Job Hunting Tips…

Ok….so over the past year we have seen the economy go up and down and the job opportunities following a similiar pattern.  Keeping this in mind, you must also realize the chances of landing a great job are becoming smaller and smaller.  So we decided to help our applicants with a few helpful hints about job hunting and interviewing that from a recruitment stand point can really affect the possibilities of getting the job you want. 

1. Step One – The first step in the job hunting war is the resume.  Yes…the resume.  This is perhaps the first line of defense and the biggest area of improvement for many job seekers.  We encourage you to review your resume for punctuation, grammar, spelling, etc.  We also think you should verify your dates and make sure that what you have written down is the right information.  Remember that lying on your resume is bad…very bad.  In fact many people have lost their jobs because of falsifying thier resume…don’t be a statistic. 
2. Step Two – Cast wide.  We refer to casting wide is to becoming an expert on all the job boards whether local or national ones.  Make sure to setup your job alerts on these jobs to keep you updated on all the new jobs being listed. 
3. Step Three – Concentrate!  One of the most frustrating things any applicant can do is not stay on target.  Here is what we mean.  You apply to a job that you are not qualified for?  Why?  You have just wasted your time and the recruitment manager.  Stay focused on the type of work you are qualified for and the industry you know.   Don’t randomly apply for all types of jobs that you “think” you would be great in.  This shows the recruitment manager that you will take anything…but once the right job comes along you are gone!
4. Step Four – Be on Time!  Why is it that many people have such a difficult time being on time.  Show up 10 -15 minutes ahead of the appointment time.  Do not be there 30 minutes prior…you are sending the wrong signal and will frustrate the hiring manager.  Remember that they may have other interviews before yours and that they need time to prepare.  The other part is that it demonstrates your lack of ability to follow simple instructions.  If you are unsure of the location of the site…drive the day before and know how long it will take you drive there with real traffic!   If you are not going to go, call and cancel. 
5. Step Five – Following up.  Don’t be a stalker!  Yes….you heard me right.  Frist send a thank note via email or mail to the person for the interview.  Then follow up 2-3 days after the interview.  Stop calling everyday at all hours of the day.  The final decision may not only be on one person but rather a team of people who may have interviewed you or have to give approval.  So relax….hunting the interviewer will one reduce the chances of the job by sending wrong signals.

We hope that this information is useful and stay posted…we have great new tips on improving your resume and interviewing with potential employers.

September 1, 2010

Spectra Personnel Services has joined Jobvertiz.com in a combined partnership to promote additional jobs and job opportunities nationally.  We hope that this collaboration will help stimulate our communities and our provide new opportunities not readily available.

For additional information please visit our home site at www.spectrapersonnel.com or visit our new partner www.jobvertiz.com.

6/11/2010

We are pleased to announce a few new openings. 

• Sr. Cognos Developer – WV
• Plant Controller – NC
• Business Analyst – NC
• WMS Client Support Manager – NC
• SR Hyperion Applications Analyst – NC

To apply online go to www.spectrapersonnel.com and register.  If you would like to submit your resume directly to our talent acquisitions team – resumes@spectrapersonnel.com. 

We have more coming in next week…so stay tuned.

- Spectra Recruitment Team

June 11, 2010….

Spectra Personnel is going GREEN!  That’s correct…in order to continue our efforts to preserve the environment, we have decided to Go Green and will be slowly integrating our Green Environment for our clients.

After carefull thought and consideration, was decided based on the recent events in the Gulf of Mexico.  Keeping in line with our core philosophy of continuous improvement, we will begin the process July1st. 

More updates will be sent our employees, our field employees, and our clients.  “We are confident that our clients will love and appreciate our new features as we continue to do our part to help the planet”, said Spectra Personnel spokesperson.

They’re back. Stung by the failure to pass the Employee Free Choice Act, unions are taking a new approach to sign up more workers: “We’ll protect you from unfair immigration laws.”

The latest union campaign feeds off the recent passage of Arizona’s law that allows law enforcement officers to detain anyone they have “reasonable suspicion” of being an illegal alien. Union recruiters are using the law to underscore two points to non-union workers:

1. When your state passes a similar law, the union will be there to protect you and your job from overzealous police.
2. Employers will prey on your fears by paying you less and giving you fewer benefits.

What’s really behind the push are raw numbers depicting current union membership nationwide (according the U.S. Bureau of Labor Statistics): Hispanics, at 10%, make up the lowest segment of union membership but also make up the fastest growing group of worker in the U.S. Thus, a potential large labor pool  — Hispanics — aren’t union members, and union organizers have taken notice.

Arizona, where the immigration law just passed, is a good example. Employment law attorneys there, speaking to the Phoenix Business Journal, report that they’re seeing stepped-up union recruiting that plays on worker fears about the law.

How can employers respond?

• Make sure your company’s I-9 forms and other employment-verification data are up to date and accurate,
• Educate employees about the company’s commitment to its workers.
• Educate workers about laws that cover immigration and employment. The more workers know, the less they’ll have to fear.

