Search Results - receiving

Blog Post: What Kind of Employee Am I? Personal Marketing Strategy 101: What is a…; Added by Mark A. Leon at 2:42pm on September 18, 2012

Blog Post: What is a Talent Network? – Part 1

This post is the first post on what will be a series of posts on Talent Networks and how to use them to create value in your recruitment strategy.

Over the last year, I’ve heard a…

Added by Chris Brablc at 11:41am on December 12, 2012

Blog Post: How to resign without being a jerk: You have got a new job! Well done. Now, don’t spoil it all by making a hash of your exit from where you are now. I…; Added by Greg Savage at 4:07pm on March 7, 2013

Blog Post: Midlife: The Second Chance Career: For more than twenty-years, Charlotte’s primary focus was working her way up the corporate ladder in the Human Resources…; Added by BreckAdmin at 11:44am on January 5, 2018

Blog Post: The 13 Documents You Need to Start Your HR Department: Remember when you got to go to camp or on a field trip as a kid and there was always that handy dandy checklist to help you pack? Wouldn't it be nice if that were something that you got in real…; Added by Raj Sheth at 3:20pm on February 12, 2013

Topic: Using Jack Canfield’s Success Principles in Your Recruiting Business: pital consulting business and my life. The Success Principles cover ways of being and operating from the law of attraction, to visualization to specific goal setting and action planning. We have learned the power of daily conditioning of our mind, body and our spirit. If you have not read the Success Principles, I highly recommend it. It is by far the largest contribution to my having the power and courage to alter the course of my life and up my game. Overall there are 40 Principles, much more than the 7 habits, and for the sake of keeping your attention I am listing the top eight to ten that have helped me in my career. If you want more, tell me and I will continue on this subject for the next few weeks. 1. Taking 100% responsibility for your life, for your production, for your candidate submittals for the quality of client you are working with, to the amount of clients you generate to the money in your bank account. This seems easy; however every time you complain, justify or blame you are avoiding responsibility for the way things are going. When you avoid accepting responsibility you are rendered powerless to change your situation. Like it or not --YOU are behaving like a victim. 2. Define your purpose and your mission for being in the business of recruiting, for being alive. I have met many recruiters who tell me their purpose is to make a lot of money; I believe they answer this way because they think I want to hear that answer. Many of us who chose to make recruiting and talent related careers our life’s work operate in our business with a purpose that is much more inspiring and meaningful than money. Money is the end result of our hard work and our passion; it is however not our purpose. My purpose it to be a conduit for people to embrace their personal power, live extraordinary lives and make a difference in the world. What ‘s yours? 3. Deciding what you want. What are the things you would do if you had no limits of time, money or resources? Make a list of 100 things you want to do in your life. Keep that list somewhere you can see it and check things off as you do them. Some of mine are; getting married in a winery, celebrating my 1 year anniversary in Verona, spending a week in an African village teaching self esteem to young women, Ski the Alps, Sky Dive, Kayak the Russian river, White water raft the Grand canyon, Scuba dive in Australia and Tahiti. Yes, successful recruiting generates lots of money, it is not about the money it is about what you get to do with it. 4. Believe it’s Possible, Believe in Yourself, Become an inverse Paranoid -these have to do with rewriting the tapes in your mind about who you are and what you are capable of. I always thought $250,000 was a healthy income, I thought that $400.00 was too much and I was greedy and selfish to be taking home that much money. I actually only took home that once year, and then my guilt or whatever had me funneling money elsewhere but in my pocket. I realize after reading this book and working with Jack that when I take home a $100,000,000 per year I can actually fund many other projects that the world needs funded. I can help my mom and her husband retire in a beautiful climate, I can donate a lot of money to the hemophilia foundation and I can fund adoptions out of Africa. There is much more I want to do and can do when I am cash flowing at $100,000,000 per year which is something I never even fathomed until the last 2 years. Changing your belief system is something we in our industry don’t spend much time on. If you have ever taken a Sandler sales course they have wonderful material on this, actually our beliefs are one of the major things ahead of lack of action that stop us from achieving what we want. 5. Setting Powerful Inspiring Goals in every area of our life. Specific, Measurable, Action, Resonate, and Thrilling goals with a date and time. Finance, career, relationships, recreation, health, personal, contribution. 6. Chunk It Down. Solidifying where you are going, create it in your mind. Map it in your consciousness. 7. Release the Breaks is about ending any and all negative thoughts about what you are wanting to accomplish and achieve. Stop saying can’t and stop talking about trying. Eliminate the things you say to yourself that are self deprecating. These are things like; “There are no good candidates our there”; “We are in a recession, I can’t find any good orders”, “Expensive Houses are not selling now”. I am not even advertising that I do Recruitment Outsourcing and I have people calling me weekly with work in that area, I sold my palatial estate in 4 days. These things are happening for me because my head, my thoughts and my feelings are all aligned with moving to California and building a world class Human Capital Consulting firm. It is all in our heads, so what does yours tell you about what is and isn’t possible? 8. Visualization is an extremely powerful tool that many of us are aware of, the Olympic athletes use visualization to imagine themselves performing at top levels, they imagine themselves receiving the gold, NBA use it to visualize themselves making 3 point shots, Victor Frankel imagined himself out of a concentration camp. The mind is a powerful tool and when your mind visualizes you doing something it now thinks you can do it, it finds a way to have you do it. Try it. Visualize yourself landing that contract, getting an award, shaking the hands of a CEO you want to partner with, cashing the check, closing the deal. I know this may sound silly, it works ! I lead 8 week workshops called the Success Factor for the recruiter; we obviously get much more in depth than I can get here today. If bringing your business to the next level is something you want and you want help getting there, the Success Principles can empower you to have everything you want.…; Added by Margaret Graziano at 9:05am on August 14, 2008

