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October 2007
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December 2007

IT Jobs And IT Volunteer Opportunities With Minnesota Non Profits

The following new IT jobs and IT volunteer opportunities have been added on the MN Headhunter Volunteer Page:


Click weekly newsletter to receive the Wednesday message of nonprofit needs, IT jobs I am recruiting for, recruiter jobs, and most popular blog posts of the week.

If you are using a RSS Feed click Volunteer.


Veterans Day And

On this like other Veterans Day I find myself thinking about those who are and those that have served our country including my college roommates and fraternity brothers, Andy and Eddy, both of whom who are in the Marine Corps. Both have done multiple tours in Iraq. Last I heard Andy is on his third tour while Eddy is getting ready for another deployment.

FYI, the Marine Corps founding is November 10th.

When the Iraq War, version 2, started Eddy was flying missions in his Super Cobra. At the time I was the chapter advisor of the fraternity and we came up with an idea to sponsor a care package drive that was written about in the U of M school paper, Greeks send supplies to troops.

When Eddy came back he brought with him a United States flag that flew over the Baath Headquarters in Tikrit that he brought to the chapter house:

Deke_US Flag_caption Deke_US Flag_Minnesota Wall

Deke_US Flag_Minnesota_Eddy_Paul_Dekes

Over the weekend while flipping through the channels I saw a story on CNN regarding a non profit called and their online efforts to help veterans find jobs after their service in the military and to this country is done.

Here is a YouTube video from a CBS interview earlier this year:

After seeing the CNN story and then the video above I went to the web site to volunteer. The approach they are taking interests me in a couple of ways.

First, it is the right thing to do. The men and women of the armed forces have served our country and we should do everything we can to get them into the workforce with good jobs.

Second, using local networks and online social networks is of course something I teach and strongly believe in.

I look forward to finding out how I can be of help and I will surely be talking about the experience here on the blog.

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Minnesota Recruiter Jobs

The following new Recruiter Jobs in Minnesota have been added on the MN Headhunter Recruiting Gigs Page:

  • Senior Recruiter | Full Time Job | Nash Finch
  • Staffing Associate | Full Time Job | Buffets, Inc.
  • Senior Recruiter | Full Time Job | Graco
  • Corporate Recruiter | Full Time Job |
  • Recruitment Consultant College Relations | Full Time Job | Travelers
  • Staffing Manager, Insurance Business | Full Time Job | ING USFS

Click weekly newsletter to receive the Wednesday message of nonprofit needs, IT jobs I am recruiting for, recruiting jobs, and most popular blog posts of the week.

If you are using a RSS Feed click Recruiting Gigs.


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World's Largest Business Card

The following is posted as part of my participation in the Recruiting Blogswap:

From: Karen Burns, Working Girl

Anyone who reads and thinks about jobs, job-hunting, and careers is always running up against the resume.

In Working Girl's humble opinion, job hunters spend too much time fretting about resumes and not enough time out looking for a job. Why? Probably because you can sit and work on a resume in the privacy and safety of your own home. It's risk-free! At least until you show it to someone.

Yes, a resume is important, and you gotta have one, but guess what: It won't get you a job. In fact, most of what is useful to be said about resumes is negative. Thus follows:

A Long List of Resume Don't's

  • Don't make a single mistake on your resume. Not the eensiest, teensiest one.
  • Don't lie.
  • Don't use jargon, or weird colored paper, or funny fonts and formats.
  • Don't bother including a "references available on request" line (duh-does anyone think you will refuse to supply references?)
  • Don't bother saying "health-excellent." It only makes employers worry about your health. Also, don't mention if you are married or divorced, or have children.
  • Don't think you have to include every single job you've ever had. A resume should be targeted at a specific, actual job. Every piece of info on that resume should be pertinent to that job.
  • Don't include "salary requirements." Only talk about money when an offer is on the table.
  • Don't mention hobbies and interests. Who cares. One possible exception: if the hobby has some real connection with the job. (E.g., you are interviewing to write for Outdoor magazine and your hobby is mountain-climbing.)
  • Don't list reasons for leaving past jobs. Are you crazy?
  • Don't use a silly-sounding email address. If you do, you ARE crazy!
  • Don't write your resume as a list of job responsibilities. Employers care more about whether and how (if?) you fulfilled those responsibilities. Focus on accomplishments.
  • Don't allow your resume to be more than two pages at the very most. One is best. No one is going to spend more than 15 seconds looking at it anyway.
  • Don't obsess over your resume. Make it as perfect as you can and then get out there.

