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Comment on: Topic 'New Group for North Carolina AND South Carolina Recruiters/Sourcers': heir health care costs: They're banning smoking, offering yoga and wellness classes, even putting healthy snacks in vending machines. But what steps do companies take before they even open? In a trend that might sound extreme, a growing body of evidence suggests that some companies are factoring health into the way they select sites. Among other considerations, companies could be eyeing obesity rates before deciding where to put new plants and offices... The idea is that by examining obesity rates and avoiding opening where more obese people live, companies can cut their future health care costs. For the Carolinas, that could spell trouble, given that the majority of residents are tipping the scales. No companies that have recently opened sites in the Carolinas have acknowledged they consider such factors, and state and county economic development officials say companies have not asked them about obesity rates. But site selection consultants say considering the health of the potential work force is something that makes sense given rising health care costs -- and that it's likely to become more widespread. The amount companies are paying in insurance costs is reason enough to be targeting healthy employees. Health insurance premiums grew 78 percent between 2002 and 2007, according to the Kaiser Family Foundation, while the share of premiums paid by workers has held fairly steady. Between 1999 and 2005, the average cost to employers for health insurance per hour for each employee rose from $1.60 to $2.59. In an average 40-hour week, that's $103.20 spent on health care for each employee. Obese workers make the situation worse for employers. In addition to missing more days of work, researchers from RTI International have found those with high levels of obesity cost $460 to $2,500 per year in additional medical expenses. The cost of obesity at a company with 1,000 workers was pegged at an extra $285,000 a year, RTI's 2005 study found. Interesting reading here. ****** Attend the MagicMethod FREE one hour LIVE phone sourcing classroom chats on Tuesdays and Thursdays at noon EST on the MagicMethod network here.…; Added by Maureen Sharib at 10:22am on August 12, 2008

Blog Post: 4 Tips For Surviving a Period of Unemployment

Going through a period of unemployment?

Getting stressed out…

Added by Ethan Harrison Smith at 10:44am on May 21, 2018

Blog Post: Meet Susan Burns, Industry Thought Leader at Talent Synchronicity: Thought Leadership

RecruitingBlogs.com…; Added by Dave Mendoza at 1:45am on September 15, 2008

Blog Post: Motivating the Office Mob!: Motivation is the key to success! We all know this. A lack of motivation means…; Added by Michael Stoyanoff at 9:46am on February 23, 2011

