Monthly Archives: August 2011
2011.09.21 ~ Webcast ~ Free ~ Prepare for Your Budget Cuts by Identifying and Managing Underperforming IT Assets
Attend this live webcast and find out how to identify and manage underperforming IT assets. Learn the tools that customers are using to discover what they have, ensure it is being utilized efficiently, and then incorporate automated processes that minimize the amount of manual intervention required.
You will learn:
~~ How to uncover what assets you have and how they are being used.
~~ How to find underutilized assets and redeploy them rather than buying new ones.
~~ How you can leverage virtualization or cloud to reduce hoarding of “just in case” IT assets.
Prepare for Your Budget Cuts by Identifying and Managing Underperforming IT Assets
Date: September 21, 2011 – 2 pm EST / 11am PST
Location: Your Computer
Click here to sign-in: http://tinyurl.com/3suk7sv
This Federal Computer Week and GCN exclusive webcast is sponsored by IBM
It’s tough to find a job these days, much less the job of one’s dreams, in the slowly-healing economy. Long gone is the era when a good resume and a few interviews did the trick. Yet too many of us still chase our dreams in the same old ways. Says contrarian headhunter Nick Corcodilos, “If you don’t believe America’s employment system is broken, ask yourself why your resumes don’t lead to interviews, and why interviews don’t lead to job offers. “ Corcodilos, publisher of Ask The Headhunter, says the problem is automation. “Job offers don’t come from job postings; they come from people. Your gut tells you that, but your behavior suggests you’re wasting too much time waiting for a job to come along.” Here, he offers some actionable tips to landing a position, even in these trying times. Corcodilos’s “Ask The Headhunter” books—including “Answer Kit: How Can I Change Careers?” and “How to Work with Headhunters. . . and How To Make Headhunters Work For You offer more in-depth ideas for getting or changing jobs.
Rayburn Correctional Center is looking for people to be involved with its annual Offender Resource/ Job Fair from 9 a.m. to 3:30 p.m. on Sept. 21 to help enable a successful re-entry into society for the more than 115 skilled and semi-skilled offenders who are eligible for release over the course of the next year.
Most of the offenders will enter communities in and around New Orleans, Baton Rouge, Slidell, Lafayette and Alexandria. The fair is designed to help ease what can be a difficult transition by providing the stability of employment and a knowledge of community resources such as housing, faith-based programs and other support systems.
Prior to their incarceration, many of the offenders already possessed skills and good work histories in fields like construction, heavy equipment operations and oilfield work, according to RCC. More than half of this year’s participants have completed one of four Louisiana Technical College training programs in addition to earning industry-recognized credentials such as Ser-Safe certifications.
Additionally, all offenders receive on-the-job skills training for a wide variety of positions that range from automotive repairman, welder, carpenter, roofer, forklift operator and plumber to clerical assistant, animal caretaker, paralegal, library clerk, hospital orderly, cook and laundry technician.
Offenders will prepare job applications, complete with detailed training and work history information, in advance.
Released offenders qualify for the Work Opportunity Tax Credit Program that entitles employers for up to a 40 percent tax credit on the first $6,000 in wages paid the first year o the job. Employers may also qualify for an additional reimbursement of 50 percent of the employee’s salary if Workforce Investment Act criteria are met. And federal bonding may be available, according to RCC.
RCC Education, Classification, Mental Health and Re-Entry staff will be available to assist potential employers and resource agency participants before, during and after the fair, and lunch will be provided by the RCC culinary school. Participants need only bring their display materials.
In order to obtain security clearance, participants must complete a registration form. The deadline to register and reserve a space is Sept. 10. Contact the Re-Entry Department at 661-6336 as soon as possible.
Jobs & Careers / (ISC)² offering grants to encourage women to take up cybersecurity careers / The organisation is also offering multiple grants of up to $5,000 to undergraduates, and seed funding of up to eight grants for up to $3,000 each to graduate doing research in cyber security.
HARRISBURG, PA /PRNewswire-USNewswire/ ~~ The Pennsylvania Department of Aging is seeking nominations for its annual “Champions of Older Workers” award, which honors employers who understand the value and talents of older workers.
“As our population ages and the state of our economy is uncertain, more people are choosing to remain in the workforce,” said Secretary of Aging Brian Duke. “Our older workers are a reliable and valuable resource to employers.”