Topic: The Economy, How to set yourself up for success when the market slows: y, but at least I'll be ready for it this time. Back in 2001, coming off the fast and furious internet boom, we initially thought the slowdown was just a blip, a bump in the road that would quickly smooth out. This internet thing was just too big to go away, right? Needless to say, we were all blindsided when the bubble burst, and it burst hard. Back then, VC firms were throwing money at any start-up with an interesting internet idea. One of the key problems was noone had figured out how to make money on the internet. When I first started in recruiting, back in 1994, I was fortunate to have some really great mentors. One of them, Dave Tomer, taught me pretty much everything I know about recruiting and I'll never forget one of the first things he said, "Everything is cyclical. About every 7 years or so, the market tanks and you just have to be ready for it. Work smart, and work hard. It's tempting to coast a little when times are good as it's easier to make things happen with less effort, but if you work just as hard when the times are good as you do in the downtimes, you'll be way ahead of the game. So that when your income drops and you're making a third of what you used to make, you go from 300k or so to 100k and you can still buy plenty of diapers on that." He used to use that diaper analogy a lot. :) But his point was simple, and he said I actually had an advantage starting out when the market was still not so great, because I had to work hard to make things happen. Back then, 15% fees were the norm and we were still faxing resumes back then, no e-mail, and no internet! It was all about the phone back then and it was hard work. We called out of directories, networked liked crazy, and my biggest source of leads was boxes of old applications, calling candidates to reactivate them, and calling their references to see if they'd be interested. Then when the internet boom hit, our office swelled from 30 something people to over 100. Seemed like if you knew what Java was, we could get you five interviews that same day, and multiple offers were the norm. E-mail, web advertising, and the job boards had arrived, and suddenly we had a whole crop of newbie recruiters who didn't really know how to recruit, but were still making placements like crazy due to the market. They thought recruiting was easy, and in a sense it was. But when the market crashed, these recruiters were at a loss. If they didn't find candidates easily online they didn't know what to do. Since agency recruiting is a commission job, the majority of these people either moved over to the corporate side or got out of recruiting completely. The ones who'd been around awhile, were a little more prepared. They found ways to stay afloat, and even to prosper. How? By doing the following: ~~~Diversifying. If you have a narrow focus, now is the time to broaden it a little, so that the impact won't be as dramatic if one sector suddenly shuts down. ~~~Step up your communication with everyone. Reach out more now to your clients, and especially to those smaller clients that maybe only use you once or twice a year. Just check in and say hello. You want to be top of mind when they do have a need, instead of desperately calling once the market really drops and then you'll be in line with everyone else who is scrambling for orders. ~~~Same goes for candidates. We're all busy, but make more of an effort to 'touch' all of your candidates more often. Even if you don't have anything new, call and give them that update. They appreciate it more than you know and you'll get more leads and referrals from them. And be sure to call them and congratulate them when they do get a job, regardless of who places them. They'll remember you and may very well become a client if you treat them well. ~~~Start working harder NOW. Seriously. Tell yourself that the market is going to shut down in six months and you have to do all you can before that time period to prepare. Work more hours, place more candidates, and develop new clients, and save as much as you can. That way, even if the market does slow, you'll still be able to ride it out. ~~~Keep an eye on trends in the market, such as what kind of companies are receiving VC money, both initial and additional rounds. This can point you in the direction of opportunity and potential growth markets. ~~~Get organized. If you don't have a working ATS system, get one, there are many inexpensive ones out there. If you do have one, make sure all your information is current and in there. (Note to self....go through Outlook and get all those resumes and emails into the ATS!) ~~~Use that ATS. If you don't send out regular mailings, you are missing out on a HUGE source of referrals and placements. You don't have to do a fancy newsletter, just the occasional simple email with a few hot jobs. You will be guaranteed to hear back from people, candidates who took a job and it didn't work out the way they expected or referrals as people who receive your email forward it to their friends. This is so hugely powerful when done well. ~~~Invest in training. Any training to improve your skills. You know which areas are not your strongest and even if you feel pretty good about your skills, you can always get a good idea or two when you listen to a speaker. There are webinars available all over the net and regional and national conferences abound. I went to a regional one last April, and was thrilled by all the great info I was able to immediately implement. Plus, it gets you energized to try something new. ~~~Remember, that this is a fun job. The busier you are, the more fun it is. And no matter how slow the market is, you can always be busy....it's completely up to you! Happy Friday! ~Pam…; Added by pam claughton at 7:57am on September 26, 2008