Topic: Meet Susan Burns, Industry Thought Leader at Talent Synchronicity: to her presentations, or heard of fellow colleagues speak glowingly of her capabilities – needless to say I have been impressed consistently with her public figure. I can also say with pleasure that we all share our admiration for Susan’s consistent weekly live chat contributions to RecruitingBlogs.com, the Recruiting Roadshow and her upcoming session at RecruitFest in Toronto. It must be said, that having walked the streets of Amsterdam past midnight or dined, commiserated, and having corresponded with Susan Burns, “the person,” that my admiration is far more substantial in the compelling impact she makes as both a colleague and a dear friend. Her multi-faceted personality, conviction, and brilliance as a candid, thought-provoking, socially conscious friend and colleague are ever present. She is passionate in all things in life, and it is omnipresent when she evangelizes architecture aspects of Strategic Talent Planning, employment branding, and metrics that we as an industry excel through her contributions and it is in her valued friendship, that her gifts never cease to bring value. I applaud all her contributions in our industry – she lives and breathes “pay it forward” and it is a pleasure to know that the RecruitingBlogs Community have an opportunity to share the many value propositions Susan offers so selflessly and with such passion that Jason Davis and I so often witness on a personal level. Susan Burns is the “real deal” – and the community is richer for all she contributes. Susan, today as a friend, an advisor to SixDegreesfromDave.com, a personal mentor, and a thought leader we salute you, and it is ever so well deserved. Q&A with Susan Burns Six Degrees: Tell us of your Home World Susan Susan: I find a nice balance between taking on challenging physical activities and challenging career endeavors. Yoga, hiking and travel are among my deepest passions outside of work and when I can bring them all together its ideal. Two of my favorite hikes included a 100-mile trek through Torres Del Paine National Park in Southern Chile and a trip to Peru that included hiking the Inca Trail to Machu Picchu. I’ve traveled to Mexico, Costa Rica and British Columbia for yoga retreats and find the week long immersions an incredible rebalancing to the stresses of life – even though the retreats often include 5 to 6 hours of physical yoga each day. Yoga is also part of my everyday life and an area of growing interest and commitment. In fact, I’m about to undertake a 200-hour, 3 week teacher training in the Berkshires this July. There are also many areas in which yoga philosophy and practice can carry over into enhancing business practices. The very act of being “present”, focusing on the mind-body connection, and building a sense of community are just a few areas that could add value to the business world. I’m planning on exploring these further through my yoga studies and practice. Six Degrees: How did you get started in talent management? Susan: When I began my career I was in general management. I managed specialty stores and then made the transition into department stores. I loved the hum and buzz of the business and, over time, as I took on assignments of increasing volume and scope the challenges of creating community within a store environment were quite enticing. In my last store manager assignment I was responsible for over $40 million in annual revenue, an employee population of over 350 and a management team of about 16. But, one thing was missing – the company invested little in development efforts and I was intellectually bored. So, I decided to take a bit of a sabbatical and go to graduate school. I actually thought I would leave retail but found I liked the interconnectedness of strategy, product and tangible results. There is something very unique about this within a retail environment and when you’re playing in high volume you can see these three come together quite quickly. After graduate school I joined Federated Department Stores (now Macy’s Inc.). At the time Federated owned Macy’s and Bloomingdale’s and generated about $15 billion in annual sales. Initially, my role was to lead the development of a centralized college recruitment and relations strategy. Federated hired about 550 college graduates each year and another 300 as summer interns. The year was 1998 and there was a lot of change occurring because of the Internet. One of the first things I had the opportunity to do was secure support to develop a website. I think there were about 6 people on the original development team and together we mapped out the strategy for what was to become Retailology.com. The timing was right and I was fortunate to have a really talented group to work with. We saw the impact and growing value of the site in a relatively short period of time, and could demonstrate to the organization the value of being online. One of the coolest things about Retailology is that it not only benefited Federated but it also became a tool to teach students about the retail industry. A couple of years later as Internet recruiting was growing quickly in popularity and the task of sourcing/hiring via the job boards was overwhelming, I had the opportunity to present Retailology as a strategic solution for hiring across Federated – which included hourly, management positions across every function, and college recruiting. We won the support of the divisions and quickly undertook the challenge of building 12 recruitment sites on the Retailology platform. The company had an autonomous culture and the structure and branding strategy at the time required individual branded sites. As a whole, the company hired about 110,000 people annually so this was a very cool opportunity. The change implications for this were huge – we would be moving from 100% paper-based processes to taking everything online. There were several key events that created tipping points along this journey and by the time I left Federated in January, 2006, the Retailology corporate strategy had generated over 38% of the company’s total hires and touched just about every functional area and position up to director/VP. Taking on a broader role also advanced my position with the company and allowed me to take on a greater scope of work that included employment initiatives, employment branding, recruitment technology – both selection and development, change management initiatives, recruiter education and development. The role became that of an internal consultant and over the 7+ years I was with Federated I had the opportunity to work with a number of very talented and committed colleagues. While it was a difficult decision to leave Federated I was at a point in my career where I wanted to take on a broader challenge. I had a hunger to experience another industry, immerse myself in a global business and take on a more holistic role in talent management. I was recruited to head up global staffing for Waggener Edstrom Worldwide (WE). WE is the second largest independent PR agency. They are the PR agency of record for Microsoft and also have growing practice areas in public affairs, healthcare, and consumer. Once again, I was fortunate to work with a very talented team of recruiters. While I only stayed with WE for about 18 months, great headway was made with advising the Board on workforce/talent planning initiatives, sourcing strategies, recruiting structure and processes, and introducing CRM technology. Do you have a mentor to whom you attribute your