium and low voltage instrument transformers at the new facility, expected to be approximately 30,000 square feet in size. The facility will also serve as North American corporate and sales headquarters. The manufacturing processes will include transformer winding, assembly, molding and electrical testing, creating job opportunities for employees of various skill sets. RITZ hopes to develop a pool of domestic suppliers for its component needs.
“We are excited about the prospect of having a manufacturing facility in Hartwell,” said Ingmar Grambow, the leader of the RITZ Management Board. “The decision to build a manufacturing facility in the U.S. was a logical extension of the market development work that has taken place over the last several years. Hartwell was ultimately chosen as the plant site because of our confidence in the quality of the workforce that RITZ will be able to attract and the level of support offered by the state and local community. We believe that this is sufficient grounds to feel confident in the success of this undertaking. There are many years of sales and employment growth ahead of us.”
“The Hart County Board of Commissioners is proud to welcome RITZ Instrument Transformers to our industrial community,” said Jon Caime, Hart County Administrator. “Hart County’s low taxes, ideal location and strategic emphasis on high-tech and growing industrial sectors make this RITZ investment in our community an ideal match with the goals of the Hart County Board of Commissioners. We look forward to their long-term profitability and success in Hart County.”
Scott McMurray, project manager with GDEcD, assisted the company in its location.
About the company
The RITZ company was founded in 1945 by Dr. Hans Ritz with the goal of making the instrument transformer the most reliable part of the electrical power system. With the addition of the Hartwell facility, the RITZ Group will consist of seven factories located in five countries around the world. RITZ is the world’s largest manufacturer of instrument transformers in the 600 V through 72 kV range. Its many important clients include Siemens, ABB, AREVA and most large electrical utilities. The company has been able to grow and prosper by focusing on maintaining a very high quality standard, product innovation and cost-effective lean manufacturing. In addition to instrument transformers, the group also manufactures cast coil power transformers, resin insulated bus bar systems and specialty resin products.
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“Georgia’s business assets continue to appeal to international manufacturers such as RITZ that are looking to expand their U.S. presence,” said Governor Perdue. “Our strong workforce, business-friendly environment and transportation network make Georgia an ideal location for RITZ’s North American headquarters.”
RITZ Instrument transformers will expand its U.S. presence by opening a new facility in Hartwell. The company plans to manufacture medium and low voltage instrument transformers at the new facility, expected to be approximately 30,000 square feet in size. The facility will also serve as North American corporate and sales headquarters. The manufacturing processes will include transformer winding, assembly, molding and electrical testing, creating job opportunities for employees of various skill sets. RITZ hopes to develop a pool of domestic suppliers for its component needs.
“We are excited about the prospect of having a manufacturing facility in Hartwell,” said Ingmar Grambow, the leader of the RITZ Management Board. “The decision to build a manufacturing facility in the U.S. was a logical extension of the market development work that has taken place over the last several years. Hartwell was ultimately chosen as the plant site because of our confidence in the quality of the workforce that RITZ will be able to attract and the level of support offered by the state and local community. We believe that this is sufficient grounds to feel confident in the success of this undertaking. There are many years of sales and employment growth ahead of us.”
“The Hart County Board of Commissioners is proud to welcome RITZ Instrument Transformers to our industrial community,” said Jon Caime, Hart County Administrator. “Hart County’s low taxes, ideal location and strategic emphasis on high-tech and growing industrial sectors make this RITZ investment in our community an ideal match with the goals of the Hart County Board of Commissioners. We look forward to their long-term profitability and success in Hart County.”
Scott McMurray, project manager with GDEcD, assisted the company in its location.
About the company
The RITZ company was founded in 1945 by Dr. Hans Ritz with the goal of making the instrument transformer the most reliable part of the electrical power system. With the addition of the Hartwell facility, the RITZ Group will consist of seven factories located in five countries around the world. RITZ is the world’s largest manufacturer of instrument transformers in the 600 V through 72 kV range. Its many important clients include Siemens, ABB, AREVA and most large electrical utilities. The company has been able to grow and prosper by focusing on maintaining a very high quality standard, product innovation and cost-effective lean manufacturing. In addition to instrument transformers, the group also manufactures cast coil power transformers, resin insulated bus bar systems and specialty resin products.
---
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Fayetteville, Peachtree City, Tyrone
www.GeorgiaFrontPage.com
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Friday, December 12, 2008
LG Electronics USA Opens Training Academy in Georgia; Consolidates Local Mobile Phone and Appliance Operations
/PRNewswire/ -- LG Electronics USA announced the grand opening today of the LG Training Academy in Roswell, Ga., to support LG's fast-growing commercial air conditioner business. At 16,000 square feet, this state-of-the art facility has the capability to train hundreds of engineers, contractors and technicians each month.
The city of Roswell was a natural choice for LG Electronics USA. The strategic location of the new facility places LG in a position to deliver the best hands-on product training for a region of the country with high demand for commercial air conditioning systems.
