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Blog Post: Mastering LinkedIn: The Key to Landing Your Dream Job: Added by Mandy Fard - CPRW, CMRW at 1:08pm on February 16, 2025

Blog Post: Top 11 College Recruiting Platforms for University Recruiters

Attracting the brightest young candidates is essential to many businesses and should be one of the top priorities in most talent acquisition strategies today.

In today’s competitive hiring…

Added by Rakuna at 10:50pm on November 13, 2024

Comment on: Topic 'Uneven Opportunities': ty as it relates to sustainability - taken from the UNs Millennium Development Goals (MDGs). Also interesting is similar information on sustainability from EarthTrends. " Making the Case for Women In defense of a gender perspective: Goals 1-7 Gender equality is not only a goal in its own right, but an essential ingredient for achieving all the MDGs, be it poverty eradication, protecting the environment, or access to healthcare. Attempting to meet the MDGs without incorporating gender equality will both increase the costs and minimize success. Because the MDGs are mutually reinforcing, success in meeting the goals will have positive impacts on gender equality, just as progress toward gender equality in any one area will help to further each of the other goals. Goal 1: Eradicate extreme poverty and hunger. It is now generally recognized that the majority of the world’s poor are women. Goal 1 reflects this by broadening the definition of poverty to encompass not only income poverty but other dimensions such as lack of empowerment, opportunity, capacity and security. Because many aspects of gender inequality influence the different dimensions of poverty, promoting gender equality in the design of strategies and actions to meet this goal is critical. Gender equality has a direct impact on economic growth and the reduction of income poverty by raising productivity improving efficiency, increasing economic opportunities and empowering women. Goal 2: Achieve universal primary education. Of the 150 million children aged 6-11 who don’t attend school, over 90 million are girls. Meeting the education goal therefore requires that the distinctive conditions preventing girls or boys from attending or completing primary school be addressed. Reducing education costs, improving quality, tackling parental concerns about female modesty or safety and increasing the returns to families that invest in female schooling are factors that can overcome social and economic barriers to girls’ education. Goal 2 is key to achieving Goal 1; eliminating gender disparities in education is one of the most effective poverty reduction strategies. Goal 3: Promote gender equality and women’s empowerment. Of the world's 876 million illiterate people over 15 years two-thirds are women; working women have less social protection and employment rights; a third of all women has been violently abused; over 500,000 women die each year in pregnancy and childbirth; and rates of HIV/AIDS infection among women are rapidly increasing. The proportion of seats held by women in national parliaments is also included making this goal important in its own right and to all the other MDG goals. Art Pitcher said:Susan, I think there is still a pervading mindset throughout this country and most of the world that women are simply worth less. I used to think it was just because they have been conditioned throughout time not to be assertive (for example, in asking for raises or negotiating). However, I think the issue is actually much deeper. What I am going to say next is purely my opinion, but having a 12 year old daughter and getting to know her friends has allowed me to make a couple of observations. I think society encourages young women to have a very temporary attitude about their careers because, after all, they're going to go get married and have babies. So why build your way up the career ladder if you're only going to abandon it when the right guy comes along? This is not my viewpoint, but I am making an observation about the messages that are sent to young women, and that - I believe - is very telling about how much our society perceives the role of women. In other words, as a hiring manager (general statement disclaimer, I mean a hiring manager OTHER than me), perhaps I am interviewing and in the back of my mind I'm seeing maternity leave, and maybe some time off after that, and maybe not coming back at all, after I've made an investment of both money and resources in this person. Whereas in my next interview, I'm wondering how much liquor this guy could hold before he passes out. I'm just saying. We're better as a culture in that this gender bias appears to have become more COVERT rather than OVERT..... but we still have a long way to go before the GENERAL valuation of the work produced by women is perceived as equal. And then there is the whole PC movement and the feminization of male characteristics in an effort to appear empathetic, and the list goes on. In some ways our society appears to have done a fairly good job trying to create an equilibrium, but then I see soccer teams that are "participation" based, where there are no winners and losers - or where EVERYONE'S a winner. That's not preparing our children effectively for the workplace, in my opinion. Sorry about the tangent. Art Pitcher www.TheArtOfRecruiting.net Susan Burns said:Good question Art. I've seen 3 trends - (1) reflective of men continuing to focus on being the primary family wage earner, to a larger degree than women; (2) prestige of the "school" within which the major sits at the university - arts/sciences rather than business so less men are attracted to the major; and, (3) perception of the "industry" as not "masculine" - obviously, self fulfilling prophecy.There are many similarities between retail and PR. In fact, starting wages in retail are significantly higher than PR and development programs are move evolved. I was very surprised to find a mindset within PR that continued to believe that PR college interns should work for free "because its a privilege" and that graduating seniors were being offered internships. Both of these are also big turnoffs to men and ethnic minorities, as well as top-tier students in general. All of which shows up in the senior ranks over time.What do you think?Art Pitcher said: …; Added by Susan Burns at 3:36pm on August 29, 2008