Topic: SIX DEGREES: MEGA LIST NETWORKING DAY: GA LIST: Download - sixdegreesfromdave.com/MEGA-LIST-Oct-1.xls ( http://sixdegreesfromdave.com/MEGA-LIST-Oct-1.xls ) WALL STREET CRISIS RESOURCE LINKS: What does it Mean To Our Industry? Cause & Effect? SixDegreesfromDave.com Reviews Origins of The Mess Article 1: tinyurl.com/3e7oav ( http://tinyurl.com/3e7oav ) Article 2: tinyurl.com/3nbkks ( http://tinyurl.com/3nbkks ) POSTING JOBS? NEW! RecruitingBlogs.com now offers free job postings access. Use recruiting related searches at www.recruiting101.com ( http://www.recruiting101.com/ ) ** To post for free use THIS code: rbcjobs QUESTION TO MEMBERS? HAVE YOU SPECIFICALLY CLICKED GROUPS JOINED the SIX DEGREES GROUP on RecruitingBlogs.com? (You may assume you did, but joining the site doesn't mean you joined our group. Can you double check? 1) How to Join SixDegreesfromDave on RecruitingBlogs.com: (Joining Gives First Access to lists, tips, contests) Click: www.recruitingblogs.com/group/sixdegrees ( http://www.recruitingblogs.com/group/sixdegrees ) 2) How to Add me as a friend. My Facebook profile: Click: tinyurl.com/4lgslf ( http://tinyurl.com/4lgslf ) 3) How to JOIN FACEBOOK's "SixDegreesfromDave" group on Facebook: Click: tinyurl.com/4t8h4b ( http://tinyurl.com/4t8h4b ) EVENTS: SixDegreesfromDave Proudly Endorses the Following KENNEDY Conference & Expo/Sourcing Summit w/Shally Nov. 16 - 17, 2008 (Orlando, Florida) Dave Mendoza & Glenn Gutmacher present "10 Things Every Recruiter Can Do With Social Networks" REGISTER TODAY with special SixDegrees Discount, CLICK www.therecruitingconference.com/MENDOZA ( http://www.therecruitingconference.com/MENDOZA ) SPECIAL EDITION MEGA NETWORKING DAY! As promised, the first 100 to register for Donato's Webinar, sponsored by RecruitingBlogs will be featured along with other high profile contacts I am sharing today. Missed it last week? No worries I will start offering other contests coming soon to broaden the chance you too may be included. *ABOUT THE TOP TEN: The purpose of the Six Degrees weekly top ten is to send networking invitations to those listed. Each person is selected for recognition that I have known in some capacity, befriended in person and/or in similar circles that have contributed to our recruitment industry, and/or provided activism and thought leadership. WAIVER: We are not responsible for the volume or direction of networking invitations made, we are simply making an introduction based upon personal knowledge of those mentioned. Click the Mega List link - follow instructions: HOW TO LINKEDIN:Log-In CLICK/Download - sixdegreesfromdave.com/MEGA-LIST-Oct-1.xls ( http://sixdegreesfromdave.com/MEGA-LIST-Oct-1.xls ) (the excel sheet will pop up, THEN ...) (A) YOU MUST - save the excel document which pops up as a CSV file in excel. Then CLICK: www.linkedin.com/uploadContacts?displayUploadContacts=&context=2 ( http://www.linkedin.com/uploadContacts?displayUploadContacts=&context=2 ) OR CLICK: tinyurl.com/6kgnrl ( http://tinyurl.com/6kgnrl ) OR (B) Click "Add Connections" then click "Import Contacts" tab and insert only the email addresses. This only adds them into your contacts box - you still need to invite them - you go to left margin box, click imported contacts, 'select all' and send