WG feels that the best use of a resume is as a really large business card--a leave-behind after you have interviewed a potential employer.

Article courtesy of the Recruiting Blogswap, a content exchange service sponsored by, a leading site for college students looking for internships and recent graduates searching entry-level jobs and other career opportunities.

The Value Of A Recruiting Blog: Less Cold Calls and More Cash

The following is posted as part of my participation in the Recruiting Blog Swap:

From Jim Durbin, STLRecruiting

I've blogged for five years under many different blogs for many different reasons.  But as a recruiter, I had to calculate ROI for my activities.  That wasn't easy, as it had always seemed to me to be information and a sharpened ability to reason were the results of blogging.

It's difficult to quantify those traits - because as an outside salesperson, so much of my reputation was based on what I knew and how I got along with people I was not doing business with.  Valuable, but hard to measure was the answer.

In a more global manner, blogging helped brand me individually, outside of my company.  It set aside the corporate face and let technology managers know I'm more like them than a typical staffing account manager.

When asked to quantify the ROI, I spread it out over time spent performing other marketing activities as well as the impact that the increased knowledge had on current activities.  If reading a blogpost helped me get an appointment because it made me seem knowledgeable, then how valuable was that reading time as opposed to other cold calls?

I hated cold calls - not because of the rejection, but because I felt like I was wasting time - when I could spend it making a cold call warm, and getting better results.  So blogging for me, helped make my cold calls seem less of a waste of time, and more a chance to introduce myself, and my blog to hiring managers.

The result in the first year was $100,000.  What is your recruiting blog doing for you?

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Minneapolis Staffing Firm Salo Named Fastest Growing Woman Led Business

Congratulations to Amy Langer of Salo, LLC. Founded in 2002 by Amy Langer and John Folkestad they had $55,000 in revenue their first year. In 2006 they did $32 million and are looking to do $40+ million in 2007.

OK, I am feeling a little inadequate at the moment.

Salo has specialized in staffing senior level finance and accounting professionals and has added on HR, junior level finance and accounting staffing, and more recently senior level professionals (CEO's, COO's, General Manager's).

The survey was done by Entrepreneur Magazine and Women Presidents' Organization.

Click Growing Strong to see the top 50 companies.


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Pink Slip Software, Picking Who To Fire Fantasy Football Style

This afternoon on CNBC Erin Burnett (yes the same Erin Burnett who has been nicknamed Street Sweetie) interviewed Max Chafkin a Inc. Magazine writer who is familiar with Vurv Technology (the former Recruitmax) and their software product Vurv Optimize.

The 3 minute interview can be seen by clicking Pink Slip Software.

Basically the software allows a company to pick the number of employees to be laid off. Managers get to rank or score their employees. And the software says who to fire.

That feels a lot like managing a Fantasy Football team to me. Throw some numbers together, do some rankings, compare people against each other, and hit a button.

In fact it is smoother than I thought after just finding the article that was written by Max Chafkin Why Outsource When You Can Automate?:

"The program assesses those ratings, taking into account factors such as an employee's age, race, and union status to see who among the low scorers might be a lawsuit risk. The software then spits out a list of people who can be smoothly "offboarded" (that's consultant-speak for canned). Meanwhile, it draws data from company HR records to calculate severance payments, to cut final paychecks, and to distribute termination letters to managers for delivery. At the appointed hour, the system automatically deactivates the keycards and e-mail accounts of the workers who are about to be fired. The application, which starts at $100,000, is being used by the likes of Washington Mutual (NYSE:WM) and American Airlines."

Wow, I cannot imagine finding out that I was being laid off, fired, offboarded, or given the pink slip in such a way.

I assume the automation piece makes it easier emotionally on the decision makers, less subjective in general, and I would guess fewer law suits too.

At the end of the piece, Erin Burnett may have created a new term soon to sweep across the country, “Your Vurved”.

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Cool New LinkedIn Tools

OK, so maybe they are not all new but a few are to me and how I found them is a story of itself too. These are things job seekers, recruiters, and anyone using LinkedIn as a networking tool.