Comment for: Aloha Marcano: bility to build lasting client relationships, willing to relocate, seeking high level management position where I can apply skills and continue to grow within the company. PROFILE • Experienced in human resources, operations management, sales, budget development, staffing, cost control, suppliers, international travel, visual merchandising, marketing, and property management. • Adept in communicating effectively with customers, vendors, and staff; Able to motivate employees to their maximum potential in a team - oriented environment. • Exceptional organizational and planning skills: highly adaptable; enjoys new challenges. • Successfully worked for many different retailers and shopping center developer including: Westfield, Cartier International, Ann Taylor, Ann Taylor Loft, Banana Republic, GAP, Baby Gap and Gymboree. EXPERIENCE Westfield, LLC. ASSISTANT GENERAL MANAGER – CENTER MANAGEMENT San Diego, CA (August 2007 – Present) Summary • Transferred as an AGM from a General Manager position within the company, in order to work at a key property with over 150 stores that has the largest redevelopment project in the Westfield pipe-line. Essential Duties and Responsibilities • Ensured the Accounts Receivables for the property are up to date and balanced. • Responsible for the timely delivery of reports such as: sales, legal, Business Outlook. • Worked with several of the departments such as Marketing, Specialty Leasing, and Accounting in order to ensure that they are able to set and meet their own goals. • Ensured that Customer Service issues were addressed either by the center of the retailer. • Participated in Budgets, CAP EX Projects and assisted with specific areas such as Operations, Marketing, and Specialty Leasing. • Worked with onsite Security in order to ensure that the level of communication and follow up were always at the highest in regards to any incidents at the center. • Assisted in interviewing & hiring candidates for positions including: Operations Manager, Property Accountant, receptionist, concierge, and Specialty Leasing Manager. • Successfully communicated with all retailers in order to learn their thoughts on the business and to assist in driving their sales to ensure center sales goal growth. Westfield, LLC. GENERAL MANAGER – AIRPORT RETAIL Miami International Airport, Miami, FL (2004-2007) Summary • Responsible for the overall management, direction and coordination of the airport retail program. Location concepts included newsstands, food and beverage, apparel, jewelry & accessories, electronics, sundries and toy stores. Examples of tenants in the program are: Brookstone, Dunkin Donuts, Borders and Ron Jon. I was responsible for ensuring corporate objectives were achieved at the lowest cost consistent with corporate and Airport requirements. Also interacted with Airports or clients and their representatives to ensure their needs and objectives are satisfied. Essential Duties and Responsibilities • Ensured effective cost control and profitability for the program. Identified problem areas and proactively improved performance. Prepared annual operating budget. • Responsible for successful sales for the program of over $50 million. • Maintained communications in English and Spanish with tenants and client to improve performance. Hired, trained and supervised on-site management personnel. Set goals and objectives to evaluate performance • Responsible for the collection of monthly receivables and issuing of payables. • Contracted with outside vendors, prepared scope statements and obtained bids. • Monitored contractors performance and ensured timely completion of projects. • Evaluated the Airport retail program and executed a variety of improvements. • Drafted and executed all Temporary Retail Leasing Agreements. • Monitored on-site tenant construction for compliance with approved plans. Work proactively with tenant coordination and others to ensure minimal revenue loss from commencement dates. • Oversaw and managed the marketing program of over $220K. • Handled any tenant issues or questions in regards to their leases in order to insure leases were upheld. • Represented my company in local community outreach programs and was an active member on the Miami Dade Aviation Department Marketing Committee, and the Greater Miami Convention and Visitors Bureau. CARTIER VISUAL MERCHANDISING SUPERVISOR Richemont Latin America & Caribbean, Miami, Fl (2002-2004) Summary • Prepared, trained and implement themes in over 200 boutiques and wholesale points of sales merchandising displays and seasonal