October 31, 2011

Want a Job? 5 Steps to Personal Branding

Want a Job? 5 Steps to Personal Branding

Dr. Ira S. Wolfe

Dr. Ira S. Wolfe

By Dr. Ira S. Wolfe


No matter what the season or economic stimulus, the unemployed and underemployed worker is struggling to find work. That’s grim news for many people looking for work or a change in careers, especially those jobseekers pitching themselves to employers the same way 15 million other jobseekers are doing it.

Despite these ominous odds, employers are hiring. They are just much more diligent and particular about whom they put on their payroll. That means jobseekers must be equally diligent and resourceful. Therefore it is critical that a candidate present him- or herself in the best light possible, in as many ways as possible, to as many prospective employers as possible. In other words, if you want that next job, it’s time to brand yourself.
Brand yourself? What, exactly, does that mean? Isn’t branding the responsibility of marketing and public relations departments and ad agencies? If that is what you think, it’s time to change your tune…and brand. (more…)


October 24, 2011

Best Practices for Online Job Postings – Advice from the DOJ

Best Practices for Online Job Postings

from The United States Department of Justice

The Immigration and Nationality Act prohibits citizenship status and national origin discrimination with respect to hiring, termination, and recruiting or referring for a fee.8 U.S.C. § 1324b(a)(1)(B).

Employers may not treat individuals differently because they are, or are not, U.S. citizens or work authorized individuals. U.S. citizens, asylees, refugees, recent permanent residents and temporary residents are protected from citizenship status discrimination. Employers may not reject valid employment eligibility documents or require more or different documents on the basis of a person’s national origin or citizenship status.

Over the past decade, the Internet has proven to be a valuable resource for matching employers with job seekers. The following list of best practices is intended as a guide for Internet job search engine sites and employers and recruiters who post job ads on the Internet.

DOs for Internet Job Search Engines

– Do require employers, recruiters, and others posting employment ads to sign a membership agreement and client contract that require compliance with all applicable equal employment opportunity laws, including the anti-discrimination provision of the Immigration and Naturalization Act, and:

– Prohibit any posting that requires U.S. citizenship or lawful permanent residence in the U.S. as a condition of employment, unless otherwise required in order to comply with law, regulation, executive order, or government contract.

– Prohibit any job requirement or criterion in connection with a job posting that discriminates on the basis of citizenship status or national origin.

– Do create a link for employers posting directly on the website that outlines prohibited employment practices and email the link to employers prior to permitting a job posting on the site.

– Do send employers an email each time the employer posts mass job announcements via file transfer protocol (FTP) that includes a link to the prohibited job postings link mentioned above.

– Do create an Equal Employment Opportunity page or an Employer Resources page discussing EEO issues and prohibited job postings. For further reference, these pages can link to the website of the Office of Special Counsel for Immigration-Related Unfair Employment Practices (OSC) at http://www.justice.gov/crt/about/osc

– Do monitor employers’ postings and pull ads that use prohibited discriminatory language or criteria.

DOs for Employers and Recruiters

– Do treat equally U.S. citizens, lawful permanent residents, temporary residents, asylees, and refugees in recruitment or hiring.

– Do embrace equal employment practices, including: refraining from discriminating on the basis of national origin; and/or immigration and citizenship status.

– Do avoid making the assumption that only U.S. citizens are authorized to work in the United States.

– Do avoid the following language in job postings:

– “Only U.S. Citizens”
– “Citizenship requirement”*
– “Only U.S. Citizens or Green Card Holders”
– “H-1Bs Only”
– “Must have a U.S. Passport”
– “Must have a green card” 

*UNLESS U.S. citizenship is required by law, regulation, executive order, or government contract.

– Do allow all employees (including non-U.S. citizens) to provide any permissible documents to establish their identity or work authorization during the employment verification process.

– Do recognize that refugees and those newly granted asylum who have not yet received a Social Security number may not be fully able to complete on-line applications even though they are authorized to work in the U.S. indefinitely, and avoid creating unnecessary hurdles for such individuals.

For further information on immigration-related employment discrimination, contact OSC at 1-800-255-8155 (Employer Hotline) or at (202) 616-5594 (main line).

Get more directly from the Dept. of Justice

The original DOJ article can be found on the United States Department of Justice website at:




October 17, 2011

Power, Optimism, and Risk-Taking, By Cameron Anderson, University of California, Berkeley, and

Power, Optimism, and Risk-Taking

Cameron Anderson, PhD

Cameron Anderson, PhD

By Cameron Anderson, University of California, Berkeley, and
Adam D. Galinsky, Northwestern University, Evanston, Illinois

Power fascinates. People spend an inordinate amount of time attending to, thinking about, and discussing the thoughts and behaviors of powerful and prestigious individuals—be they heads of state, CEOs, or prominent members of their local church, club, or community. Though typically viewed as frivolous and the province of gossip and gawking, this interest in powerholders is often important and useful. On a practical level, understanding the minds of those with power helps people appreciate how their leaders make decisions—decisions that impact people’s own lives. The behaviors of the powerful have inordinate pull, in that their actions have greater impact and matter more compared to those without power. On a theoretical level, understanding powerholders’ behavior can also provide a window into human nature more broadly; for only when people possess power do some of their deepest desires and motivations reveal themselves in the light of day. (more…)


October 10, 2011

Staffing & Employment News

Staffing & Employment News 

Job growth improved more than expected in September. Payroll jobs advanced 103,000 in September despite government sector contraction – private non-farm payrolls gained a total of 137,000 in September, following a 42,000 increase in August and 173,000 in July. Friday’s employment report shows that the labor market is not quite as sluggish as earlier believed. (more…)


October 3, 2011

Secrets to Impressing your Recruiter and Landing the Job

Secrets to Impressing your Recruiter and Landing the Job

Rob Reeves

Rob Reeves

By Rob Reeves, CEO, President


Whether you are applying directly to a company or working with an independent search firm, you need to impress the recruiter! The recruiter is likely your first point of contact, you need to impress them and do your part to streamline the process.

How? (more…)


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