The Top Ten Job Search Engines on the Web
Find a Job with Job Search Engines
By Wendy Boswell, About.com Guide
.See More About:save moneyonline shopping guidemake money onlinetop ten job search enginesfree printable coupons
If you're in the market for a new job, you'll want to check out my list of the top then job search engines out there. All of these job search engines offer unique features and can streamline your job search efforts.
1. Monster.com-Job Search Engine with Lots of Extras
I've been using Monster.com for several years now and have always found it to be one of the best job search engines out there. You can narrow your search by location, keywords, and employer; plus, Monster has plenty of job search extras: networking boards, job search alerts, and online resume posting.
More about Monster Jobs
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Indeed.com Job Search
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Employment Job Posting
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2. Indeed.com- A Meta Search Job Engine
Indeed.com is a very solid job search engine. Unlike Monster, you cannot submit your resume from Indeed.com, but the job search engine more than makes up for that by being a meta search engine of many of the major job search engines and job search boards out there. I've found that Indeed uncovers a lot of jobs that you wouldn't normally find on most job search sites, and they do a good job of making their job search features as easy to use as possible.
More about Indeed
3. USA.gov
Think of USA.gov as your gateway into the huge world of US government jobs. Navigate to the USA.gov home page, click on the Jobs and Education section, then Government Jobs. You'll find a wealth of resources here to help you find jobs working for Uncle Sam.
More about USA.gov
4. CareerBuilder
CareerBuilder offers job searchers the ability to find a job, post a resume, create job alerts, get job advice and job resources, look up job fairs, and much more. This is a truly massive job search engine that offers a lot of good resources to the job searcher; I especially appreciate the list of job search communities.
More about CareerBuilder
5. Dice
Dice.com is a job search engine dedicated to only finding technology jobs. It offers a targeted niche space for finding exactly the technology position you might be looking for.
More about Dice
6. LinkUp
LinkUp is a job search engine that searches for jobs within company websites. Here are five search tips that will help you use LinkUp more effectively.
More about LinkUp
7. Yahoo Hot Jobs
Yahoo Hot Jobs is one of the largest and most well known job search engines on the Web.
More about Yahoo Hot Jobs
8. SimplyHired
SimplyHired has been one of my favorite job search engines now for a while; mostly because of their SimplyFired contest. SimplyHired also offers a very unique job search experience; the user "trains" the job search engine by rating jobs he or she is interested in. SimplyHired also gives you the ability to research salaries, add jobs to a job map, and view pretty detailed profiles of various companies. I highly recommend SimplyHired.
More about SimplyHired
Sponsored Links
CV Tech Jobs
Hundreds of listings for all states American Society Echocardiography
www.asecho.org/Careers
Operations Finance Job
Search over 2,000+ Job Listings Post resume to eFinancialCareers.
www.eFinancialCareers.com
9. LinkedIn.com
LinkedIn.com combines the best of two worlds: the ability to scour the Internet for jobs with its job search engine, and the opportunity to network with like-minded friends and individuals to deepen your job search.
More about LinkedIn
10. Craigslist
There are all sorts of interesting jobs on Craigslist. Just find your city, look under Jobs, then look under your job category. Non-profit, systems, government, writing, etc. jobs are all represented here.
More about Craigslist
Readers Respond:
Have you used a job search engine to find a job?
Read responses (5) Share your experience!
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A Web Based Publication That Covers Organizational Development and Human Resources in Today's Career Landscape. Published By X Corp Consulting and TB Design in Hermosa Beach, CA
Tuesday, December 14, 2010
Thursday, November 11, 2010
When the Child Needs FMLA for the 'in loco' Parent as republished by Xochitl Boehm at X Corp Consulting kin Hermosa Beach, CA
In yesterday's Advisor, we covered the issue of in loco parentis for employees wanting FMLA leave to care for a son or daughter. Today, the other direction—when an employees want leave to care for the person who stood in loco parentis for them, plus an introduction to the "FMLA Bible."
FMLA Definition of 'Parent'
For FMLA leave purposes, "parent" is defined broadly as a biological, adoptive, step, or foster parent, or an individual who stood in loco parentis to an employee when the employee was a child.
Note that an employee's parents-in-law are not included in the definition of "parent" for purposes of FMLA leave.
An eligible employee is entitled to take FMLA leave to care for a person who stood in loco parentis to the employee when the employee was a child. The fact that the employee also has a biological, adoptive, step, or foster parent, does not preclude a determination that another individual stood in loco parentis to the employee when the employee was a child.
The specific facts of each situation will determine whether an individual stood in loco parentis to the employee within the meaning of the FMLA, says WHD.
Examples of 'in loco parentis'
Examples of situations in which FMLA leave to care for a parent may be based on an in loco parentis relationship include:
An employee may take leave to care for his aunt with a serious health condition, if the aunt was responsible for his day-to-day care when he was a child.
An employee may take leave to care for her grandmother with a serious health condition if the grandmother assumed responsibility for raising the employee after the death of her parents when the employee was a child.
An employee who was raised by same-sex parents, only one of whom has a biological or legal connection with the employee, may take leave to care for the non-adoptive or non-biological parent on the basis of an in loco parentis relationship.
Unless an in loco parentis relationship existed when the employee was a child, an employee is not entitled to take FMLA leave to care for a grandparent, an aunt, or another non-covered relative with a serious health condition.
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FMLA changes—the #1 hassle of 2010, and likely of 2011. BLR's compliance guide is ready to help now. Click here to find out more about the Family and Medical Leave Act Compliance Guide.
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In loco parentis status under the FMLA does not change the law's other requirements, such as those regarding coverage, eligibility, and qualifying reasons for leave. All requirements must be met for FMLA protections to apply.
An employee asserting a right to FMLA leave to care for a parent who stood in loco parentis to the employee may be required to provide notice of the need for leave and to submit medical certification of a serious health condition consistent with the FMLA regulations.
What's a son? Daughter? Parent? It's an almost overwhelming task to keep up with the old FMLA, let alone comply with the recent, far-reaching changes and then the complexity of marrying all that with state law provisions. Good news! BLR's editors have gone the extra mile to get your comprehensive compliance guide up to date.
BLR's recently updated Family and Medical Leave Act Compliance Guide—the book some are calling the "FMLA Bible"—simplifies the frustrating and confusing complexities of the FMLA, so you know exactly how to comply in every situation.
It contains practical answers to all the FMLA questions you are asking—and the ones you haven't thought of but should be asking.
--------------------------------------------------------------------------------
A whirlwind of changes has hit the FMLA—are you ready to comply? Order BLR's comprehensive guidebook and find out what you need to do. You'll get expert FMLA guidance, forms, and concrete examples. Find out more.
--------------------------------------------------------------------------------
The Family and Medical Leave Act Compliance Guide includes:
Leave law overview
All the new forms and advice on how to use them
Practical guidance on implementing all aspects of the new rules
Analysis of federal and state laws, what they require, and how they interact
Leave circumstances, coverage, and eligibility—for FMLA, ADA, workers' comp, and military leave
Recordkeeping and reporting requirements
Reasonable accommodation
Sample policies and forms
Plus a quarterly newsletter and updates to make sure you stay in compliance as any changes come about
FMLA Definition of 'Parent'
For FMLA leave purposes, "parent" is defined broadly as a biological, adoptive, step, or foster parent, or an individual who stood in loco parentis to an employee when the employee was a child.
Note that an employee's parents-in-law are not included in the definition of "parent" for purposes of FMLA leave.
An eligible employee is entitled to take FMLA leave to care for a person who stood in loco parentis to the employee when the employee was a child. The fact that the employee also has a biological, adoptive, step, or foster parent, does not preclude a determination that another individual stood in loco parentis to the employee when the employee was a child.
The specific facts of each situation will determine whether an individual stood in loco parentis to the employee within the meaning of the FMLA, says WHD.
Examples of 'in loco parentis'
Examples of situations in which FMLA leave to care for a parent may be based on an in loco parentis relationship include:
An employee may take leave to care for his aunt with a serious health condition, if the aunt was responsible for his day-to-day care when he was a child.
An employee may take leave to care for her grandmother with a serious health condition if the grandmother assumed responsibility for raising the employee after the death of her parents when the employee was a child.
An employee who was raised by same-sex parents, only one of whom has a biological or legal connection with the employee, may take leave to care for the non-adoptive or non-biological parent on the basis of an in loco parentis relationship.
Unless an in loco parentis relationship existed when the employee was a child, an employee is not entitled to take FMLA leave to care for a grandparent, an aunt, or another non-covered relative with a serious health condition.
--------------------------------------------------------------------------------
FMLA changes—the #1 hassle of 2010, and likely of 2011. BLR's compliance guide is ready to help now. Click here to find out more about the Family and Medical Leave Act Compliance Guide.
--------------------------------------------------------------------------------
In loco parentis status under the FMLA does not change the law's other requirements, such as those regarding coverage, eligibility, and qualifying reasons for leave. All requirements must be met for FMLA protections to apply.