Interesting note: Most unions don’t require members to prove their legal immigration status.

A well-established company is looking for aggressive, self-starters for Route Sales delivery positions. Chosen employees will be responsible for early morning delivery of products on a timely basis to grocery stores, restaurants, schools, etc.  Location of the Route Sales is Virginia, Maryland, and Washington DC.

Territory offers excellent potential for establishing new accounts. Continual support is offered to ensure your success by providing training and sales and marketing material.

BASIC FUNCTIONS:

Deliver, display and sell company product line on assigned sales route in accordance with company merchandising program and standards.  Position requires demonstration of competency for all on-the-job activities that may have a direct or indirect affect on product safety, legality and/or quality.

The driving of company vehicles and/or personal vehicles in the furtherance of company business must be in a manner that is consistent with all DOT and state driving requirements.

You will be required to constantly interaction with work group and other departments at the primary work location.

POSITION RESPONSIBILITIES/MAJOR DUTIES:

Responsibilities include, but are not limited to:

• Learn and use the basic fundamentals of the route sales and direct store delivery system including:

           1)       Display                                     4)     Space and Position

           2)       Merchandising                        5)     Customer Relations

           3)       Time Schedule/Callbacks      

• Know your customers by name, their store policies that affect you, and their basic wants and needs for the baked foods department.  Establish a sound, professional relationship with key personnel.
• Maintain a professional personal appearance, including uniform dress, hygiene and grooming.
• Maintain accurate vehicle records, etc.
• Review route analysis weekly for identification of problems and opportunities.
• Maintain stales within set quotas.
• Check assigned truck prior to loading.  Keep it clean and in good repair; report weekly.  Secure load to prevent product damage.
• Maintain knowledge of your competition, including pricing, products, space and position, people, displays, account stability, etc.
• Keep safety in mind at all times.  Practice defensive driving, proper lifting, etc.
• Learn the product freshness code system and never leave out-of-code product in an account.
•     Maintain cleanliness of work area, vehicle, etc.
• Practice and comply with all company policies and procedures (EEO, Harassment, Safety, Sarbanes Oxley, etc.).
•   Performance of other duties which are deemed by management to be an integral part of the job, including but not limited to fulfillment of work schedules, adherence to attendance policies, and other applicable operating rules, policies and procedures.

ESSENTIAL JOB REQUIREMENTS:

LICENSE                           -                                                                                                

Valid state Driver’s License, current DOT certification, and documented safe driving record.

MOBILITY

• Ability to enter and exit step van on routine basis.
• Ability to exert force necessary to lift, maneuver and move an average load of 255 lbs. to/from warehouse to truck and to/from truck to customer service area.
• Lifting from various positions, on the average 50 lbs or more.
• Ability to utilize lifting, stooping and bending motion to dismantle stacks of bread trays and transfer product to customer shelves at height of 1 – 7 ft.

SENSORY

• Color and/or near vision to distinguish product date coding.

COMMUNICATIONS      -                                              

• Ability to generate written communication.
• Speech and hearing abilities that allow the individual to communicate clearly and distinctly in English, and/or another language if required.

OTHER                              -                                                                                

• Ability to read, comprehend and practice necessary safety procedures, signs, etc.  Must be able to operate assigned company vehicle in a manner that meets all DOT and state driving requirements.
• Will required to pass a credit check with rating of 580

DESIRED EXPERIENCE                                                              

• One (1) or more years of experience in sales environment.

DESIRED EDUCATION

• High School Diploma or equivalent.

Well it seems that Monster will be making its move this year, as it plans to acquire Yahoo’s Hotjobs for $225 million.   It’s only main competitor in the online recruitment business is CareerBuilder.com.  Currently Careerbuilder is owned by Gannett Co Inc, McClatchy Co, and Tribune Co making it the largest provider of online job posting and recruitment services. 

Although the unemployment is past the 10 percent marker, Monster is confident it will show strong growth and profit in 2010 and has plans to increase it’s newspaper partnerships to over 1000.  The deal is expected to close out by the end of third quater.  HotJobs annual revenue was close to $100 million as Monster posted near $905 million in 2009.

April 14-15, 2010
Houston, Texas

Who Will Attend: Workers and representatives from employer associations, labor unions, the faith community, community organizations, worker centers, the medical community, safety and health professionals, educators, government officials, Consulates, the entertainment community, the advertising industry, and other non-traditional partners.

The Goal: Reducing injuries and illnesses among Latino workers by enhancing knowledge of their workplace rights and improving their ability to exercise those rights.

The Scope: The Summit will target the construction industry and other high risk industries that employ large numbers of Latino workers.

The Action Agenda: The Summit will develop a working agenda to prevent injury and death among Latino workers. It will showcase innovative partnerships, demonstrate successful education and training strategies, and develop effective enforcement and communication strategies.

