The Job Exchange

Tapping Into The Hidden Job Market

13 companies hiring this year


Here are a variety of such strong companies in various industries, which are looking to hire a diverse selection of jobs in 2009, despite the tough economy:

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03/16/2009 Posted by | job search | , , , , , , | 2 Comments

What to Do If You Get Laid Off

Employment consultant Martha Finney doesn’t pull any punches when she talks about layoffs. “The very first thing we should all do is just cop to the fact that it could be us,” she says. “If we’re drawing a paycheck, we could be losing that paycheck. Period.” Her new book, Rebound: A Proven Plan for Starting Over After Job Loss (FT Press) is intended for those who are nervous about their job security or find themselves on the unemployment line. With 3.6 million jobs lost since the recession began in December 2007, that’s a lot of people.

– What if someone tells you that you’re being let go? What do you do and say?
– Is it O.K. to express that you think the layoff is unfair?
– Is there any point in writing down what’s been said to you?
– Who do your files belong to? Are you allowed to take them?
– Should you tell everyone in the office what happened or leave quietly?
– What do you tell your kids?
– What if you think your dismissal is age discrimination?
– What do you tell a prospective employer about your layoff? 

Read more at,8599,1881805,00.html

03/02/2009 Posted by | layoffs | , , | 2 Comments

The Online Job Search Myth


The myth of online job searching is that the speed and ease of sending off a resume – or of posting an open position, for that matter – makes the overall online job-posting and job-hunting process painless. Would that it were so. Ten years ago, online job searching was all the rage. It still is – in terms of the hours job-seekers spend sending resumes to employers via Monster, CareerBuilder, HotJobs and the other mega career sites. But something significant has changed.

Job-seekers have figured out that in many cases, your chance of getting a job by zipping off a bunch of resumes online is about the same as your chance of being recruited for Major League Baseball. Recruiters have figured out that the time and expense of screening hundreds of resumes makes the big job websites far less appealing than they might be. Both job-seekers and recruiters are looking for alternatives, and they’re finding them. In fact, job-seekers can waste countless hours carefully composing cover letters to send in response to jobs posted online, only to finally deduce the truth: most resumes sent electronically via career sites never get read. How could they be read? Corporate recruiters can’t keep up with the volume of resumes they receive. The process of sending off a resume, so easy on the job-seeker side, makes the recruiter’s task all the more difficult. Thus job websites have the unintended effect of depressing job-seekers’ spirits by making them feel that even sending 100 resumes out into cyberspace won’t net them a single response. And often, it doesn’t


02/28/2009 Posted by | hiring, job search | , , , , , | 7 Comments

Pearson Education: 247 openings

2/26/09 Update: 238 jobs!

Start your search here by plugging in whatever parameters you wish, and begin to discover where you might fit into the Pearson family.

02/26/2009 Posted by | jobs | , , , , | 2 Comments

The Seven Dumbest Layoff Alternatives


Dr. John Sullivan is a workforce planner. That’s a nice way of saying layoff specialist. Sullivan says almost all layoffs and layoff alternatives are done wrong.

That’s a big issue, since so many layoffs are happening. The Labor Department reported almost 600,000 job losses in January alone. But businesses that try to avoid layoffs by instituting pay cuts, hiring freezes or furloughs usually screw up too.

The main reasons layoffs and their alternatives are done poorly, according to Sullivan: They’re left in the hands of employees and human resources professionals. If you go for voluntary early retirements or buyouts, you’re letting your workers decide who stays and who leaves. Top performers will always feel confident they can find a job elsewhere, while poor employees won’t. So the good employees will be the ones to exit. You’re paying them to walk out the door.

High-paid employees may also feel that if they leave, they’ll save the jobs of three others. That’s misguided, though, because a company needs the best staff it can get. If it lets its most valuable employees walk, the three others may find themselves without jobs when the company or department folds.

Human resources professionals cause problems because they concern themselves too much with trying to be “fair,” partly to avoid lawsuits. That makes them go for across-the-board actions–layoffs, pay cuts or hiring and overtime freezes–that tell employees that performance doesn’t matter, that the best and worst staffers will be treated exactly the same. That, too, can drive top performers to begin looking for companies willing to treat them better.

And don’t forget how layoffs can feed talent to the competition, especially if the competition is creative and aggressive about it. When Yahoo! cut a chunk of staff at its headquarters in December, a small start-up company called Tokbox, which provides a free video chat service, set up a taco truck across the street from Yahoo!’s corporate headquarters. It gave any Yahoo! employee who stopped by–laid off or not–not only free tacos but a promise of five jobs to be considered for. Tokbox’s vice-president of marketing, Micky O’Brien, says it was a sudden idea conceived the day before.