An employee asserting a right to FMLA leave to care for a parent who stood in loco parentis to the employee may be required to provide notice of the need for leave and to submit medical certification of a serious health condition consistent with the FMLA regulations.
What's a son? Daughter? Parent? It's an almost overwhelming task to keep up with the old FMLA, let alone comply with the recent, far-reaching changes and then the complexity of marrying all that with state law provisions. Good news! BLR's editors have gone the extra mile to get your comprehensive compliance guide up to date.
BLR's recently updated Family and Medical Leave Act Compliance Guide—the book some are calling the "FMLA Bible"—simplifies the frustrating and confusing complexities of the FMLA, so you know exactly how to comply in every situation.
It contains practical answers to all the FMLA questions you are asking—and the ones you haven't thought of but should be asking.
--------------------------------------------------------------------------------
A whirlwind of changes has hit the FMLA—are you ready to comply? Order BLR's comprehensive guidebook and find out what you need to do. You'll get expert FMLA guidance, forms, and concrete examples. Find out more.
--------------------------------------------------------------------------------
The Family and Medical Leave Act Compliance Guide includes:
Leave law overview
All the new forms and advice on how to use them
Practical guidance on implementing all aspects of the new rules
Analysis of federal and state laws, what they require, and how they interact
Leave circumstances, coverage, and eligibility—for FMLA, ADA, workers' comp, and military leave
Recordkeeping and reporting requirements
Reasonable accommodation
Sample policies and forms
Plus a quarterly newsletter and updates to make sure you stay in compliance as any changes come about
Friday, October 8, 2010
Today's HR Daily Advisor Tip: Topic: E-pinions By BLR Founder and CEO Bob Brady as republished by Xochitl Boehm at X Corp Consulting in Hermosa Beach
http://www.xcorpconsulting.com/
Increasingly, part-timers are taking on important roles in our prganizations. Whether they are soon-to-retire veterans or new-to-the-workforce grads hoping to get to fulltime, they all want benefits. Where should you draw the line on who gets benefits and what they get? Today's survey will help you figure it out.
For years, BLR® has surveyed HR and benefits professionals to see what benefits they are actually offering. This year, we have expanded our survey program by conducting a series of brief, targeted benefits surveys.
Today's Survey Topic: Benefits for Part-Time Employees
Here are some of the tricky issues we're going to probe:
How many hours per week must an employee work to be eligible for benefits?
Which benefits are offered to part-timers? (Holidays, vacation, sick, health insurance, life insurance, 401(k), retirement, bonus/incentive, paid family leave?)
What percentage of workforce is "part-time"?
Has the percentage changed in the past two years?
Does your company allow job sharing?
And other part-time benefits questions
Thursday, September 30, 2010
Today's HR Daily Advisor Tip: Jury Duty: Striking the Balance Between Civic and Company Responsibility as republished by Xochitl Boehm at X Corp
Jury duty leave seems like an easy one, but anything that involves questions about who gets paid and who doesn't is not so easy. In yesterday's Advisor we talked about the legal issues surrounding jury duty and appearance as a witness; today, we'll look at key policy considerations, and get an introduction to the "Employee Leave Bible."
Most employers believe that an employee has a civic responsibility to serve when called as a juror or witness. In fact, according to BLR's Survey of Employee Benefits, over 40 percent of employers place no limit on the amount of leave allowed for jury duty per year, and an additional 28 percent allow over 2 weeks per year.
However, it can be difficult to develop a policy that strikes a balance between supporting the civic obligation and at the same time protecting the organization from the loss of a valuable person at a crucial time. Your policy on leave of absence for jury or witness duty should be in writing and be communicated to employees by way of a company policy booklet or a workplace posting. When developing your policy, consider the following points.
Is your policy in legal compliance?
You will want to ensure that your policy meets the minimum requirements of federal and any applicable state laws. If you do business in several states with differing rights for leave for jury or witness duty, you may want to maintain a consistent policy in all of your facilities by following the law with the most generous provisions for the employees.
What notification procedures will you require?
When an employee receives instructions to report for jury or witness duty, whom should the employee notify and when? Is verbal notification sufficient?
What documentation will you require?
Must the employee present a copy of the subpoena or other document instructing him or her to report? Must the employee afterward present documentation of the dates of service?
What compensation will you offer?
The most common practice is to pay employees the difference between their regular pay and any compensation they receive from the court system. Also, decide whether you want to place a limit on how long the employee will be paid—for example, 2 weeks per calendar year—and whether different groups of employees—hourly, salaried, probationary—will be compensated in the same manner.
--------------------------------------------------------------------------------
FMLA changes—the #1 hassle of 2010. BLR's compliance guide is ready to help now. Click here to find out more about the Family and Medical Leave Act Compliance Guide.
--------------------------------------------------------------------------------
Will you require a return to work after early release?
If you voluntarily continue to pay an employee on jury or witness duty, it is reasonable to require the employee to report back to work if released before 12 noon by the court; early releases occur frequently. Consider if second- and third-shift employees will be excused from work for the whole day.
Should you request a postponement?
Under what circumstances will your organization ask that a particular employee be excused from witness or jury duty or that jury duty be postponed? Who must approve these requests? You don't want employees to be excused from duty under any but the most pressing circumstances, so try to pinpoint the areas in which an employee's unexpected absence for a prolonged period of time is most likely to disrupt operations.
Since leave requests often come up unexpectedly, it's best to answer these tricky policy questions beforehand to eliminate confusion and resentment. And it's no different for the most annoying leave law of all, the Family and Medical Leave Act.
It's an almost overwhelming task to keep up with the old FMLA, let alone comply with the recent, far-reaching changes and then the complexity of marrying all that with state law provisions. Good news! BLR's editors have gone the extra mile to get your comprehensive compliance guide up to date.
BLR's recently updated Family and Medical Leave Act Compliance Guide—the book some are calling the "FMLA Bible"—simplifies the frustrating and confusing complexities of the FMLA, so you know exactly how to comply in every situation.
It contains practical answers to all the FMLA questions you are asking—and the ones you haven't thought of but should be asking.
--------------------------------------------------------------------------------
A whirlwind of changes has hit the FMLA—are you ready to comply? Order BLR's comprehensive guidebook and find out what you need to do. You'll get expert FMLA guidance, forms, and concrete examples. Find out more.
--------------------------------------------------------------------------------
The Family and Medical Leave Act Compliance Guide includes:
Leave law overview
All the new forms and advice on how to use them
Practical guidance on implementing all aspects of the new rules
Analysis of federal and state laws, what they require, and how they interact
Leave circumstances, coverage, and eligibility—for FMLA, ADA, workers' comp, and military leave
Recordkeeping and reporting requirements
Reasonable accommodation
Sample policies and forms
Plus a quarterly newsletter and updates to make sure you stay in compliance as any changes come about
Get more information or order your copy of the Family and Medical Leave Act Compliance Guide.
Share Your Comments
The Rx for Your #1 HR Headache—FMLA
BLR's Family and Medical Leave Act Compliance Guide has been updated with the most recent changes—everything you need to know NOW to stay compliant.
The Family and Medical Leave Act Compliance Guide includes:
Understandable explanations of FMLA's many interactions with the Americans with Disabilities Act, workers' compensation laws, and military leave.
Model FMLA forms and policies that save you time and money.
Quick-reference FMLA summary of state and federal laws. See at a glance how federal and state family medical leave requirements interact and how they apply to your organization.
Complete reference library of leave laws and regulations. Includes helpful Q&As that save you valuable time.
Free quarterly newsletter and updates keep you in the know on the latest leave and FMLA changes.
Online access to U.S. Department of Labor Opinion Letters. Helps you avoid expensive mistakes.
Download newsletter sample
Download product sample
Download table of contents
Get more information or order.
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Managing an HR Department of One
2010 Update — More Topics plus Healthcare Reform Information
Our most popular HR resource has been updated! All the compliance info, prewritten forms, and guidance you need, especially designed for a department as small as one. Thats why we call our program Managing an HR Department of One. Start Your Free Trial Today
HR Audit Checklists
Just added Flexible Hours/telecommuting and Electronic Monitoring
Created by employment law experts, this unique and practical handbook provides prewritten checklists that help spot and correct compliance problems before they become costly lawsuits. You get checklists on HR policies, job descriptions, safety and OSHA, compensation programs, hiring practices, performance measurement, and much, much more. Learn more
HR.BLR.com - Providing Answers and Advice to your HR Problems 24/7
HR.BLR.com is BLRs all-inclusive HR web service providing Plain-English analysis on every key HR topic - available for all 50 states. See what everyone in HR is talking about! Check out this remarkable everything-you-need-for-HR solution at no cost or risk. Learn more
10 Minute HR Trainer — The Answer to "No Time to Train Our Managers on HR— Try it FREE!
Nobodys got the time for HR training, but everybodys got the need. Weve compacted exactly what managers have to know about key laws and best practices into 50 prewritten learning modules you can use in just 10 minutes each! Put us to the test. Try BLRs 10-Minute HR Trainer free for 30 days! Read more.Learn more
SmartPolicies on CD-ROM
Create the most-needed HR policies at about $1 each. Prewritten, legally reviewed, ready-to-use on a CD-ROM. Boot up, include your specifics, print. Youre done! Policies for attendance, harassment, compensation, discipline, and many more. Learn more
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The Only Employment Law Conference You Need in 2010
2010 National Employment Law Update - October 28 - 29, Webcast
NEW—Attend Via Webcast!