Letters seeking nominations were sent to Area Agencies on Aging (AAAs), Workforce Investment Boards (WIBs), CareerLinks and the General Assembly. Nominations will also be accepted from businesses and individuals.
One employer will be selected for its efforts to hire workers age 55 and older. The company will be inducted into the Pennsylvania Hall of Fame of Champions of Older Workers. The Department of Aging has been naming companies to the Hall of Fame since 1984.
Last year’s award recipient was Soldiers & Sailors Memorial Hospital in Tioga County. The hospital employs 493 people, 208 of whom are over the age of 50.
Pennsylvanians ages 45 to 64 will soon account for 40 percent of the state’s labor force.
Nomination forms are available online at www.aging.state.pa.us. Nominations must be received by Dec. 2. The winner will be announced next spring.
Media contact: Christina Reese, 717-783-1549
SOURCE Pennsylvania Department of Aging
Web Site: http://www.aging.state.pa.us
Emergent Ranks No. 306 on the 2011 Inc. 500 with Three-Year Sales Growth of 1,063%
VIENNA, VA /PRNewswire/ ~~ Emergent, LLC, an award-winning small business and IT solutions provider, today announced it has been recognized in the 30th Annual Inc. 500 ranking of the fastest growing private companies in the country. With a 3 year growth rate of 1,063 percent, Emergent ranks #306 on the list. The list represents the most comprehensive look at the most important segment of the economy~~America’s independent entrepreneurs. Companies such as Microsoft, Zappos, Intuit, Jamba Juice, Zipcar, Clif Bar, Vizio, Oracle, and many other well-known names gained early exposure as members of the Inc. 500.
The 2011 Inc. 500, unveiled in the September issue of Inc. (available on newsstands August 23 to November 15 and on Inc.com), is a group of companies that are smaller but much faster-growing than last year’s crop. Aggregate revenue is $10.5 billion, with a median three-year growth of 1,275 percent. The companies on this year’s list employ more than 46,000 people and generated over 35,000 jobs in the past three years. Complete results of the Inc. 500, including company profiles and an interactive database that can be sorted by industry, region, and other criteria, can be found on Inc.com/500.
“The Inc. 500 award and recognition shows the dedication and commitment to results by the entire Emergent family of employees,” said Greg Christensen, President and CEO of Emergent. “We are proud to be one of the nation’s fastest growing private companies, and believe our growth is fueled by the amazing people working at Emergent that are the foundation of our sustained success. Through our close customer relationships and robust partnerships with our complimentary software, hardware, cloud and cyber security vendor communities, we are helping solve some of the most complex IT challenges worldwide delivering the right level of people, processes and technologies.”
Emergent is an IT solutions provider serving the unique needs of the Federal Government, State and Local Governments and Commercial markets nationwide. Emergent streamlines a customer’s approach to purchasing IT and provides specialized training and consulting services helping to integrate and implement a wide variety of technologies.
“Ranking in this year’s Inc. 500 is a tremendous accomplishment for Emergent and we are thrilled,” says Paul Kohler, Executive Vice President. “The Emergent team partners closely with some of the most respected IT brands and this award is proof that our growth is directly attributed to the success of those partnerships.”
Emergent is an award winning Value Added Reseller (VAR) and GSA Schedule Holder (GS-35F-0119W) providing comprehensive IT solutions including product acquisition, consulting and training services. Emergent offers complimentary technology solutions including, Adobe, Red Hat, Symantec and VeriSign, among others within the government, commercial, education and healthcare sectors. For more information, visit http://www.emergent360.com
SOURCE Emergent, LLC
CONTACT: Jessica Wessinger of Emergent, +1-703-942-5640, email@example.com
Web Site: http://www.emergent360.com
SPARKS, NV /PRNewswire/ ~~ Sierra Nevada Corporation (SNC) successfully demonstrated a Transport Telemedicine (T2) capability developed under a U.S. Army, Utility Helicopter Program Office ‘Operational Situational Awareness – Medevac’ contract. SNC’s T2 efforts focus on the capture and communication of patient care/condition information beginning at the Point of Injury (POI) until disposition to definitive care at a 5th echelon (CONUS) medical facility.