overall outlook on recruitment, capabilities, and/or model your career after? Susan: There wasn’t a single event or mentor but a string of events and experiences that have influenced how I think about talent management. First, my role in store management. In retail you are uniquely dependent on talent. Whether it be the product design, assortment selection by the buyer, distribution by the planner, merchandising in-store, leading a department/selling team, or the last “12 inches” between the sales associate and the customer – its talent that makes the ultimate difference. Retail is also a business environment where you can see people’s careers move quickly. Seeing a sales associate promoted to sales manager or an assistant buyer promoted to divisional merchandise manager and eventually on to roles of increasing scope and responsibility is very rewarding! Second, coming out of graduate school I heard the same thing time and time again from my classmates – getting through to anyone in recruiting/hr was incredibly frustrating - whether callbacks, email responses, or just answering their phones. Many of my classmates were looking to make a career transition and getting a recruiter to look at their past experience and future potential was insanely challenging. The same thing would happen on informational interviews – hiring managers only wanted people who had done the job. Well, there’s evidence that indicates taking people with the potential and placing them in new environments leads to more creative thinking, innovation, personal growth and……better business results. And, while I couldn’t impact thinking across every aspect of an organization I could make a difference in how job seekers felt about their experience. I’ve been fortunate to have several mentors during my career. Mostly in the earlier days but that’s when I also think its most important. As I was “growing up” in retail it was at a time when mentor relationships developed more naturally. They not only helped me to understand the business at a more strategic level but to think broadly and creatively about building partnerships and getting results. Both of them were also terrific leaders and had their own unique way of building teams and camaraderie. Two of these mentors are still my closest friends today and are still the first people I turn to for guidance. THOUGHT LEADERSHIP RECOMMENDATIONS “Susan is smart, analytical and a great client. She knew what she wanted and was able to communicate that in an effective way. She brings original thinking and a wide network of information to any project she is part of. I have worked with Susan for several years including when she was at Macy's, Waggner and now at Talent Synchronicity. We have worked together on projects that involved selling concepts to senior management that were forward looking and not necessarily easy to get approved. Her combination of influencing skill, persistence and intelligence have led each project to a successful conclusion. She gets things done efficiently and effectively and is a good partner.” March 26, 2008 Kevin Wheeler, President/Founder, Global Learning Resources, Inc. “Susan puts recruitment process vision to work with quantifiable results. She tackled workforce planning, recruitment process and brand issues at Federated Department Stores by developing and implementing one of the first uniquely branded recruitment websites for the retail industry which resulted in tens of thousands of hires. Susan is top notch and I would use her to handle any workforce opportunity." February 22, 2008 Hank Stringer, Principal, QTalent Partners “Susan is a professional with a deep understanding of all three legs of the corporate HR platform: business strategy, HR process and leading-edge technology. Her depth of insight into ways to make HR a strategic business asset are both unique and extraordinary. It has been a real pleasure working with (and learning from) her.” January 7, 2005 Jeff Hunter, Senior Director, EA University at Electronic Arts “I've worked with Susan Burns for a little over a year now and I can say that she has the most strategic, forward-thinking and fresh approach to talent acquisition out of any leader that I've worked with in the industry. I've always said that I wanted to work with someone who I could learn from, who wasn't just pushing old ideas and who would challenge me in new ways. Susan has always managed to challenge me. She has a unique way of getting you to think about things differently. Susan is also amazingly connected in the industry and the relationships she has helped me form with thought leaders has been invaluable. She is an avid reader and spots trends and innovations before most people have adopted the known innovations. The talent acquisition community has mostly agreed that finding people with passion for their field is a key performance indicator. I've met few people with as much passion for our industry as Susan. She thinks way outside the box, outside the organization and outside the industry to come up with advances in our field that are truly innovating the way organizations acquire talent. Most notable is her work with retailology.com prior to joining Waggener Edstrom and the workforce planning work she is currently designing at our organization. If you work in our industry I hope you have an opportunity to meet Susan, collaborate with her, brainstorm, have her tell you to put on your kid glasses or just have a quick brainstorm with her. I think you will find that you walk away feeling like you have learned something new.” May 16, 2007 Steve Fogarty, Talent Manager, Adidas "Susan is a talented staffing and recruiting professional who brings a wealth of experience and expertise in the acquisition of talent and workforce planning. In her role with Waggener Edstrom, she was responsible for the global acquisition of talent and her work had a significant impact. Her passion and commitment were clearly evident and the results she guided were notable. A reduction in time-to-fill, a broad portfolio of sourcing vehicles, and several new creative staffing strategies and initiatives were all part of what Susan contributed to. Additionally, her leadership in guiding the Agency's Advisory Board through a workforce planning strategy advanced our staffing capability to positively impact the business. As a staffing industry leader she is broadly recognized for leading edge thinking and the perspective she offers to organizations and clients. Susan is smart, strategic and results-oriented. I see her as flourishing in an environment that has the management of talent as a critical business priority and where Susan can freely demonstrate her entrepreneurial and results-oriented talent." Daniele Joudene, SVP, People Services, Waggener Edstrom “Susan Burns is one of the most talented leaders in the talent management industry today -- smart, innovative, passionate, dedicated, and able to see and create solutions where most people can only identify challenges. Quite simply, she helped to make us better and more innovative as a company/partner, every step of the way. Our partnership in developing WetFeet Recruiter's Enterprise Interview Scheduling system, which delivered industry-first innovations in many areas, is just one example of one of her strongest personal assets: Susan gets results. The passion, energy, focus and commitment she brings to her work is simply extraordinary. What a joy to recommend her!” October 11, 2007 Gary Alpert, CEO, WetFeet Inc.…; Added by Dave Mendoza at 2:05am on September 8, 2008