Can't make it to Las Vegas October 27-29? Whatever the reason—budget restraints in this tough economy, no time to travel, or just can't get away from the office—we understand!
Don't let these barriers put you in legal jeopardy and keep you from attending this top-notch conference - take advantage of our new webcast option. Not only will you eliminate airfare and hotel costs, as well as travel time, but you'll have the opportunity to keep your entire HR staff up to date and in compliance from the comfort of your own office.
LEARN MORE
In 2010, the challenges facing you as an HR professional are as big as ever.
You face:
Workers who are in the "economic recovery" mindset and demanding raises to match—even though your organization is still firmly in the "digging out" phase
An extension of the COBRA subsidy, leading to paperwork and recordkeeping headaches
Ever-changing developments relating to social media, including a key employee text messaging case—with potentially huge implications for employers—that the U.S. Supreme Court recently decided to review
The continued push for "easier than ever" unions
Pending federal leave laws that could go into effect this year
And much more...
It's not enough to have the knowledge—you need the know-how, too.
REGISTER NOW
You can keep up-to-date with all the newspapers and trade journals you can get your hands on, but they don't explain how to apply the information about new laws and regulatory changes. They don't tell you what you really need to know: How to act on what you've learned.
But we do.
Join us for this unique opportunity to participate in the fourth-annual BLR National Employment Law Update conference via webcast from October 28-29. You'll get in-depth, comprehensive instruction from experts around the country who specialize in putting their know-how to work for you.
REGISTRATION OPTIONS
With this order option you will be joining the 2-day main conference (October 28-29) via webcast.
Join us live in Las Vegas for more information View our Online Brochure
Can't make it on October 28-29? Order the webcast recording
REGISTER NOW
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2010 Update Now Available
Spot and correct compliance problems before they become costly lawsuits. You get checklists on HR policies, job descriptions, safety and OSHA, compensation programs, hiring practices, performance measurement, and much, much more.
Start Your Free Trial Today
HR Department of One
HR Audit Checklists
HR.BLR.com
10-Minute HR Trainer
SmartPolicies
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Upcoming Webinars
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The Only Employment Law Conference You Need in 2010
2010 National Employment Law Update — October 28 - 29, Webcast
NEW—Attend Via Webcast!
Can't make it to Las Vegas October 27-29? Whatever the reason—budget restraints in this tough economy, no time to travel, or just can't get away from the office—we understand!
Don't let these barriers put you in legal jeopardy and keep you from attending this top-notch conference - take advantage of our new webcast option. Not only will you eliminate airfare and hotel costs, as well as travel time, but you'll have the opportunity to keep your entire HR staff up to date and in compliance from the comfort of your own office.
LEARN MORE
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Family & Medical Leave Compliance Guide
This comprehensive resource is the Rx for your #1 HR headache. Helping you keep tabs on the changing law. Includes full explanation, pre-written forms, free updates and quarterly newsletter.
Learn more
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What to Do About Personnel Problems in [Your State]
For over 20 years, human resource managers have relied on this practical state employment laws resource to understand and stay on top of ever-changing employment regulations in their states. No wonder weve heard so many nice names for What to Do About Personnel Problems—weve even been called the "HR Bible"!
Learn more
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Wednesday, September 22, 2010
Are You Leveraging The Power Of The Social Experience? As republished by Xochitl Boehm at X Corp Consulting in Hermosa Beach, CA
It is nearly impossible to ignore the social web these days. People are flocking to websites like Twitter, YouTube, Facebook, and LinkedIn to dish out their opinions, solutions, resources, and other information to peers—and it’s becoming the preferred source of information when consumers make purchase decisions online.
Some organizations are using it to their advantage, while others hold back, not sure where to begin. What is your organization doing?
Leveraging The Power Of The Social Experience Requires A Two-Pronged Strategy
Monitor conversations occurring on the social web and act quickly to address customer concerns
Integrate social media as a seamless part of your overall brand strategy
RightNow Social Experience helps you achieve both, offering cloud monitoring tools that make it easy to identify and join critical conversations and flexible, scalable online customer communities that bring the conversation to you, so you can use them to drive your business goals.
How CX Works Why RightNow What Others Say
RightNow CX is not CRM. CRM was developed to close internal communication gaps between sales and service. Important, but inward-facing. As companies attempted to make it fit their customers' behavior, CRM increased in complexity, becoming more difficult to manage and more expensive.
RightNow CX provides the flexibility needed to meet customers' continually evolving expectations while our SaaS model combines robust functionality with low overhead. We help you create optimal customer experiences where they matter most:
RightNow Web Experience provides your customers with 24x7x365 access to your company, engaging them through intuitive self-service, chat, co-browse, and email features.
RightNow Social Experience allows you to establish yourself in the social realm and proactively participate in the numerous critical conversations about your business, building customer loyalty and strengthening your brand.
RightNow Contact Center Experience enables customers to communicate with you via your call center, email, or chat, and helps both customers and agents easily find the information they need, when they need it.
Today's consumer has evolved beyond what yesterday's CRM can deliver. RightNow CX, the customer experience suite, can help you evolve with them.
10 Things That Will Get You Hired by Kate Lorenz as republished by Xochitl Boehm at X Corp Consulting in Hermosa Beach, CA
You Hired
Kate Lorenz, CareerBuilder.com Editor
Do you want to extend your time looking for a job? Of course not. Candidates are always on the lookout for the most efficient, effective way to find new work. The following tips -- when heeded during the job search and interview processes -- can make job hunting go by faster:
1. Customize your résumé and cover letter.
It might seem faster to blast off generic materials to dozens of employers, but this will cost you time in the long run. Tailor your résumé and cover letter to each open position to clearly demonstrate how your experience fills the employers' requirements. For example, if you're applying for a public relations role, give your PR experience a prime spot on your résumé.
2. Diversify your search.
If you've been responding to newspaper ads with no response, also post your résumé online, search some job Web sites, talk to your friends and attend an industry trade show. The more ways you search, the more likely you are to connect with the right employers.
3. Don't go solo.
Your friends, family and former co-workers each have a network of their own -- and a friend-of-a-friend might hold the perfect lead. Don't be shy: Reach out to your network and let your contacts know you're on the job market.
4. Find a company where you fit in.
Browse potential employers' Web sites and ask your friends about what it's like to work at their companies. Employers are looking for candidates who would be a good fit and thrive within the company culture.
5. Don't get discouraged.
Experts estimate the average job search to last anywhere between three and 10 months -- and that means a lot of rejection. Keep at it: Your dream job is out there.
6. Always be prepared.
You can never be too prepared for your first meeting with a potential employer. Before your interview, always browse the company's Web site. Find out as much as you can about the company's products, leadership, mission and culture, and prepare answers to common interview questions.
7. Be on time.
Whether it's an informational interview, an open house or a formal interview, always arrive about 10 minutes early. Allow plenty of time for traffic and poor weather.
8. Dress and act the part.
In a business setting, always dress in professional clothing in the best quality you can afford. Take the industry and employer into consideration, but a business suit is almost always appropriate for interviews.
9. Listen more than you talk.
Even if you're nervous at an interview, try not to ramble. By keeping your mouth shut, you can learn valuable information about the company and avoid saying something that you'll wish you hadn't.
10. Ask good questions.
At the end of an interview, the employer will inevitably ask if you have any questions. Have a list of questions prepared that showcase your company research and interest in the position.
Last Updated: 25/05/2010 - 2:29 PM
White House Launches New Health Care Website
September 22, 2010 - The White House launched a new health care website today. The launch is in celebration of the six month anniversary of the Affordable Care Act (ACA). The website provides information about the ACA, including state specific information.
View all Healthcare Insurance News.
What HR Needs to Know About Preventing Violence in the Workplace
September 22, 2010 - From a recent hostage situation at the Discovery Channel in Maryland to a deadly shooting spree at a Connecticut warehouse, workplace violence continues to make national headlines. What steps should employers take to prevent problems from escalating into violence and to protect employees in the event that a violent incident does occur? Threat assessment professional Wayne Maxey offers some advice.
View all Violence in the Workplace News.
Be sure to check HR.BLR.com's News section for all the latest stories.