a mass PERSONALIZED invite. When you click "Add a personal note to your invitation" - AS ALWAYS Please state "Dave Mendoza/SixDegrees referred me" HOW TO FACEBOOK: Log-in Click: tinyurl.com/4wzfz2 ( http://tinyurl.com/4wzfz2 ) Then SCROLL DOWN until you see "Microsoft Outlook Express, Thunderbird, Apple Mail and others" in small blue hyperlink Upload a contacts file below and Facebook will securely import your contacts. How to create a contact file...." UNDER THAT, CLICK BROWSE button, Contact File. Upload the MEGA LIST Oct 1 file that you saved as a CSV file. Load, include message stating "Dave Mendoza/Six Degrees referred you." MANUAL VERSION For a Manual version: ** Please** ALWAYS mention Dave Mendoza in your Invites! (It is both courteous and appreciated). I only refer people I know. THIS WEEK'S TOP TEN+ Carolyn Hudson, recruitcare@live.ca Craig Silverman, csilver2@pacbell.net Jason Leonard, jason.leonard@talentmaze.com Andrew Wilmot, drew@talentmaze.com Adam Peterson, adam@vipepower.com Kal Luben, kal.luben@freescale.com Joe Neitham, neitham@gmail.com Lisa Hart, lisa.hart@nokia.com Jeff Weidner, jeffweidnerlinkedin@gmail.com Michael Kelemen, msk@rogers.com David Perry, dperry@perrymartel.com Mike Kalchman, info@cortexhr.com Anthony Meaney, ameaney@cogeco.ca Susan Kang Nam, susan@pinkoliveboutique.com Dennis Smith, smithtx@gmail.com Jerry Albright, jerry@verbalsummary.com Maha Akiki, maha.akiki@gmail.com SIX DEGREES ADVISORY Shally Steckerl, shally@jobmachine.net Glenn Gutmacher, glenn@recruiting-online.com Don Ramer, dramer@arbita.net John Sumser, john@johnsumser.com Kevin Wheeler, kwheeler@glresources.com Jorrit Blok, jblok@yourit.nl Louise Triance, louise@ukrecruiter.co.uk Susan Burns, TalentSynchronicity@mac.com Peter Weddle, peter@weddles.com FACEBOOK INVITE INSTRUCTIONS Click www.new.facebook.com/friends/#/invite.php?ref=sb ( http://www.new.facebook.com/friends/#/invite.php?ref=sb ) LINKEDIN INVITE INSTRUCTIONS Log-in to Linkedin. Click the green button, "Add Connections" located on the lower left sidebar menu of your homepage. 1. Click the green "Add Connections" on your Home page ** THE SIMPLE WAY: IF You are adding the Top Ten/Thought leaders ....You will see three columns. It will say "Add friends or colleagues to your network?" ***Manually CUT & PASTE first name, last name, email into three columns, click "Edit/preview invitation text" - Personalize your invitation and let them know I referred you NOTE: Many have asked to join this list. Too many lol. Thank you. The value in my list is in the Criteria for selection: People I Personally Know & Admire. I've worked with/known personally/have verifiable impact on our industry. To connect with each of them is your value, inviting leaders and megastars in their craft. All listed are equally "must haves" in your network! If I did one for every one who asked, I would be unable to promote ALL 12,000 people and my list would lose credibility. Please understand. If I do not know you, please do not ask to be on the list. Let's make the opportunity to be introduced someday. ~~~~~~~~~~~~~~~~~~~~~~~~~ Dave Mendoza SixDegreesfromDave.com ( http://www.sixdegreesfromdave.com/ ) ldavemendoza@gmail.com ~~~~~~~~~~~~~~~~~~~~~~~~~…; Added by Dave Mendoza at 1:47pm on October 1, 2008