The training academy is the centerpiece of the new LG Roswell facility, which also houses the company's local operations for LG Mobile Phones and LG Digital Appliances. This location now has a total of 30 employees and plans to hire additional staff in 2009.
Michael Ahn, president and CEO, LG Electronics North America, called the new Roswell location "a symbol of LG's growth and vitality" in North America. "This is another important milestone in LG's tremendous expansion in the United States. Particularly noteworthy now during the U.S. recession is LG's investment in the communities where we live and work and our commitment to economic development and education here in the greater Atlanta area," he said.
The new academy will drive additional revenue to the City of Roswell with the use of local lodging and hospitality venues to support the influx of trainees. The academy will also partner with Atlanta-area printing and office suppliers for general business needs.
"LG Electronics' presence in Roswell shows its confidence in our workforce. LG Electronics will boost our economy through partnerships with local businesses and the use of our lodging and hospitality venues," said Roswell Mayor Jere Wood. "We look forward to working with LG as they build their commercial air conditioning business and add jobs and revenue to the city of Roswell."
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The city of Roswell was a natural choice for LG Electronics USA. The strategic location of the new facility places LG in a position to deliver the best hands-on product training for a region of the country with high demand for commercial air conditioning systems.
The training academy is the centerpiece of the new LG Roswell facility, which also houses the company's local operations for LG Mobile Phones and LG Digital Appliances. This location now has a total of 30 employees and plans to hire additional staff in 2009.
Michael Ahn, president and CEO, LG Electronics North America, called the new Roswell location "a symbol of LG's growth and vitality" in North America. "This is another important milestone in LG's tremendous expansion in the United States. Particularly noteworthy now during the U.S. recession is LG's investment in the communities where we live and work and our commitment to economic development and education here in the greater Atlanta area," he said.
The new academy will drive additional revenue to the City of Roswell with the use of local lodging and hospitality venues to support the influx of trainees. The academy will also partner with Atlanta-area printing and office suppliers for general business needs.
"LG Electronics' presence in Roswell shows its confidence in our workforce. LG Electronics will boost our economy through partnerships with local businesses and the use of our lodging and hospitality venues," said Roswell Mayor Jere Wood. "We look forward to working with LG as they build their commercial air conditioning business and add jobs and revenue to the city of Roswell."
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Wednesday, December 3, 2008
Atlanta CIOs Forecast Increase in First-Quarter Hiring
/PRNewswire/ -- A net 8 percent of chief information officers (CIOs) in the Atlanta area expect to hire information technology (IT) professionals in the first quarter of 2009, according to the most recent Robert Half Technology IT Hiring Index and Skills Report. Eleven percent of executives surveyed plan to add staff during the quarter and 3 percent anticipate reductions in personnel. The net 8 percent increase is up two points from the area's fourth-quarter 2008 forecast.
The local results reflect a two-quarter rolling average based on interviews with 200 CIOs from a stratified random sample of companies in the Atlanta area with 100 or more employees; 1,400 executives were queried for the national data. (To view the national results, visit http://www.rht.com/PressRoom.) The studies were conducted by an independent research firm and developed by Robert Half Technology, a leading provider of IT professionals on a project and full-time basis. Robert Half Technology has been tracking IT hiring activity in the United States since 1995.
"Businesses remain cautious in their hiring outlook, recruiting IT staff who can help them maximize the use of technology to improve efficiency, achieve cost savings and gain a competitive edge," said Katherine Spencer Lee, executive director of Robert Half Technology. "Investments in Web 2.0 initiatives continue to generate demand in such areas as web development and help desk."
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The local results reflect a two-quarter rolling average based on interviews with 200 CIOs from a stratified random sample of companies in the Atlanta area with 100 or more employees; 1,400 executives were queried for the national data. (To view the national results, visit http://www.rht.com/PressRoom.) The studies were conducted by an independent research firm and developed by Robert Half Technology, a leading provider of IT professionals on a project and full-time basis. Robert Half Technology has been tracking IT hiring activity in the United States since 1995.
"Businesses remain cautious in their hiring outlook, recruiting IT staff who can help them maximize the use of technology to improve efficiency, achieve cost savings and gain a competitive edge," said Katherine Spencer Lee, executive director of Robert Half Technology. "Investments in Web 2.0 initiatives continue to generate demand in such areas as web development and help desk."
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Monday, December 1, 2008
Wanted: Director of Communications
The Georgia Budget and Policy Institute (GBPI) seeks to hire a Director of Communications.
The Georgia Budget and Policy Institute is an independent, nonpartisan, nonprofit organization that strives to raise the level of public policy debate in the state of Georgia. GBPI uses research, analysis and education to advance policies and practices that improve the quality of life for all Georgians. Through GBPI's fact-based research we educate policy makers, the media, and all Georgians about the importance of a fair and adequate tax system, affordable health coverage, and policies that expand opportunity and economic success for Georgians.
General Description
The Director of Communications will manage GBPI's communications activities with the goal of increasing public understanding of budget, tax, and economic issues important to low and moderate income Georgians. In addition, the Director of Communications will promote GBPI, our work and reputation, to key audiences.