These Sample Job Descriptions Will Save You Weeks of Work, as republished by Xochitl Boehm at X Corp Consulting in Hermosa Beach
Job Descriptions Encyclopedia
Job descriptions set the framework for everything that gets done in your organization. For optimum productivity… effective performance evaluations… and fair compensation – accurate, legal job descriptions are essential. But writing them can be a daunting task…. especially in your hectic workday. BLR’s Job Descriptions Encyclopedia contains more than 700 prewritten, ADA compliant, sample job descriptions in one two-volume resource.
The Encyclopedia also includes a complete, easy-to-follow how-to manual on how to write effective and lawful job descriptions that don’t run afoul of the ADA. You’ll also receive quarterly updates so you can constantly add to and update your library of job descriptions. The Encyclopedia includes everything you need to have an effective description for every job in your organization.
More than 700 prewritten job descriptions
Every major position is described, arranged by job category
Suggested pay grades
Helps you set competitive salaries
How-to section on writing and implementation
Simplifies writing and implementation by walking you through the guidelines
Common, legally acceptable format
All job descriptions include essential functions, additional responsibilities, education and experience, job prerequisites, independent action, and supervisory responsibility
Quarterly updates
Expands and keeps your library of job descriptions current
For addition job description solutions, see our SmartJobs CD-ROM.
Renewed annually until cancelled.
Download product sample
Download table of contents
Questions? Speak with a customer service representative.
Friday, September 17, 2010
Today's HR Daily Advisor Tip:
1000's of HR Tools and Resources—Available 24/7
HR.BLR.com—30 Years of Accumulated HR Knowledge, Tools, and Skills Gathered in One Place
In HR, if it's not one thing, it's another. You need a go-to resource 24/7, and our editors recommend the "everything HR in one website," HR.BLR.com. We're talking about ready-to-go training, prewritten job descriptions and policies, handouts, checklists, and practical analysis of HR-related laws and current issues.
HR.BLR.com provides you with:
Plain English Analysis-- on state and federal employment laws to help you stay in compliance...available for all 50 states
100s of Downloadable--job descriptions, training meetings, checklists, PowerPoint presentations, policies, and much more to help you save time
Job Description Manager--select from 1000s of prewritten job descriptions
Policy Maker--create custom policies, forms, and handbooks in minutes
Salary Data--current and reliable salary data on over 2,400 jobs, including data for your state
HR FAQs-- instant answers to 100s of HR's most frequently asked questions.
Plus, receive personalized answers to your toughest questions in 1 business day, from our team of HR and legal editors.
You can examine the entire HR.BLR.com program without any cost or commitment. It's quite remarkable—30 years of accumulated HR knowledge, tools, and skills gathered in one place, all accessible at the click of a mouse. What's more, we'll supply a free download copy of our special report Critical HR Recordkeeping just for looking at HR.BLR.com. Here's how to start your no-obligation trial—and get the special report, no matter what you decide
Start Your Free Trial Today!
--------------------------------------------------------------------------------
Monday, September 13, 2010
Focus on Ten Mistakes, Eliminate 90% of Problems
Sometimes it seems that there are one thousand ways to go wrong managing people, but attorney Peter Janus suggests that 10 critical errors cause most of the problems.
Tuesday, September 14, 2010
'Best of Intentions' Mistakes Managers Make
In yesterday's Advisor, we discussed the first five major mistakes managers and supervisors—even with the best intentions—make. Today, more of Peter Janus's tips, and a tip of our own about that nemesis of HR, job descriptions.
Wednesday, September 15, 2010
Healthcare Reform & HR: One "Checkup" You Shouldn't Miss
The Patient Protection and Affordable Care Act (PPACA) has passed but left many implementation details unclarified, says Michael P. Aitken. Significant regulatory process will continue for years, he adds.
Thursday, September 16, 2010
Will You Pay a Penalty Under PPACA?
In yesterday's Advisor, we featured attorney Michael Faillace's suggestions for avoiding the first prong of retaliation charges. Today, the second and third prongs, and an introduction to an extraordinary 10-minute-at-a-time training program.
Friday, September 17, 2010
#1 Rule of Holiday Party Planning: Avoid Lawsuits
The holiday party—a traditional HR role that sounds simple, but can quickly turn into an expensive legal disaster. "With the let-loose attitude of holiday parties, employers often disregard the liabilities involved, especially when alcohol is being served." says attorney Christopher J. Boman.
Virtually anything you need in HR ... at the click of a mouse!
Own the keys to BLR's 30—year storehouse of HR data, tools, and knowledge ... HR.BLR.com. Pick anything you need to do in HR. Tasks that took hours now take minutes with this all—inclusive online service. Look at all you get:
Help on more than 200 HR topics
1,000+ HR tools (job descriptions, forms, PowerPoint® programs, sample policies, and more)
750+ prewritten, customizable job descriptions
State compliance analysis (How state law differs from federal)
'Ask the Expert' service answers your specific questions within 1 business day
Get more information or start your trial
Sponsorship Advertisement
Free Special Report: Global Trends In Sustainability Performance Management
Download this report to discover the latest trends in sustainability performance management and learn how you can help enhance your organization's profitability and cost-effectiveness.
Download now
Did you know that our HR.BLR.com website has a section where professionals like you can ask or talk about anything you like, and comment on each other's thoughts? It's free, open to all, and crackling with ideas, so check it out. Here's what's being talked about this week...
Unpaid Vacation vs. Holiday Pay
Applicants with Study Abroad Experience
Translating an Employee Handbook
Exhausted FMLA, ADA, and Commissions
--------------------------------------------------------------------------------
HR Daily Advisor Best Sellers
Heres what your colleagues are snapping up to make their jobs more efficient and easier. All are protected by BLRs Guarantee of Satisfaction and most can be tried at no cost in your own office for up to 30 days. Just choose and use!
Managing an HR Department of One
2010 Update – More Topics plus Healthcare Reform Information
Our most popular HR resource has been updated! All the compliance info, prewritten forms, and guidance you need, especially designed for a department as small as one. Thats why we call our program Managing an HR Department of One. Start Your Free Trial Today
HR Audit Checklists
Just added Flexible Hours/telecommuting and Electronic Monitoring
Created by employment law experts, this unique and practical handbook provides prewritten checklists that help spot and correct compliance problems before they become costly lawsuits. You get checklists on HR policies, job descriptions, safety and OSHA, compensation programs, hiring practices, performance measurement, and much, much more. Learn more
HR.BLR.com - Providing Answers and Advice to your HR Problems 24/7
HR.BLR.com is BLRs all-inclusive HR web service providing Plain-English analysis on every key HR topic - available for all 50 states. See what everyone in HR is talking about! Check out this remarkable everything-you-need-for-HR solution at no cost or risk. Learn more
10 Minute HR Trainer — The Answer to "No Time to Train Our Managers on HR— Try it FREE!
Nobodys got the time for HR training, but everybodys got the need. Weve compacted exactly what managers have to know about key laws and best practices into 50 prewritten learning modules you can use in just 10 minutes each! Put us to the test. Try BLRs 10-Minute HR Trainer free for 30 days! Read more.Learn more
SmartPolicies on CD-ROM
Create the most-needed HR policies at about $1 each. Prewritten, legally reviewed, ready-to-use on a CD-ROM. Boot up, include your specifics, print. You're done! Policies for attendance, harassment, compensation, discipline, and many more. Learn more
--------------------------------------------------------------------------------
I-9 Compliance: A Shift in Focus to Employer's Recordkeeping, Documentation, & Employment Practices
Tuesday, September 21, 2010
10:30 a.m. to 12:00 p.m. (PST)
11:30 a.m. to 1:00 p.m. (MST)
12:30 to 2:00 p.m. (CST)
1:30 to 3:00 p.m. (EST)
As the immigration debate heats up, employers need to pay special attention to their employment documentation and recordkeeping. Already, the Obama administration has put into place worksite enforcement policies that have shifted liability away from undocumented workers onto the employer. Squarely on the shoulders of companies—not employees—is the responsibility, and the feds and their fines await if you fail.
LEARN MORE
With a renewed focus and funding, U.S. Immigration and Customs Enforcement (ICE) will be doing more investigations than ever. And most businesses aren't entirely sure they are doing the right thing. What documents are acceptable? When do you need two documents? Should you photocopy? Just one reporting oversight of even the most well-intentioned company can draw the attention of ICE. Once they are on your doorstep, it's too late.
Join us on September 21 for an in-depth webinar with an expert speaker on the topic of immigration—including I-9 compliance and audits. Be sure to include your supervisors and managers so they are up to speed with your I-9 enforcement policies.