In collaboration with the 1/168th Medevac Nevada Guard Unit, the system demonstrated: a.) autonomous capture of patient vitals from standard medical instruments; b.) a novel voice data entry system (VDES) which allows flight medics to use speech for entering pertinent patient information in the high noise environment of a helicopter; c.) an electronic critical care flow sheet titled, “Medical and Emergency Data Input and Communications System” (MEDICS) which captures and structures the patient information to facilitate communications; d.) a custom Access Point (AP) which is the intelligent hub of the T2 system providing communications between medical devices, military radios and user devices. A critical feature of the AP is providing secure medical communications in limited bandwidth situations while assuring non-interference with tactical communications.
The T2 demonstration platform was an Army UH-60L helicopter in flight with patient information transmitted over an Army standard AN/PRC-117F SATCOM radio. T2 provides a Critical Care Situational Awareness (CCSA) capability by linking care provider and patient to Medical Treatment Facility (MTF), Command and Control as well as remotely located medical experts. This CCSA capability provides continuity of care throughout all elements of the Medevac process – Combat Life-Savers, Combat Medics, Battalion Aid Stations, MTFs, ground transport vehicles and rotary & fixed wing transports. To read more on this topic please visit: http://www.sncorp.com/news/press/pr11/snc_t2_demo.shtml
About Sierra Nevada Corporation
Under the leadership of CEO Fatih Ozmen and President/CFO Eren Ozmen for over 30 years, Sierra Nevada Corporation (SNC) is one of America’s fastest growing private companies and the Top Woman-Owned Federal Contractor in the U.S. SNC employs over 2100 people in 30 locations in 15 states. Their seven unique business areas are dedicated to providing leading-edge technology solutions to SNC’s customers. For more information visit www.sncorp.com.
SOURCE Sierra Nevada Corporation
CONTACT: Sierra Nevada Corporation, +1-775-331-0222, firstname.lastname@example.org
Web Site: http://www.sncorp.com
FORT WAYNE, IN /PRNewswire/ ~~ As companies and governments face leaner budget scenarios across the United States, leaders in many industries, and specifically those which are labor intensive, are seeking ways to reduce overhead costs by use of a different employment scenario.
As reported by MSNBC from the McKinsey Global Institute, over 57% of employers surveyed expect to field a work force that is more part-time, temporary or contractual over the next 5 years. As the shift away from traditional employment increases, there will be a massive opportunity in this environment for flexible jobseekers and companies who are already proficient in providing the workforce of tomorrow.
Industries seeking reliable labor pools without having to invest in long-term employment strategies, training, and other overhead expenses have turned to private contractors who come ready-equipped with the labor they need. Similarly, job seekers who have been jostled by the shrinking traditional labor market have found stability in the expanding contract employment field.
As part of this national trend for labor force creation, Alpha Rae Personnel, Inc. created 572 jobs in a single year in relation to its public sector contract as a firm example of the direction that the hiring and employment process is trending in future years. Alpha Rae Personal has been honored by the Indiana Department of Administration and the Minority Business Enterprise Center for its job creation efforts in connection to a public contract.
Far from being a placement service, companies like Alpha Rae Personnel are able to attract qualified and talented employees by providing the standard of workplace that they expect. Alpha Rae is a Certified Supplier Diversity Vendor and promotes an anti-discrimination policy, and is compliant with Office of Federal Contract Compliance Programs.
“Access to talented employees who possess a wide range of skills is absolutely imperative to meeting our clients’ needs, but providing a rewarding work environment is the key to attracting and retaining the employees that make us successful,” said Dr. Rae Pearson, the Founder and President of Alpha Rae Personnel. “The employer/employee relationship can and should still be built on respect even as there is a fundamental shift in how the labor pool is addressed on a larger level.”
Alpha Rae Personnel is a full-service universal staffing and executive search firm. With more than 25 years of experience, Alpha Rae Personnel operates in 20 states across the U.S. From this expanding network, Alpha Rae Personnel is building a global franchise to further extend its service delivery. Alpha Rae is a Certified Supplier Diversity Vendor and promotes an anti-discrimination policy, and is compliant with Office of Federal Contract Compliance Programs.