Additional information about GBPI is available at www.gbpi.org .
Duties and responsibilities include:
· Works with staff and Board to develop and implement a comprehensive communications plan.
· Develops, coordinates, and manages a consistent organizational image across all communications forms and media.
· Develops and maintains relationships with statewide media. Fulfills media requests for information, develops and maintains contact list, schedules print and other interviews, tracks GBPI media coverage, etc.
· Edits publications and all other external communications to ensure they meet the highest standards of excellence with respect to grammar, tone, consistency, accuracy, branding and appearance.
· Writes and edits press releases, op-eds, and other appropriate promotional materials for the organization.
· Provides media training and advice to policy staff and facilitates message development through regular meetings with staff.
· Serves as primary contact with GBPI's computer consultant regarding changes and updates to website. Oversees website design and content management.
· Drafts e-newsletters for distribution to subscribers.
· Manages and maintains Constant Contact database for e-mail distributions.
· Performs other duties as assigned.
Qualifications
· Bachelor's degree and a minimum of three years in public relations/affairs, marketing, communications, journalism, or related field.
· Excellent writing, editing, speaking and analytical skills.
· Ability to explain complex issues to multiple audiences, including policymakers, community based organizations, media and the public.
· A demonstrated ability to meet deadlines, manage competing priorities and work independently.
· Self motivated, organized, adaptable, and able to work in a dynamic, team environment.
· Experience using web and e-mail for promoting issues. Familiarity with desktop and internet publishing and database management software.
· Must have demonstrated commitment to the mission and goals of the Georgia Budget and Policy Institute.
Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
Compensation
Competitive salary commensurate with experience and available funds. GBPI offers health, dental, vision, long-term disability and SEP IRA retirement contributions. Generous vacation, holiday and sick leave.
To Apply
Please send resume, writing sample (i.e. clips of published op-eds, press releases, or other published works), cover letter, names and contact information of three references, and salary requirements to:
Georgia Budget and Policy Institute
Communications Director Search
100 Edgewood Ave
Suite 950
Atlanta, Georgia 30303
Email: aessig@gbpi.org
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The Georgia Budget and Policy Institute is an independent, nonpartisan, nonprofit organization that strives to raise the level of public policy debate in the state of Georgia. GBPI uses research, analysis and education to advance policies and practices that improve the quality of life for all Georgians. Through GBPI's fact-based research we educate policy makers, the media, and all Georgians about the importance of a fair and adequate tax system, affordable health coverage, and policies that expand opportunity and economic success for Georgians.
General Description
The Director of Communications will manage GBPI's communications activities with the goal of increasing public understanding of budget, tax, and economic issues important to low and moderate income Georgians. In addition, the Director of Communications will promote GBPI, our work and reputation, to key audiences.
Additional information about GBPI is available at www.gbpi.org .
Duties and responsibilities include:
· Works with staff and Board to develop and implement a comprehensive communications plan.
· Develops, coordinates, and manages a consistent organizational image across all communications forms and media.
· Develops and maintains relationships with statewide media. Fulfills media requests for information, develops and maintains contact list, schedules print and other interviews, tracks GBPI media coverage, etc.
· Edits publications and all other external communications to ensure they meet the highest standards of excellence with respect to grammar, tone, consistency, accuracy, branding and appearance.
· Writes and edits press releases, op-eds, and other appropriate promotional materials for the organization.
· Provides media training and advice to policy staff and facilitates message development through regular meetings with staff.
· Serves as primary contact with GBPI's computer consultant regarding changes and updates to website. Oversees website design and content management.
· Drafts e-newsletters for distribution to subscribers.
· Manages and maintains Constant Contact database for e-mail distributions.
· Performs other duties as assigned.
Qualifications
· Bachelor's degree and a minimum of three years in public relations/affairs, marketing, communications, journalism, or related field.
· Excellent writing, editing, speaking and analytical skills.
· Ability to explain complex issues to multiple audiences, including policymakers, community based organizations, media and the public.
· A demonstrated ability to meet deadlines, manage competing priorities and work independently.
· Self motivated, organized, adaptable, and able to work in a dynamic, team environment.
· Experience using web and e-mail for promoting issues. Familiarity with desktop and internet publishing and database management software.
· Must have demonstrated commitment to the mission and goals of the Georgia Budget and Policy Institute.
Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
Compensation
Competitive salary commensurate with experience and available funds. GBPI offers health, dental, vision, long-term disability and SEP IRA retirement contributions. Generous vacation, holiday and sick leave.
To Apply
Please send resume, writing sample (i.e. clips of published op-eds, press releases, or other published works), cover letter, names and contact information of three references, and salary requirements to:
Georgia Budget and Policy Institute
Communications Director Search
100 Edgewood Ave
Suite 950
Atlanta, Georgia 30303
Email: aessig@gbpi.org
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www.fayettefrontpage.com
Fayette Front Page
Community News You Can Use
Fayetteville, Peachtree City, Tyrone
www.georgiafrontpage.com
Georgia Front Page
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