Topic: The National Geospatial-Intelligence Agency Wants YOU! *Extended Dates: d our Hiring Event job annoucement and plan to make more job offers in 2009. If you are interested in career opportunities within the Department of Defense, apply today! Caveat: U.S. Citizens Only and you must be at least 18 years of age to apply. Requisition Opening Date: Nov 1, 2008 Requisition Closing Date: Nov 28, 2008 POSITION TITLE & SERIES: HIRING EVENT, NI-02 thru NI-04 PAY BAND & SALARY RANGE: Band 02 $43,557 - $72,407 Band 03 $58,206 - $95,350 Band 04 $82,961 - $133,978 DUTY STATIONS: Washington, DC Bethesda, MD Fort Belvoir, VA Reston, VA AREA OF CONSIDERATION: External Applicants Only ***NOTE: ONLY ELECTRONIC SUBMISSIONS WILL BE ACCEPTED. PLEASE GO DIRECTLY TO OUR WEBSITE AT http://www.NGA.MIL, CREATE AN ACCOUNT AND CLICK THE "HIRING EVENT" HYPER LINK. INDICATE "RecruitingBlogs" AT THE TOP OF YOUR RESUME. ASSIGNMENT DESCRIPTION Here at NGA, we are the leader in producing geospatial intelligence in support of national security and have a passion for safeguarding America's freedom. We strive to provide our employees with a stimulating environment that encourages diversity and offers challenging assignments for professional achievement and growth. We are currently growing our team of dedicated, intelligent, and talented individuals who will contribute to the ongoing achievements in their fields. If you are interested in joining an agency dedicated to growth and development, and committed to collaboration and cutting edge science and technology, we want to hear from you. A sample of some of our immediate needs, at all skill levels, are as follows: Accounting/Finance Administrative Attorneys Business, Cost Estimating Analysts Contracts Specialist (DAWIA highly desirable) Geospatial Intelligence Analysts Imagery Intelligence Analysts Interpreters HR Generalists and Specialists Marine Analysts Nautical Cartographic Analysts Project/Program Managers Police Officers Recruitment Consultants Scientists Staff Officers/Executive Officers Source Strategists Web Engineers To be considered for onsite interviews at our Fall Hiring Event, please apply now. Qualified applicants will be contacted directly for interview scheduling. BRAC INFORMATION: As a result of the Department of Defense (DoD) Base Realignment and Closure (BRAC) initiative, all major NGA facilities within the greater Washington, DC metro area will be consolidated to Springfield, VA in 2011. Note that you may be required to relocate in the future, based on mission need, nature of work performed by NGA, and the needs of NGA partners worldwide. PERMANENT CHANGE IN STATION: Travel/Transportation expenses are not authorized. QUALIFICATION REQUIREMENTS: APPLICANT EVALUATION PROCESS: Applicants will be evaluated for this job opportunity in three stages, 1) All applicants will be evaluated using the Mandatory Qualification Criteria, 2) Qualified applicants will then be evaluated by an expert or panel of experts using a combination of qualification criteria to determine the best-qualified candidates, 3) Best-qualified applicants may then be further evaluated through an interview process. Applicants are encouraged to carefully review the Assignment Description, Additional Information Provided By the Selecting Official, and the Qualification Requirements; and then construct their resumes to highlight their most relevant and significant experience and education for this job opportunity. This description should include examples that detail the level and complexity