SOURCE Alpha Rae Personnel
CONTACT: Jennifer Ping, Bose Public Affairs Group, +1-317-684-5424, email@example.com
– Career Expert Offers Advice to Help Make Resumes Stand Out -
CHICAGO, IL /PRNewswire/ ~~ With 13.9 million Americans seeking work, according to the Bureau of Labor Statistics, grabbing an employer’s attention quickly and leaving a positive impression is critical. According to a recent CareerBuilder study, nearly half (45 percent) of human resource managers said they spend, on average, less than one minute reviewing an application. The survey, which was conducted by Harris Interactive© from May 19 to June 8, 2011, included more than 2,600 employers nationwide.
When asked to recall the most memorable or unusual resumes, human resource managers and hiring managers shared the following:
1. Candidate said the more you paid him, the harder he worked.
2. Candidate was fired from different jobs, but included each one as a reference.
3. Candidate said he just wanted an opportunity to show off his new tie.
4. Candidate listed her dog as reference.
5. Candidate listed the ability to do the moonwalk as a special skill.
6. Candidates -a husband and wife looking to job share -submitted a co-written poem.
7. Candidate included “versatile toes” as a selling point.
8. Candidate said that he would be a “good asset to the company,” but failed to include the “et” in the word “asset.”
9. Candidate’s email address on the resume had “shakinmybootie” in it.
10. Candidate included that she survived a bite from a deadly aquatic animal.
11. Candidate used first name only.
12. Candidate asked, “Would you pass up an opportunity to hire someone like this? I think not.”
13. Candidate insisted that the company pay him to interview with them because his time was valuable.
14. Candidate shipped a lemon with resume, stating “I am not a lemon.”
15. Candidate included that he was arrested for assaulting his previous boss.
“In a crowded job market, a stand-out resume can be the difference between getting the interview and being lost in the pile. But job seekers need to ask themselves if they’re standing out for the right reasons,” said Rosemary Haefner, vice president of human resources at CareerBuilder. “Hiring managers will notice and spend more time with resumes that are easy to read and include relevant experience customized to the position. Creativity and personal touches may seem tempting to some job seekers, but many times, it’s a disqualifying distraction for a human resource professional.”
Haefner offers the following tips for making a resume stand out for the right reasons:
Stay Relevant. Remember that you are only applying for one position at a time. Describing every job you ever had will not help hiring managers understand why you’re the best person for the job. Only list experience that is relevant to the job description or reword past experience so that it’s clear it will transfer to the new role.
Go Easy on the Eyes. If you hold up your completed resume and can’t see any white space, you’ve got a problem. Use formatting – bullets, line breaks, headers, readable font, wide margins – that guides readers’ eyes to the bottom of the page. Keep your descriptions to the point and trim out any unnecessary words.
Include a Professional Summary. Instead of writing an objective at the top that states what job you want, craft a professional summary recapping your relevant experience in one or two sentences. Done well, this may convince hiring managers to spend longer than a minute with your resume or application.
Proofread . . . and then Proofread Again. A lot of hiring managers will toss any resume that contains spelling, grammar or formatting errors – regardless of your past experience. Even if you can’t find any typos, email it to friends and family to be sure. Odds are they’ll find something you missed.
This survey was conducted online within the U.S. by Harris Interactive© on behalf of CareerBuilder among 2,654 U.S. hiring managers (non-government) between May 19 and June 8, 2011 (percentages for some questions are based on a subset, based on their responses to certain questions). With a pure probability sample of 2,654, one could say with a 95 percent probability that the overall results have a sampling error of +/- 1.9 percentage points. Sampling error for data from sub-samples is higher and varies.
CareerBuilder is the global leader in human capital solutions, helping companies target and attract their most important asset – their people. Its online career site, CareerBuilder.com®, is the largest in the United States with more than 24 million unique visitors, 1 million jobs and 40 million resumes. CareerBuilder works with the world’s top employers, providing resources for everything from employment branding and data analysis to recruitment support. More than 9,000 websites, including 140 newspapers and broadband portals such as MSN and AOL, feature CareerBuilder’s proprietary job search technology on their career sites. Owned by Gannett Co., Inc. (NYSE:GCI), Tribune Company and The McClatchy Company (NYSE:MNI), CareerBuilder and its subsidiaries operate in the United States, Europe, Canada and Asia. For more information, visit www.careerbuilder.com.