theme decorations. Assumed purchasing and stock management responsibility for all visual merchandising consumable references. Supervised and coordinated the upkeep of wholesale point of sales and fixtures in conjunction with customers and vendors. Prepared and installed decorations and displays from blueprints or drawings for trade expositions, conferences, and other special events. I traveled extensively to over 200 points of sales in Latin America and Caribbean. Essential Duties and Responsibilities • Set-up of seasonal window themes in Latin America and Caribbean: direct responsibility for design of external boutique display themes. Coordinated boutique merchandisers, staff and storeowners. • Followed up and initiated maintenance project for points of sales. • Display set-up for wholesale network (USDF, Caribbean, and Central America): Set-up of new campaigns/wholesale network. Introduced new display material throughout along with working with local suppliers and carpenters to maintain costs. • Performed training sessions for merchandisers (wholesale) POS on display and sales techniques in English and Spanish. • Followed-up on display material availability, including ordering of all necessary elements and shipping to the point of sale. • Display set-up (logistics) of special presentations and promotional events in countries such as Argentina, Aruba, Mexico, Chile, Grand Cayman, and St. Barth’s. • Set up company sales in office venues and executed the event to resemble an actual Cartier store. • Worked with bonded warehouses in order to ensure shipment of display materials and merchandise. SENIOR ASSISTANT GENERAL MANAGER Ann Taylor, Miami, Fl (1999 -2002) Summary • Successfully managed one of the top national high-end women’s retail stores in South Florida. Oversaw all aspects of business and assisted general manager. Additionally assisted in the opening of local stores in other areas and responsible for sales, conception of floor plan, visual displays, window dressing overall set up. Essential Duties and Responsibilities • Responsible for merchandising – establishing floor plans, setting up window displays and floor displays, adjusting windows and floors to seasons, local market trends and special events and to sales. • Operations responsibilities including: analyzing sales trends; inventory control, developing action plans to correct focus areas; decreasing loss and increasing profit; ensured that daily operations were up to standards. • Created new business through community involvement and active public relations programs. • Oversaw all human resource activities such as: recruiting, hiring, training, development; reviews, appraisals and schedule management for a staff of 35. Trained service staff in customer service and in suggestive selling. • Ensured that customer service was assured and up to standards. • Oversaw sales goals for sales staff by analyzing daily/weekly/monthly/ yearly figures. • Supervised the responsibilities of 3 other Assistant Managers. EDUCATION Florida International University, Miami, Florida: International Relations (1999) SKILLS • Fluent in English and Spanish. • Proficient in Microsoft Word, Excel, and Power Point, Outlook • JD Edwards E1, Crystal, New Business Objects, Alchemy and Realm • Excellent team building skills • Highly adaptable to social/cultural differences…; Added by Aloha Marcano at 1:53pm on December 9, 2008

Blog Post: TIPS FOR OVERCOMING JOB HUNT BLUES

Looking for a new job can be an exciting and rewarding experience. The very thought of landing a new opportunity breeds optimism; most job seekers look forward to…

Added by Recruiter Raya at 2:24pm on August 23, 2016

Blog Post: Job boards must evolve or die: Over a year ago, I wrote about the changes in the…; Added by Jeff Dickey-Chasins at 9:15am on September 21, 2010

Blog Post: Time to supercharge employee engagement strategies: 46 percent of the main cause of stress is the workload of an employee, with people issues at 28 percent, followed by juggling work and personal lives and job security at 6 percent.…; Added by Lucia Adams at 4:21am on June 21, 2022

Blog Post: Effective Employee Retention strategies from HR Leaders: Employee turnover is costly for companies. If your company has increasing employee turnover, it can do serious damage to organizational goals and may also dampen the organization’s reputation. So…; Added by Lucia Adams at 5:24am on August 24, 2020

Blog Post: Recruiting Perfectionism Is Slow Death: Hard to believe but I wrote this 6 years ago - just when the…; Added by Steve Levy at 12:26pm on April 15, 2015