Blog Post: Top 5 ways to beat stress at work

Added by Chris Smith at 5:42am on January 28, 2016

Topic: 6 Ways to balance college education and part-time job: ive in today, it has been documented that studying at college has become increasingly difficult as it is and if we add the element of a professional job into that mix, imagine how dire one’s situation would become then. Let’s face it however; life is tough and there is no short cut to success and maintaining the balance of work and studies is no walk in a nursery park. When it comes to quizzes, projects, examinations and expert dissertation writing, no one will be there to lend you a helping hand. Hence you must also find a way to adjust yourself in the same manner as it is with your part-time job. Fortunately we have prepared a batch of the finest tips to help you in just such a predicament:1. Make a proper schedule for your weekYou may want to reschedule all of your classes for the weekend if your part-time job requires you to work where your classes ae clashing. During those times when you are not working or attending college, use that interval for completing all of your homework and studying. Above all, you should be flexible with the routine that you have and that you do not regret it for later. Ensure yourself however, that all your college and job objectives are accounted for and completed before their due dates.2. Stay less chatty with your friendsWe’re saying that you completely shun yourself away from your close buddies at the institute, just reduce your regular hanging out with them to a minimum especially during those days when the work load in your direction is plenty and difficult to manage. This means less phone calls, less chatting on Facebook, Twitter and yes, on Instagram. There will be time to do all of this for later eve if it is just for short durations. 3. Keep away from unnecessary distractionsAside from conversing regularly with friends, you also have to cut down on all of your recreational and merrymaking pursuits. These would include going to the mall, watching movies and television shows on your computer monitors, surfing the internet for pointless junk or spams and worst of all, playing video games. As we mentioned earlier, it is tough to live the life of an adult once your duties and responsibilities begin to grow. 4. Always please your boss at workYour boss expects nothing less from you than a dedicated and hardworking employee who loves his job more than anything else. Stay at the top of your game, communicate with your peers, learn about the company as time goes by and lead a few upcoming projects to boost your performance and appraisal. You may even be considered for a long-run employment opportunity if you keep up the good work. 5. Exercise regularly to combat stressIt is essential that during your demanding hours, you maintain a strong sense of consciousness with your mind and your body in order to alleviate yourself from the ensuing psychological and physical stress from college and your job. Therefore, we would advise you to exercise regularly to help you stay active and alert with yourself. Jogging, strolling, yoga and dancing are a handful of the few amazing routines that you can help yourself with. 6. Remind yourself why you’re doing thisYou are not doing a job and college to prove your superiority and dominance of humanity, but to show that you are capable of being responsible and balanced in dealing with a complex situation such as this. You are studying to earn a degree and working to add up the experience points required to facilitate for a future job opening. …; Added by Rochelle Ceira at 1:35am on April 9, 2016