of the performed work. Applicants are encouraged to provide any education information referenced in the announcement. If education is listed as a mandatory requirement, only degrees obtained from an institution accredited by an accrediting organization recognized by the Secretary, US Department of Education will be accepted. Federal law requires that any former Federal employee who has retired under either the Civil Service Retirement System (CSRS) or the Federal Employees Retirement System (FERS) who is reemployed in the Department of Defense is entitled to full pay and full annuity. Such annuitants must, however, meet the employment criteria specified by DoD Policy Memorandum, Employment of Annuitants, March 18, 2004 (as amended). If you are receiving an annuity of any kind from the Civil Service Retirement and Disability Fund, you may not be eligible for employment with NGA, unless the criteria apply in your case. The DoD policy and employment criteria may be found at http://www.cpms.osd.mil/fas/staffing/pdf/rem_ann.pdf SPECIAL INFORMATION - Direct Deposit Required - Two Year Probationary Period - U.S. Citizenship Required - Position Subject to Drug Testing - Security Clearance Required - Top Secret - Sensitive Compartmented Information - Polygraph Test Required SPECIAL REQUIREMENTS You must be able to obtain and retain a Top Secret security clearance with access to Sensitive Compartmented Information. This process may take up to one year or more to be completed. In addition, you may be required to successfully complete a polygraph examination for the current position you applied for and/or for any future position(s). BENEFITS INFO Pay is only part of the compensation you will earn working for the Federal Government. We offer a broad array of benefits programs and family friendly flexibilities to meet the needs of you and your family. Here are some highlights. Look for additional information along with links to pages that spell out the details below. You may participate in the Federal Employees Health Benefits program, with costs shared with your employer. More info: www.usajobs.gov/jobextrainfo.asp#FEHB Life insurance coverage is provided. More info: www.usajobs.gov/jobextrainfo.asp#life Long-Term Care Insurance is offered and carries into your retirement. More info: www.usajobs.gov/jobextrainfo.asp#ltci New employees are automatically covered by the Federal Employees Retirement System (FERS). If you are transferring from another agency and covered by CSRS, you may continue in this program. More info: www.usajobs.gov/jobextrainfo.asp#retr You will earn annual vacation leave. More info: www.usajobs.gov/jobextrainfo.asp#VACA You will earn sick leave. More info: www.usajobs.gov/jobextrainfo.asp#SKLV You will be paid for federal holidays that fall within your regularly scheduled tour of duty. More info: www.usajobs.gov/jobextrainfo.asp#HOLI In addition to federal benefits, NGA employees are also eligible for a suite of benefits offered only to the Intelligence Community (IC). The Compass Rose Benefits Group (CRBG) offers insurance products and services to all IC civilian employees. Compass Rose benefits include: Term Life Insurance, Group Accident Plan, Income Replacement, and Long Term Care Insurance. For more information on this highly-restricted opportunity, please visit the Compass Rose website: www.compassrosebenefits.com Location(s): Bethesda, MD; Fort Belvoir, VA; Reston, VA; Washington, DC; Please apply before: 10/17/2008…; Added by Debra Fitzwater at 7:56pm on October 5, 2008