Once you’ve rejected across-the-board cuts, you may be tempted to make HR hack off the 10% of the staff with the least seniority. That won’t do much good for the company either, Sullivan says. It will cost you a lot of new, fresh ideas.

Furloughs (unpaid, forced vacation time) pretty much never make sense. They’re terrible for morale, and they don’t save much money. Roughly 40% to 60% of what a company spends on its employees isn’t salary or wages but rather benefits, workspace and other things that don’t stop costing during a furlough. Furthermore, many furloughed employees take their time away as an opportunity to look for a new job–increasing the chances that the best talent will depart. And morale and stress problems afflict the employees left behind, as they feel that they have to make up for the absent staffers. In some jobs, such as sales representative, the amount a worker brings into the business is more than the company can save with a furlough anyway.

The corporate culture should be a major consideration in workforce planning, according to Steve Miranda. He’s the strategic planning officer for the Society for Human Resource Management. Companies that have a history of weathering tough times should stick to their own track records. Consistency matters. Southwest Airlines has kept to a no-layoff policy for decades. If that changed that now, the company would lose a terrific advantage over its competitors.

Whatever you choose to do, layoffs or their alternatives, you need to do it more carefully than is common. Across-the-board anything is a bad idea. It shuts down innovative and reliable producers, indiscriminately punishes top performers and cuts back in areas that could help keep the company profitable. “You wouldn’t tell a Michael Jordan not to play for one week just to keep things even with the other players,” says Sullivan, who loves to relate layoff strategies to sports, the one industry that he says does workforce management right.

Companies, particularly large public ones, ultimately need to bear in mind that their greatest concern is their remaining employees. In December, Bank of America announced it would lay off 35,000 over three years. “That message was not for the employees,” says Mitchell Marks, an organizational psychologist at San Francisco State University. Companies sometimes announce layoffs just to look decisive, he says. That’s never worth it.

Marks wrote the book on dealing with workforce trauma, Charging Back Up the Hill: Workplace Recovery After Mergers, Acquisitions and Downsizings. Step one: Get the process done as fast as possible. Then let your remaining workers mourn their losses (of co-workers, job security confidence and even a sense of fair play among staff). While companies always see monetary advantage in layoffs, buyout offers, furloughs and freezes, they too often overlook something at least as important: an undistracted employee.

Don’t drive out your best employees with your worst.

02/20/2009 Posted by | layoffs | , , , | 4 Comments

The Latest Recruiting Jobs



Sr. ERP Technical Recruiter

at M9Solutions, Atlanta, GA


Team Lead, Recruiting

at Amedisys Home Health, Baton Rouge, LA


Director of Recruiting

at VCA, Los Angeles, CA


Recruitment Account Manager

at ABB Inc., Westerville, OH


Manager, Employee Resource Center

at Takeda Pharmaceuticals North America, Deerfield, IL


Specialist, Recruiter

at Pew Charitable Trusts, Washington, DC


Human Resource Manager

at H-E-B Distribution Center, Houston, TX


Talent Scout – DaVita Rx – Coppell , TX

at DaVita, Coppell, TX


Sales Healthcare Consultant

at Career Management Source, Telecommuting – Anywhere from the US  


Recruiting Leader – Systems Administrator

at CVS Caremark, Multiple locations


Human Resources Manager

at Takeda San Francisco, San Francisco, CA

02/17/2009 Posted by | jobs | , , | Leave a comment

Who’s still hiring in this tough economy?


Though it is no longer a job seeker’s market, hiring has not come to a standstill. The choices of jobs may not be as numerous, but they are still out there – from smaller mom-and-pops to larger government organizations like the U.S. Census Bureau.

Private companies in health care, human resources, technology, time-shares, security, retail stores, restaurants, and supermarkets are still looking for people to hire, as others scale back and trim down their staff. The hospitality sector has been hardest hit, with retail not far behind, as national chains announce closures and cutbacks. Though some hotel workers have been able to keep their jobs, hours have been scaled back, or pay reduced.

For so long, unemployment was low, and employers would take anyone with a pulse. Job seekers got used to that. Now we’re back to higher unemployment rates, and you’ve got to work harder to find a job. Job listings are not coming in as rapidly as they did during boom times but you can still find them out there if you look hard enough. You just have to use all the resources available to you, from traditional classifieds to online job boards, and continuing to build your network.

02/16/2009 Posted by | Economy | , | 1 Comment