Comment on: Topic 'NEWS ON JOBS AROUND THE WORLD': yers 2009 Winter Conference on Friday at the Brewer Hegeman Conference Center at the University of Central Arkansas. Alba is the CEO and creator of JibberJobber.com and author of "I'm on LinkedIn - Now What???" According to a press release, "After a corporate downsizing impacted (Alba) in 2006, he experienced firsthand the difficulties of conducting a job search. Drawing on his extensive computer software and IT experience, (Alba) analyzed the job search process and developed JibberJobber.com, the gold standard in career management technology. (Alba) specializes in Internet and Intranet development and marketing and job and career expertise from the candidate side. He speaks to audiences world wide on blogging, social marketing, presentations, speaking, authoring." Allison Nicholas of Acxiom is the president of AACE, a professional organization of career services and college/professional recruiters and human resources professionals. She said the overall purpose of the 35-year-old organization is to facilitate the placement of Arkansas college students and alumni. Alba addressed how professionals can use social networking sites LinkedIn and Facebook to their advantage. On his Facebook page, he said, his goal is for people to buy his products, and so he does not put anything on his profile that could be "noise," such as his religion, marital status, year of birth and political beliefs. - Advertisement - Alba focused more on LinkedIn during the session. He described it as "a place to find and be found." People on LinkedIn are, to recruiters, "passive candidates" he said. "Recruiters love passive candidates," he said. "Look at it that way. Don't you think your students should be on there?" He said the key to the LinkedIn profile is credibility and making everything "look like it's done on purpose, not haphazard." Getting the right words and phrases on the page can ensure it will show up when others on the network do a keyword search, he said. "When the person finds it, you want them to connect with you. I wanted (my summary) to tell a story. It's not your resume. It's not in the resume box. (However) make sure it bleeds credibility." Alba gave several other tips for maximizing a LinkedIn page. To gain recommendations, consider finding a person you have worked with and can professionally endorse, he said. The former coworker might respond in kind. Another pair of features of the networking site is Questions and Answers, which Alba said allows him to "reach out and touch your network on a regular basis." Business people should focus on getting their brand in front of their network, he said. Regarding Facebook, Alba said it is important to keep everything clean and on-brand. "People are doing dumb stuff on Facebook and getting fired," he said. "Don't think of it as a cool place where you talk about (your private life). Think of it as an extension of your brand." However, he noted, it is "acceptable and expected to have your personality come through on Facebook." On both LinkedIn and Facebook he recommended having a head shot for the profile photo, rather than "a photo of your dog or a photo of you doing yoga." He said professionals might also consider writing a Facebook application. "You might get some viral marketing out of it," he said. He said he also posts events on Facebook, because if 10 people reply that they are attending, all their friends know about the event. Alba said he also discussed blogging and Twitter during other sessions on Friday. He said it is important to remember to be authentic and transparent and to promote conversation. For example, he said, in a Twitter post he could point someone to one of his blog posts and ask for their opinion. Mary Kay Wurm of Hot Springs National Park Community College, conference coordinator, said, "We're very pleased. (Alba) has done a great job of addressing both employers and the colleges. We're very pleased with the turnout." Nicholas said, "I think the topics are very timely for students and professors alike. I think it's the future for the job search and also sourcing candidates as well as personal and social communication. The challenge is really trying to figure out what works for you." (Staff writer Rachel Parker Dickerson can be reached by e-mail at rachel.dickerson@thecabin.net or by phone at 505-1277. Send us your news at www.thecabin.net/submit)…; Added by Melissa Furtwengler to Green Jobs Now! at 5:28am on January 12, 2009

Blog Post: How to Make More Money as a Freelancer

Freelancing is a great option whether you are a stay-at-home parent, a high school student, or even if you have a full-time day job.

Freelancing can help you make more money instead of…

Added by Apeksha at 8:18am on June 13, 2013

Blog Post: How to Write a Job Description That Will Sizzle on Social Media

How to Write a Job Description That Will Sizzle on Social Media

If social…

Added by Pete Newsome at 8:57am on August 19, 2019