Where: Hilton Americas Hotel, Houston, Texas

Co-Sponsored with the National Institute for Occupational Safety and Health

In partnership with the National Institute of Environmental Health Sciences

TO REGISTER

Good Jobs, Safe Jobs, Green Jobs

Under the leadership of U.S. Secretary of Labor Hilda L. Solis, green jobs have become a priority at the U.S. Department of Labor (DOL). On January 20, 2010, we announced nearly $190 million in State Energy Sector Partnership and Training Grants as authorized by the American Recovery and Reinvestment Act of 2009 (Recovery Act). The State Energy Sector Partnership and Training Grants are designed to teach workers the skills required in emerging industries, including energy efficiency and renewable energy.

On January 13, 2010, we announced $150 million in “Pathways Out of Poverty” grants, as authorized by the Recovery Act. The grants will support programs that help disadvantaged populations find ways out of poverty and into economic self-sufficiency through employment in energy efficiency and renewable energy industries.

On January 6, 2010, we announced $100 million in Energy Training Partnership Grants, as authorized by the Recovery Act. The grants will support green job training programs to help dislocated workers and others, including veterans, women, African Americans and Latinos, find jobs in expanding green industries and related occupations. Approximately $28 million of the total funds will support projects in communities impacted by auto industry restructuring.

In November 2009, the Labor Department awarded $55 million in green training grants that will lead to green jobs and help communities across the nation spur economic recovery and begin the process towards energy independence. These grants are part of a larger Recovery Act initiative — totaling $500 million — to fund workforce development projects that promote economic growth by preparing workers for careers in the energy efficiency and renewable energy industries. The Department of Labor expects to release funding for two remaining green grant award categories over the beginning of 2010.

Through the Department of Labor’s Occupational Safety and Health Administration (OSHA) and other agencies, DOL has co-hosted forums on ensuring safety within the green jobs industry and increased access to green jobs for persons with disabilities.

Secretary Solis believes that strong partnerships are the key to the country’s success in strengthening not just training programs but also employers and industries. That’s why the training initiatives at the Department of Labor frequently involve strong partnerships with community colleges, local businesses, and workforce development boards. These partnerships help prepare young people, displaced workers and even elderly workers for the economy of tomorrow. They are training workers for jobs in green occupations including weatherization experts, solar panel installers, energy auditors and hybrid automobile experts. In short, they are making good jobs — that are safe, secure, green and pay family-supporting wages for more and more Americans.

Announcements About Green Jobs

• January 20, 2010: U.S. Department of Labor Announces Nearly $190 Million in State Energy Sector Partnership and Training Grants for Green Jobs | Audio & Video
• January 13, 2010: U.S. Department of Labor Announces $150 Million in “Pathways Out of Poverty” Training Grants for Green Jobs | Audio & Video
• January 6, 2010: U.S. Department of Labor Announces $100 Million in Green Jobs Training Grants through Recovery Act | Audio & Video
• December 16, 2009: Assistant Secretary for Occupational Safety and Health David Michaels’ Remarks on “Making Green Jobs Safe:
  Integrating Occupational Safety & Health into Green and Sustainability”
• November 18, 2009: U.S. Department of Labor Announces Nearly $55 Million in Green Jobs Training Grants through Recovery Act

Question: What is ERISA?

Answer: The Employee Retirement Income Security Act of 1974, or ERISA, protects the assets of millions of Americans so that funds placed in retirement plans during their working lives will be there when they retire.

ERISA is a federal law that sets minimum standards for pension plans in private industry.  For example, if an employer maintains a pension plan, ERISA specifies when an employee must be allowed to become a participant, how long they have to work before they have a nonforfeitable interest in their pension, how long a participant can be away from their job before it might affect their benefit, and whether their spouse has a right to part of their pension in the event of their death.  Most of the provisions of ERISA are effective for plan years beginning on or after January 1, 1975.
ERISA does not require any employer to establish a pension plan.  It only requires that those who establish plans must meet certain minimum standards.  The law generally does not specify how much money a participant must be paid as a benefit.

ERISA does the following:

• Requires plans to provide participants with information about the plan including important information about plan features and funding.  The plan must furnish some information regularly and automatically.  Some is available free of charge, some is not.
• Sets minimum standards for participation, vesting, benefit accrual and funding.  The law defines how long a person may be required to work before becoming eligible to participate in a plan, to accumulate benefits, and to have a nonforfeitable right to those benefits.  The law also establishes detailed funding rules that require plan sponsors to provide adequate funding for your plan.
• Requires accountability of plan fiduciaries.  ERISA generally defines a fiduciary as anyone who exercises discretionary authority or control over a plan’s management or assets, including anyone who provides investment advice to the plan.  Fiduciaries who do not follow the principles of conduct may be held responsible for restoring losses to the plan.
• Gives participants the right to sue for benefits and breaches of fiduciary duty.
• Guarantees payment of certain benefits if a defined plan is terminated, through a federally chartered corporation, known as the Pension Benefit Guaranty Corporation. <!–

  Source of FAQ: 
  http://www.dol.gov/pwba/faqs/faq_consumer_pension.html–>