REGISTER NOW
You and your colleagues will learn:
The most up-to-date legal requirements that employers must abide by for the I-9 Form and E-Verify
The best strategies for developing and reviewing your I-9 enforcement policies in compliance with the new administration's focus
Best practices and legally acceptable ways to verify documentation
How to complete the I-9 Form to be in compliance with Immigration and Customs Enforcement (ICE)
The ins and outs of E-Verify and why there is a push by ICE to use it
The most common errors that can result in ICE scrutiny and fines
REGISTER NOW
Approved for Recertification Credit
This program has been approved for 1.5 recertification credit hours toward PHR and SPHR recertification through the Human Resource Certification Institute (HRCI). For more information about certification or recertification, please visit the HRCI homepage at www.hrci.org. The use of this seal is not an endorsement by HRCI of the quality of the program. It means that this program has met HRCI's criteria to be pre-approved for recertification credit
--------------------------------------------------------------------------------
Sponsorship Advertisement
Free Special Report: Global Trends In Sustainability Performance Management
Download this report to discover the latest trends in sustainability performance management and learn how you can help enhance your organization's profitability and cost-effectiveness.
Download Now
2010 Update Now Available
Spot and correct compliance problems before they become costly lawsuits. You get checklists on HR policies, job descriptions, safety and OSHA, compensation programs, hiring practices, performance measurement, and much, much more.
Start Your Free Trial Today
HR Department of One
HR Audit Checklists
HR.BLR.com
10-Minute HR Trainer
SmartPolicies
--------------------------------------------------------------------------------
Upcoming Webinars
--------------------------------------------------------------------------------
I-9 Compliance: A Shift in Focus to Employer's Recordkeeping, Documentation, & Employment Practices
Tuesday, September 21, 2010
10:30 a.m.—12:00 p.m. (PST)
11:30 a.m.—1:00 p.m. (MST)
12:30 p.m.—2:00 p.m. (CST)
1:30 p.m.—3:00 p.m. (EST)
Join us on September 21 for an in-depth webinar with an expert speaker on the topic of immigration—including I-9 compliance and audits. Be sure to include your supervisors and managers so they are up to speed with your I-9 enforcement policies.
REGISTER NOW
--------------------------------------------------------------------------------
Family & Medical Leave Compliance Guide
This comprehensive resource is the Rx for your #1 HR headache. Helping you keep tabs on the changing law. Includes full explanation, pre-written forms, free updates and quarterly newsletter.
Learn more
--------------------------------------------------------------------------------
What to Do About Personnel Problems in [Your State]
For over 20 years, human resource managers have relied on this practical state employment laws resource to understand and stay on top of ever-changing employment regulations in their states. No wonder we've heard so many nice names for What to Do About Personnel Problems—we've even been called the "HR Bible"!
Learn more
--------------------------------------------------------------------------------
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Phone: 800-727-5257
About BLR®—Business & Legal Resources
BLR® is the leading provider of employment, safety, and environmental compliance solutions. BLR has been an acknowledged authority in covering state as well as federal law for over three decades, and employers know that they can count on BLRs industry-leading compliance and training solutions to keep them out of legal trouble, avoid fines, and save money. BLR offers solutions for business owners, executives, employees, and managers of HR, compensation, safety, environmental, or training for all-sized organizations and industries. Simply put, anyone worried about how their local state agency or national DOL, OSHA, and EPA legal requirements impact their organization can benefit from BLR. For more information, please visit www.BLR.com or call 800-727-5257.
HR.BLR.com—30 Years of Accumulated HR Knowledge, Tools, and Skills Gathered in One Place
In HR, if it's not one thing, it's another. You need a go-to resource 24/7, and our editors recommend the "everything HR in one website," HR.BLR.com. We're talking about ready-to-go training, prewritten job descriptions and policies, handouts, checklists, and practical analysis of HR-related laws and current issues.
HR.BLR.com provides you with:
Plain English Analysis-- on state and federal employment laws to help you stay in compliance...available for all 50 states
100s of Downloadable--job descriptions, training meetings, checklists, PowerPoint presentations, policies, and much more to help you save time
Job Description Manager--select from 1000s of prewritten job descriptions
Policy Maker--create custom policies, forms, and handbooks in minutes
Salary Data--current and reliable salary data on over 2,400 jobs, including data for your state
HR FAQs-- instant answers to 100s of HR's most frequently asked questions.
Plus, receive personalized answers to your toughest questions in 1 business day, from our team of HR and legal editors.
You can examine the entire HR.BLR.com program without any cost or commitment. It's quite remarkable—30 years of accumulated HR knowledge, tools, and skills gathered in one place, all accessible at the click of a mouse. What's more, we'll supply a free download copy of our special report Critical HR Recordkeeping just for looking at HR.BLR.com. Here's how to start your no-obligation trial—and get the special report, no matter what you decide
Start Your Free Trial Today!
--------------------------------------------------------------------------------
Monday, September 13, 2010
Focus on Ten Mistakes, Eliminate 90% of Problems
Sometimes it seems that there are one thousand ways to go wrong managing people, but attorney Peter Janus suggests that 10 critical errors cause most of the problems.
Tuesday, September 14, 2010
'Best of Intentions' Mistakes Managers Make
In yesterday's Advisor, we discussed the first five major mistakes managers and supervisors—even with the best intentions—make. Today, more of Peter Janus's tips, and a tip of our own about that nemesis of HR, job descriptions.
Wednesday, September 15, 2010
Healthcare Reform & HR: One "Checkup" You Shouldn't Miss
The Patient Protection and Affordable Care Act (PPACA) has passed but left many implementation details unclarified, says Michael P. Aitken. Significant regulatory process will continue for years, he adds.
Thursday, September 16, 2010
Will You Pay a Penalty Under PPACA?
In yesterday's Advisor, we featured attorney Michael Faillace's suggestions for avoiding the first prong of retaliation charges. Today, the second and third prongs, and an introduction to an extraordinary 10-minute-at-a-time training program.
Friday, September 17, 2010
#1 Rule of Holiday Party Planning: Avoid Lawsuits
The holiday party—a traditional HR role that sounds simple, but can quickly turn into an expensive legal disaster. "With the let-loose attitude of holiday parties, employers often disregard the liabilities involved, especially when alcohol is being served." says attorney Christopher J. Boman.
Virtually anything you need in HR ... at the click of a mouse!
Own the keys to BLR's 30—year storehouse of HR data, tools, and knowledge ... HR.BLR.com. Pick anything you need to do in HR. Tasks that took hours now take minutes with this all—inclusive online service. Look at all you get:
Help on more than 200 HR topics
1,000+ HR tools (job descriptions, forms, PowerPoint® programs, sample policies, and more)
750+ prewritten, customizable job descriptions
State compliance analysis (How state law differs from federal)
'Ask the Expert' service answers your specific questions within 1 business day
Get more information or start your trial
Sponsorship Advertisement
Free Special Report: Global Trends In Sustainability Performance Management
Download this report to discover the latest trends in sustainability performance management and learn how you can help enhance your organization's profitability and cost-effectiveness.
Download now
Did you know that our HR.BLR.com website has a section where professionals like you can ask or talk about anything you like, and comment on each other's thoughts? It's free, open to all, and crackling with ideas, so check it out. Here's what's being talked about this week...
Unpaid Vacation vs. Holiday Pay
Applicants with Study Abroad Experience
Translating an Employee Handbook
Exhausted FMLA, ADA, and Commissions
--------------------------------------------------------------------------------
HR Daily Advisor Best Sellers
Heres what your colleagues are snapping up to make their jobs more efficient and easier. All are protected by BLRs Guarantee of Satisfaction and most can be tried at no cost in your own office for up to 30 days. Just choose and use!
Managing an HR Department of One
2010 Update – More Topics plus Healthcare Reform Information
Our most popular HR resource has been updated! All the compliance info, prewritten forms, and guidance you need, especially designed for a department as small as one. Thats why we call our program Managing an HR Department of One. Start Your Free Trial Today
HR Audit Checklists
Just added Flexible Hours/telecommuting and Electronic Monitoring
Created by employment law experts, this unique and practical handbook provides prewritten checklists that help spot and correct compliance problems before they become costly lawsuits. You get checklists on HR policies, job descriptions, safety and OSHA, compensation programs, hiring practices, performance measurement, and much, much more. Learn more
HR.BLR.com - Providing Answers and Advice to your HR Problems 24/7
HR.BLR.com is BLRs all-inclusive HR web service providing Plain-English analysis on every key HR topic - available for all 50 states. See what everyone in HR is talking about! Check out this remarkable everything-you-need-for-HR solution at no cost or risk. Learn more
10 Minute HR Trainer — The Answer to "No Time to Train Our Managers on HR— Try it FREE!
Nobodys got the time for HR training, but everybodys got the need. Weve compacted exactly what managers have to know about key laws and best practices into 50 prewritten learning modules you can use in just 10 minutes each! Put us to the test. Try BLRs 10-Minute HR Trainer free for 30 days! Read more.Learn more
SmartPolicies on CD-ROM
Create the most-needed HR policies at about $1 each. Prewritten, legally reviewed, ready-to-use on a CD-ROM. Boot up, include your specifics, print. You're done! Policies for attendance, harassment, compensation, discipline, and many more. Learn more
--------------------------------------------------------------------------------
I-9 Compliance: A Shift in Focus to Employer's Recordkeeping, Documentation, & Employment Practices
Tuesday, September 21, 2010
10:30 a.m. to 12:00 p.m. (PST)
11:30 a.m. to 1:00 p.m. (MST)
12:30 to 2:00 p.m. (CST)
1:30 to 3:00 p.m. (EST)
As the immigration debate heats up, employers need to pay special attention to their employment documentation and recordkeeping. Already, the Obama administration has put into place worksite enforcement policies that have shifted liability away from undocumented workers onto the employer. Squarely on the shoulders of companies—not employees—is the responsibility, and the feds and their fines await if you fail.