Topic: Glassdoor Announces Employees' Choice Award Winners, Top 50 Best Place To Work For 2013: or, a jobs and career community, has announced the winners of the fifth annual Employees’ Choice Awards, a list of the 50 Best Places to Work for 2013. The Employees’ Choice Awards rely solely on the input of employees who elect to provide feedback on their job, work environment and company, via Glassdoor’s anonymous online company review survey. The top five Best Places to Work for 2013 are: Facebook, McKinsey & Company,Riverbed Technology, Bain & Company, and MD Anderson Cancer Center. “The Employees’ Choice Awards are one of the highest honors a company can receive, as it is an authentic and tangible reflection of employee satisfaction,” said Robert Hohman, Glassdoor CEO and co-founder. “Due to greater workplace transparency, information about what it’s like to work at particular companies is becoming increasingly influential as job seekers and employees consider their next career move.” Facebook was ranked as the top rated employer for a second year. The social network giant received the highest rating in the2011 Employees’ Choice Awards and was among the top three in the 2012 awards. Employees commented favorably about the opportunity to impact a billion people, the company’s continued commitment to its hacker culture, trust in CEO Mark Zuckerberg, and the great perks and benefits that help employees balance their work with their personal lives. “We’re honored to receive this award from Glassdoor,” said Lori Goler, Facebook’s vice president of people and recruiting. “We strive to make Facebook a place where everyone is able to have an impact doing what they love. Receiving this award is a testament to the culture of builders we’ve worked hard to create.” While Facebook made the list the past three years, there are 10 companies that have been recognized as a Best Place to Work since the awards debuted in 2009. Companies to win all five years include: Apple, Bain & Company, CareerBuilder,Chevron, General Mills, Google, McKinsey & Company, MITRE, National Instruments, and QUALCOMM. There are 21 companies that are first-time recipients of the Employees’ Choice Award including: In-N-Out Burger, Workday, JetBlue,MasterCard, and IKEA. Check out the complete list of the top 50 Best Places to Work for 2013. Nearly half a million company reviews were submitted to Glassdoor during the past 12 months, which help put their employers in the running for this award. The Glassdoor company review survey asks employees to rate their satisfaction with the company overall and key workplace factors, such as career opportunities, compensation and benefits, work/life balance, senior management, as well as culture and values. The list was compiled using Glassdoor’s proprietary algorithm and the overall ranking determined using each company’s overall Glassdoor rating. For the purposes of this list, the overall company rating is the cumulative average rating from US-based employees who participated in the survey between November 24, 2011 and November 13, 2012. For more information about the awards, including employee commentary for all companies from the past year, visit Glassdoor’s Best Places to Work page. A complete copy of the Glassdoor survey along with information about the Best Places to Work methodology may be requested via email to: pr [at] Glassdoor [dot] com. To receive regular updates and other jobs and company reports, visit the Glassdoor Blog, and follow Glassdoor on Twitter, Facebook, and LinkedIn. # # # About Glassdoor Glassdoor is a fast growing career community that is changing the way people search for jobs, and companies recruit and retain top talent. Users have the ability to leverage their Facebook network to uncover Inside Connections at a company, see the latest job listings, as well as get access to proprietary user-generated content including salary reports, company reviews, interview questions and reviews, office photos, and CEO approval ratings. Glassdoor, founded in 2007, is backed by Benchmark Capital, Sutter Hill Ventures, Battery Ventures and DAG Ventures. More information about Glassdoor can be found on its blog, and by following the company on Facebook, Twitter and LinkedIn. Glassdoor.com is a registered trademark of Glassdoor, Inc. …; Added by Noel Cocca at 3:29pm on December 12, 2012