LEARN MORE
With a renewed focus and funding, U.S. Immigration and Customs Enforcement (ICE) will be doing more investigations than ever. And most businesses aren't entirely sure they are doing the right thing. What documents are acceptable? When do you need two documents? Should you photocopy? Just one reporting oversight of even the most well-intentioned company can draw the attention of ICE. Once they are on your doorstep, it's too late.
Join us on September 21 for an in-depth webinar with an expert speaker on the topic of immigration—including I-9 compliance and audits. Be sure to include your supervisors and managers so they are up to speed with your I-9 enforcement policies.
REGISTER NOW
You and your colleagues will learn:
The most up-to-date legal requirements that employers must abide by for the I-9 Form and E-Verify
The best strategies for developing and reviewing your I-9 enforcement policies in compliance with the new administration's focus
Best practices and legally acceptable ways to verify documentation
How to complete the I-9 Form to be in compliance with Immigration and Customs Enforcement (ICE)
The ins and outs of E-Verify and why there is a push by ICE to use it
The most common errors that can result in ICE scrutiny and fines
REGISTER NOW
Approved for Recertification Credit
This program has been approved for 1.5 recertification credit hours toward PHR and SPHR recertification through the Human Resource Certification Institute (HRCI). For more information about certification or recertification, please visit the HRCI homepage at www.hrci.org. The use of this seal is not an endorsement by HRCI of the quality of the program. It means that this program has met HRCI's criteria to be pre-approved for recertification credit
--------------------------------------------------------------------------------
Sponsorship Advertisement
Free Special Report: Global Trends In Sustainability Performance Management
Download this report to discover the latest trends in sustainability performance management and learn how you can help enhance your organization's profitability and cost-effectiveness.
Download Now
2010 Update Now Available
Spot and correct compliance problems before they become costly lawsuits. You get checklists on HR policies, job descriptions, safety and OSHA, compensation programs, hiring practices, performance measurement, and much, much more.
Start Your Free Trial Today
HR Department of One
HR Audit Checklists
HR.BLR.com
10-Minute HR Trainer
SmartPolicies
--------------------------------------------------------------------------------
Upcoming Webinars
--------------------------------------------------------------------------------
I-9 Compliance: A Shift in Focus to Employer's Recordkeeping, Documentation, & Employment Practices
Tuesday, September 21, 2010
10:30 a.m.—12:00 p.m. (PST)
11:30 a.m.—1:00 p.m. (MST)
12:30 p.m.—2:00 p.m. (CST)
1:30 p.m.—3:00 p.m. (EST)
Join us on September 21 for an in-depth webinar with an expert speaker on the topic of immigration—including I-9 compliance and audits. Be sure to include your supervisors and managers so they are up to speed with your I-9 enforcement policies.
REGISTER NOW
--------------------------------------------------------------------------------
Family & Medical Leave Compliance Guide
This comprehensive resource is the Rx for your #1 HR headache. Helping you keep tabs on the changing law. Includes full explanation, pre-written forms, free updates and quarterly newsletter.
Learn more
--------------------------------------------------------------------------------
What to Do About Personnel Problems in [Your State]
For over 20 years, human resource managers have relied on this practical state employment laws resource to understand and stay on top of ever-changing employment regulations in their states. No wonder we've heard so many nice names for What to Do About Personnel Problems—we've even been called the "HR Bible"!
Learn more
--------------------------------------------------------------------------------
You received this email because you are subscriber to BLR HR Daily Advisoras: tony_ballejos@yahoo.com. To ensure proper delivery please add HRDailyAdvisor@nl.blr-news.com to your address book.
To sign up for other newsletters, cancel delivery, change delivery options or change your e-mail address, please go to our preference center.
If you are interested in advertising in this email newsletter or with BLR®—Business & Legal Resources please contact Rafael Cardoso at RCardoso@BLR.com.
If you have any questions, suggestions, or assistance, please contact customer service:
BLR®—Business & Legal Resources
141 Mill Rock Road East
Old Saybrook, CT 06475
Phone: 800-727-5257
About BLR®—Business & Legal Resources
BLR® is the leading provider of employment, safety, and environmental compliance solutions. BLR has been an acknowledged authority in covering state as well as federal law for over three decades, and employers know that they can count on BLRs industry-leading compliance and training solutions to keep them out of legal trouble, avoid fines, and save money. BLR offers solutions for business owners, executives, employees, and managers of HR, compensation, safety, environmental, or training for all-sized organizations and industries. Simply put, anyone worried about how their local state agency or national DOL, OSHA, and EPA legal requirements impact their organization can benefit from BLR. For more information, please visit www.BLR.com or call 800-727-5257.
Wednesday, September 15, 2010
Job Interview Tips: How to Interview Potential Employees as republished by Xochitl at X Corp Consulting in Hermosa Beach, CA
Copyright Lisa F. YoungSponsored Links
Interview With Confidence
Don't Let Sweat Ruin Your Chances. Get Gillette® Clinical Strength.
www.Gillette.com/ClinicalStrength
Employee Evaluation
Leading Company Wide Solution for Performance Appraisals. View Demo!
www.SuccessFactors.com/FreeTrial
Behavioral Interview Answers
Search multiple engines for behavioral interview answers
www.webcrawler.com
HR Ads
Interview Tips
Job Interview Answer
Interview Question
Human Resources HR
Mock Interview
Sponsored Links
Human Resources Systems
HR Systems Disruption? Read the Free In-Depth Survey
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Human Resources Company
Expert Human Resources Solutions. Payroll, Benefits & More. Call Now.
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Read the Daily Human Resources Blog.
•More Job Interview Questions for Employers
The job interview is a powerful factor in the employee selection process in most organizations. While the job interview may not deserve all of the attention that the job interview receives, it is still a powerful force in hiring.
Other background checking and work history references provide much less personalized and more factual information, and hopefully, you have added these checks to your hiring decisions, too. But the job interview remains key to assessing the candidate's cultural fit. The job interview remains the tool you can use to get to know your candidate on a more personal basis. The job interview process helps other employees “own” the new employee who joins your organization.
Interview With Confidence
Don't Let Sweat Ruin Your Chances. Get Gillette® Clinical Strength.
www.Gillette.com/ClinicalStrength
Employee Evaluation
Leading Company Wide Solution for Performance Appraisals. View Demo!
www.SuccessFactors.com/FreeTrial
Behavioral Interview Answers
Search multiple engines for behavioral interview answers
www.webcrawler.com
HR Ads
Interview Tips
Job Interview Answer
Interview Question
Human Resources HR
Mock Interview
Sponsored Links
Human Resources Systems
HR Systems Disruption? Read the Free In-Depth Survey
www.unit4software.com
Human Resources Company
Expert Human Resources Solutions. Payroll, Benefits & More. Call Now.
www.idomeneoenterprises.com
Read the Daily Human Resources Blog.
•More Job Interview Questions for Employers
The job interview is a powerful factor in the employee selection process in most organizations. While the job interview may not deserve all of the attention that the job interview receives, it is still a powerful force in hiring.
Other background checking and work history references provide much less personalized and more factual information, and hopefully, you have added these checks to your hiring decisions, too. But the job interview remains key to assessing the candidate's cultural fit. The job interview remains the tool you can use to get to know your candidate on a more personal basis. The job interview process helps other employees “own” the new employee who joins your organization.
1. What to Look for in an Effective Resume Cover Letter as republished by X Corp Consulting in Hermosa Beach, CA
1. What to Look for in an Effective Resume Cover Letter
Resume cover letters ought to matter to employers. Resume cover letters are reviewed first by the potential employer who is looking for reasons in the resume cover letter and resume to rule out the application. As an employer, you are also seeking the resume and resume cover letter that describe the candidate who will best fill your position. A thoughtful resume cover letter tells you that the candidate took the time to customize his application to fit your needs.
Sponsored Links
HR Certificate Online
Human Resources Certificate from Chancellor University. 100% Online!
www.jackwelchdegrees.com
Rejection Letters
Get info on rejection, benefit, hiring letters & more. Free Trial!
www.HR.BLR.com/Rejection_Letters
Employee Recognition
Easy to use, low cost Employee Incentive and Recognition programs
www.Select-Your-Gift.com
2. Interview Thank You Letters
What's important about an interview thank you letter or email from each candidate you interview? Lots. Especially if you use each interaction with the candidate to assess his or her cultural fit within your organization, these interview thank you letters add one more piece to the puzzle. And, it is a puzzle you piece together from all of the information you obtain from each step in your hiring process.
3. Job Offer Letters
Copyright Constantin KammererThe job offer letter is provided to the candidate you have selected for the position. Most frequently, the candidate and the organization have verbally negotiated the conditions of hire and the job offer letter confirms the verbal agreements. These sample job offer letters include an executive job offer letter, a mid-career job offer letter, an early career job offer letter, and a sales job offer letter.
4. Candidate Rejection Letter
Pinnacle Picture / Getty ImagesSending a candidate rejection letter to the applicants who were not selected for the job is an extra, but positive step, your company can take to build good will with candidates and establish yourself as an employer of choice. A candidate rejection letter may momentarily make the candidate sad, but it's better for both the employer and the candidate to share official notification. Plus, in an effective candidate rejection letter, you can indicate whether you have ongoing interest despite the fact that you had a more qualified candidate that you hired for this job.
5. How to Write an Employee Recognition Letter
Sheer Photo Inc. / Getty ImagesA simple thank you letter, that recognizes specific employee contributions, goes a long way in helping employees feel recognized and rewarded. These sample employee recognition letters give you examples of both formal and informal employee recognition letters.
6. Sample Resignation Letter
When an employee notifies the employer that he or she wishes to terminate their employment with your company, you will want to ask for a letter of resignation or resignation letter. The resignation letter provides you with an official document for the employee’s personnel file that demonstrates the employment ending was employee initiated.
7. Sample Resignation Letter With Future Plans
This resignation letter supplies the employer with both the resignation and the reasons why the employee has decided to accept employment with another employer.
More Human Resources Samples
•Sample Human Resources Policies, Checklists, and Forms
•Sample Interview Questions and Job Interview Tips
•Human Resources and Management OneStop Center
.
Resume cover letters ought to matter to employers. Resume cover letters are reviewed first by the potential employer who is looking for reasons in the resume cover letter and resume to rule out the application. As an employer, you are also seeking the resume and resume cover letter that describe the candidate who will best fill your position. A thoughtful resume cover letter tells you that the candidate took the time to customize his application to fit your needs.
Sponsored Links
HR Certificate Online
Human Resources Certificate from Chancellor University. 100% Online!
www.jackwelchdegrees.com
Rejection Letters
Get info on rejection, benefit, hiring letters & more. Free Trial!
www.HR.BLR.com/Rejection_Letters
Employee Recognition
Easy to use, low cost Employee Incentive and Recognition programs
www.Select-Your-Gift.com
2. Interview Thank You Letters
What's important about an interview thank you letter or email from each candidate you interview? Lots. Especially if you use each interaction with the candidate to assess his or her cultural fit within your organization, these interview thank you letters add one more piece to the puzzle. And, it is a puzzle you piece together from all of the information you obtain from each step in your hiring process.
3. Job Offer Letters
Copyright Constantin KammererThe job offer letter is provided to the candidate you have selected for the position. Most frequently, the candidate and the organization have verbally negotiated the conditions of hire and the job offer letter confirms the verbal agreements. These sample job offer letters include an executive job offer letter, a mid-career job offer letter, an early career job offer letter, and a sales job offer letter.
4. Candidate Rejection Letter
Pinnacle Picture / Getty ImagesSending a candidate rejection letter to the applicants who were not selected for the job is an extra, but positive step, your company can take to build good will with candidates and establish yourself as an employer of choice. A candidate rejection letter may momentarily make the candidate sad, but it's better for both the employer and the candidate to share official notification. Plus, in an effective candidate rejection letter, you can indicate whether you have ongoing interest despite the fact that you had a more qualified candidate that you hired for this job.
5. How to Write an Employee Recognition Letter
Sheer Photo Inc. / Getty ImagesA simple thank you letter, that recognizes specific employee contributions, goes a long way in helping employees feel recognized and rewarded. These sample employee recognition letters give you examples of both formal and informal employee recognition letters.
6. Sample Resignation Letter
When an employee notifies the employer that he or she wishes to terminate their employment with your company, you will want to ask for a letter of resignation or resignation letter. The resignation letter provides you with an official document for the employee’s personnel file that demonstrates the employment ending was employee initiated.
7. Sample Resignation Letter With Future Plans
This resignation letter supplies the employer with both the resignation and the reasons why the employee has decided to accept employment with another employer.
More Human Resources Samples
•Sample Human Resources Policies, Checklists, and Forms
•Sample Interview Questions and Job Interview Tips
•Human Resources and Management OneStop Center
.
What employees want... As republished by X Corp Consulting in Hermosa Beach, CA
TNN
Only progressive firms are able to retain their best employees. A recently released survey provides some valuable HR learnings on employee retention.
At the NASSCOM – HR summit, in a survey done among 200 respondents (read: IT professionals, HR professionals and independent consultants), a lot of interesting insights were derived.
The growing awareness about CSR initiatives in the IT industry became evident when close to 80 per cent of the participants acknowledged its impact on employee engagement.
CSR programmes were cited as one of the most effective and impactful tools through which an organisation can ensure employee engagement.
Only progressive firms are able to retain their best employees. A recently released survey provides some valuable HR learnings on employee retention.
At the NASSCOM – HR summit, in a survey done among 200 respondents (read: IT professionals, HR professionals and independent consultants), a lot of interesting insights were derived.
The growing awareness about CSR initiatives in the IT industry became evident when close to 80 per cent of the participants acknowledged its impact on employee engagement.
CSR programmes were cited as one of the most effective and impactful tools through which an organisation can ensure employee engagement.
Tuesday, September 14, 2010
What It Takes To Run A Sound Commercial Bank as republished by X Corp Consulting in Hermosa Beach, CA
Joe DePaolo has a good recipe for building a bank fast: Find great bankers and pay them well.
In 1999 Joseph DePaolo, then managing director of consumer banking at Republic National Bank, fidgeted in his office chair while a senior officer of HSBC, the British giant that had just bought Republic, gazed out DePaolo's window. "Edmund Safra started this bank in 1965," the HSBC exec mused, referring to the Lebanese billionaire who built Republic into a $50 billion (assets) institution. "I can't imagine starting a bank today." Indeed, commercial banks were consolidating into giants and the tech bubble was about to burst.
DePaolo gulped. "I'm sitting there thinking, 'Oh my god, I'm resigning in three days to go start a bank,'" he says now.
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Yahoo! BuzzWhat DePaolo lacked in timing he made up for in strategy. After spending 11 years establishing Republic's business in New York, he was convinced there was room for a bank that catered mainly to entrepreneurs, lawyers and closely held companies. Their big attraction: They tend to carry $5 million in their checking accounts, not $500. "These are people who might be worth $30 million, but it's all tied up in their business," says DePaolo, 51.
Thanks to that rich deposit base and a distaste for dicey mortgage-backed securities and commercial real estate loans, Signature Bank ( SBNY - news - people ) has grown to $10 billion in assets and 23 offices around New York. In the quarter ended Mar. 31 publicly held Signature's annualized return on equity (11%) was more than double the average for banks with more than $1 billion in assets, according to the Federal Deposit Insurance Corp.
DePaolo grew up in the Bronx and got an accounting degree from Iona College in New Rochelle, N.Y. After seven years with Peat Marwick he took a job in the bowels of Republic as an internal auditor--the kind of guy, he quips, that "most entrepreneurs think of as a necessary evil." When HSBC moved in, DePaolo started planning his escape. He had a strong backer in Scott Shay, then a partner of Lewis Ranieri, pioneer of the very mortgage-backed securities DePaolo assiduously avoids. Shay arranged for Hapoalim, Israel's largest bank, to provide the capital and back-office systems to get Signature going.
Signature has never advertised and has a minimal marketing budget. Instead DePaolo poaches veteran bankers with fat client rosters. He started at Republic: Fourteen months after he handed in his resignation, 65 Republic bankers did the same and gathered for a cocktail party at Club 101 in New York, where DePaolo doled out their new business cards. He dubbed the mass defection "Project Normandy." (HSBC sued, and the case was settled a few months later on undisclosed terms.)
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Post a CommentWhy leave a big bank for a small one? Signature pays well. John Gonzalez, among the original HSBC turncoats, began his career at Chase Manhattan in 1976 and eventually was managing a private banking office for HSBC in Manhattan. Gonzalez has a knack for reeling in prosperous Midtown law firms and private companies. But he was worried HSBC would parcel out his customers among its various divisions and jumped when DePaolo offered him a job. Does he make more at Signature? "Unequivocably," Gonzalez says with emphasis, though he won't disclose more.
DePaolo, who took home $1.7 million in cash and stock last year, says there are years when some of his best lieutenants earn more than he does. Pay is based on such performance measures as the profitability of accounts and customer retention. There's plenty of money to spread around: Signature netted $100,000 per employee last year, versus an average $6,800 by its competitors.
With the right squad, DePaolo figures Signature can grow to $20 billion in assets by feasting on deposits in New York City. "Everybody has been here since the beginning and knows the plan," he says. "It's a simple plan."
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In 1999 Joseph DePaolo, then managing director of consumer banking at Republic National Bank, fidgeted in his office chair while a senior officer of HSBC, the British giant that had just bought Republic, gazed out DePaolo's window. "Edmund Safra started this bank in 1965," the HSBC exec mused, referring to the Lebanese billionaire who built Republic into a $50 billion (assets) institution. "I can't imagine starting a bank today." Indeed, commercial banks were consolidating into giants and the tech bubble was about to burst.
DePaolo gulped. "I'm sitting there thinking, 'Oh my god, I'm resigning in three days to go start a bank,'" he says now.
Article Controls
reprint
newsletter
comments
share
del.icio.us
Digg It!
yahoo
rss
Yahoo! BuzzWhat DePaolo lacked in timing he made up for in strategy. After spending 11 years establishing Republic's business in New York, he was convinced there was room for a bank that catered mainly to entrepreneurs, lawyers and closely held companies. Their big attraction: They tend to carry $5 million in their checking accounts, not $500. "These are people who might be worth $30 million, but it's all tied up in their business," says DePaolo, 51.
Thanks to that rich deposit base and a distaste for dicey mortgage-backed securities and commercial real estate loans, Signature Bank ( SBNY - news - people ) has grown to $10 billion in assets and 23 offices around New York. In the quarter ended Mar. 31 publicly held Signature's annualized return on equity (11%) was more than double the average for banks with more than $1 billion in assets, according to the Federal Deposit Insurance Corp.
DePaolo grew up in the Bronx and got an accounting degree from Iona College in New Rochelle, N.Y. After seven years with Peat Marwick he took a job in the bowels of Republic as an internal auditor--the kind of guy, he quips, that "most entrepreneurs think of as a necessary evil." When HSBC moved in, DePaolo started planning his escape. He had a strong backer in Scott Shay, then a partner of Lewis Ranieri, pioneer of the very mortgage-backed securities DePaolo assiduously avoids. Shay arranged for Hapoalim, Israel's largest bank, to provide the capital and back-office systems to get Signature going.
Signature has never advertised and has a minimal marketing budget. Instead DePaolo poaches veteran bankers with fat client rosters. He started at Republic: Fourteen months after he handed in his resignation, 65 Republic bankers did the same and gathered for a cocktail party at Club 101 in New York, where DePaolo doled out their new business cards. He dubbed the mass defection "Project Normandy." (HSBC sued, and the case was settled a few months later on undisclosed terms.)
Featured Content
You Want Jobs? Four Revolutionary Ideas
Bring on the Share Economy
Every Man (and Woman) An Entrepreneur
Import Job Creators
Scrap the Minimum Wage
NFL Valuations 2010
Complete Contents
Not a subscriber yet?
Get Forbes for just $10
Other PublicationsForbes Asia Magazine ForbesLife Magazine
Forbes MagazinePublicationsRate This Story
Your Rating Overall Rating Reader Comments
Post a CommentWhy leave a big bank for a small one? Signature pays well. John Gonzalez, among the original HSBC turncoats, began his career at Chase Manhattan in 1976 and eventually was managing a private banking office for HSBC in Manhattan. Gonzalez has a knack for reeling in prosperous Midtown law firms and private companies. But he was worried HSBC would parcel out his customers among its various divisions and jumped when DePaolo offered him a job. Does he make more at Signature? "Unequivocably," Gonzalez says with emphasis, though he won't disclose more.
DePaolo, who took home $1.7 million in cash and stock last year, says there are years when some of his best lieutenants earn more than he does. Pay is based on such performance measures as the profitability of accounts and customer retention. There's plenty of money to spread around: Signature netted $100,000 per employee last year, versus an average $6,800 by its competitors.
With the right squad, DePaolo figures Signature can grow to $20 billion in assets by feasting on deposits in New York City. "Everybody has been here since the beginning and knows the plan," he says. "It's a simple plan."
Not a subscriber yet? Get Forbes for just $10
Reader Comments
Post a Comment
Maine Fire Department Pays $850K to Settle Sexual Harassment
As republished by Xochitl Boehm at X Corp Consulting
By Coby Daniel C. Stockford
The long-running saga of sexual harassment in the City of Westbrook Fire Department has come to an end with large settlement payments to two female firefighters. Under the settlement agreement, firefighter Kathy Rogers is set to receive about $480,000, while her colleague, Lisa Theberge, will receive about $370,000.
Rogers and Theberge filed complaints against the city with the Maine Human Rights Commission in 2008 alleging more than 100 separate incidents of sexual harassment involving 20 fire department employees. Last October, they filed a lawsuit against the city, the mayor, and the city manager in federal district court in Portland. They alleged that the city failed to take prompt and effective action to address their numerous allegations of sexual harassment and that they suffered retaliation for complaining.
These large settlement payments serve as a reminder that employers can face very real financial consequences from allegations of harassment and retaliation in the workplace. An effective and strategic response to harassment issues is essential to limit your organization’s liability. Although Westbrook recently has implemented significant organizational changes in response to this lawsuit, the city and its insurance carrier no doubt regret that more forceful and effective action wasn’t taken earlier to address the alleged harassment.
We’ll have more analysis of this case and the lessons to be learned from it in the October issue of Maine Employment Law Letter.
Daniel Stockford is an editor of Maine Employment Law Letter and a partner with Brann & Isaacson in Lewiston.
Employment Law Cases
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By Coby Daniel C. Stockford
The long-running saga of sexual harassment in the City of Westbrook Fire Department has come to an end with large settlement payments to two female firefighters. Under the settlement agreement, firefighter Kathy Rogers is set to receive about $480,000, while her colleague, Lisa Theberge, will receive about $370,000.
Rogers and Theberge filed complaints against the city with the Maine Human Rights Commission in 2008 alleging more than 100 separate incidents of sexual harassment involving 20 fire department employees. Last October, they filed a lawsuit against the city, the mayor, and the city manager in federal district court in Portland. They alleged that the city failed to take prompt and effective action to address their numerous allegations of sexual harassment and that they suffered retaliation for complaining.
These large settlement payments serve as a reminder that employers can face very real financial consequences from allegations of harassment and retaliation in the workplace. An effective and strategic response to harassment issues is essential to limit your organization’s liability. Although Westbrook recently has implemented significant organizational changes in response to this lawsuit, the city and its insurance carrier no doubt regret that more forceful and effective action wasn’t taken earlier to address the alleged harassment.
We’ll have more analysis of this case and the lessons to be learned from it in the October issue of Maine Employment Law Letter.
Daniel Stockford is an editor of Maine Employment Law Letter and a partner with Brann & Isaacson in Lewiston.
Employment Law Cases
Currently there are no comments related to this article. You have a special honor to be the first commenter. Thanks!
Friday, September 10, 2010
Harassing co-workers not part of religious accommodation
Yes, employers are obligated to accommodate employees’ religious beliefs. But there are limits.
A recent case from Kentucky sheds some light on the issue.
After a thorough reading of the Bible one night, Claudette Mitchell, a devout Christian, came to believe the world would end on Dec. 21, 2033.
After her “discovery,” she fervently told two dozen of her co-workers at the University of Kentucky. She was so adamant that several employees complained to HR.
After a verbal warning (but no disciplinary action), Mitchell resigned — and then sued, claiming religious discrimination.
The court ruled for the employer – Mitchell couldn’t prove her company took any adverse action against her.
Furthermore, the court said Mitchell wouldn’t have had a case even if she’d been fired – employers don’t have to accommodate a worker’s religious beliefs if those beliefs involve them harassing co-workers.
Cite: Mitchell v. University Medical Center, Inc. For a full look at the court decision, go here.
http://www.hrmorning.com/tag/harassment/
A recent case from Kentucky sheds some light on the issue.
After a thorough reading of the Bible one night, Claudette Mitchell, a devout Christian, came to believe the world would end on Dec. 21, 2033.
After her “discovery,” she fervently told two dozen of her co-workers at the University of Kentucky. She was so adamant that several employees complained to HR.
After a verbal warning (but no disciplinary action), Mitchell resigned — and then sued, claiming religious discrimination.
The court ruled for the employer – Mitchell couldn’t prove her company took any adverse action against her.
Furthermore, the court said Mitchell wouldn’t have had a case even if she’d been fired – employers don’t have to accommodate a worker’s religious beliefs if those beliefs involve them harassing co-workers.
Cite: Mitchell v. University Medical Center, Inc. For a full look at the court decision, go here.
http://www.hrmorning.com/tag/harassment/
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