This morning I was doing my typical quick headline reading with one stop being Jason Davis and his While there I saw a post from Amitai Givertz (click that link to see his profile that lists sites he contributes to) Top 10 LinkedIn tools, scripts and plugins.

Ami links to Mashable and LINKEDIN TOOLBOX: Top 10 LinkedIn Tools where they have screen shots of the 10 tools. Some of them I have seen before and a couple I have no use for.

There are two that I am curious about.

LinkedInAbox, I get that it is “cool” because it basically puts a LinkedIn profile on a page without leaving that page to go to LinkedIn. Eh, that’s OK I guess. Here is what mine looks like:


LinkedIn Contacts Management is something I will play with in a few days as I know I can put that to work.

I am interested to see what come out of LinkedIn letting developers create some API’s like Facebook has allowed.

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October 2007 U.S. Jobs Report

A pleasant surprise with a more robust addition of jobs in the economy with 166,000 compared to the estimated 80,000.

The numbers from August was increased (minimally) for the second time while the September number was moved down by 14,000 for a net loss of 10,000.

There was a note regarding the wildfires in California:

The Southern California wildfires and resulting evacuations had no discernable impact on the October payroll and household survey estimates.

Just as the August number of -4,000 seemed off at the time so does this months +166,000. Can the financial service folks really be adding that many jobs? I dunno, I doubt it.

The economy while moving along slowly is still moving in the right direction. Slow and steady is good by me.

Average hourly earnings of production and non supervisory workers on private non farm payrolls increased by 3 cents, or 0.2 percent, in October to $17.58, seasonally adjusted.

National job gains, previous 13 months:

  • October ’07 166,000 (first reported) 80,000 (consensus)
  • September ’07 96,000 (revised) 110,000 (first reported) 113,000 (consensus)
  • August ’07 93,000 (revised again) 89,000 (revised) -4,000 (first reported) 110,000 (consensus)
  • July ’07 93,000 (revised again) 68,000 (revised) 92,000 (first reported) 125,000 (consensus)
  • June ’07 69,000 (revised again) 126,000 (revised) 132,000 (first reported) 130,000 (consensus)
  • May ’07 165,000 (revised again) 190,000 (revised) 157,000 (first reported) 150,000 (consensus)
  • April ’07 122,000 (revised again) 80,000 (revised) 88,000 (first reported) 100,000 (consensus)
  • March ’07 175,000 (revised again) 177,000 (revised) 180,000 (first reported) 168,000 (consensus)
  • February '07 113,000 (revised) 97,000 (first reported) 110,000 (consensus)
  • January '07, 162,000 (revised again) 146,000 (revised) 111,000 (first reported) 145,000 (consensus number)
  • December ’06, 206,000 (revised) 167,000 (first reported)
  • November '06, 196,000 (revised again) 154,000 (revised) 132,000 (first reported) 110,000 (consensus number)
  • October '06, 86,000 (revised again) 79,000 (revised) 92,000 (first reported) 160,000 (consensus number)

National unemployment rates, previous 13 months:

  • October ‘07, 4.7%
  • September ’07, 4.7%
  • August ’07, 4.6%
  • July ’07, 4.8%
  • June ’07, 4.5%
  • May ’07, 4.5%
  • April ’07, 4.5%
  • March ’07, 4.4%
  • February '07, 4.5%
  • January '07 4.6%
  • December '06, 4.5%
  • November '06, 4.5%
  • October '06, 4.4%

Click Employment & Economic Statistics for previous posts on the topic and MN Headhunter for the latest blog posts.

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Worker Confidence In Minnesota Drops Again And US IT Workers Moody

The October edition of the Hudson Employment Index is out. The national employment index is up after two down months and almost back to the level of a year ago. Although much lower than earlier in the year.

The Minneapolis and St. Paul Index took a dive for the third straight month. The Hudson Employment Index for Minneapolis-St. Paul showed:

  • There was a five-point drop to 24 percent in the number of employees who expected their company to hire in the coming months. This factor has been slipping since registering 34 percent in June.
  • Concern around job security rose in October, as the number of worker who indicated they were worried about losing their jobs increased two points to 21 percent.
  • Compared to September when 11 percent of the work force rated their finances as “excellent,” just 9 percent made that statement in October. That figure was 13 percent as recently as August.
  • The number of employees who said their financial situation was improving fell two points to 32 percent.
  • Fewer workers were happy with their jobs in October (74 percent) than in September (77 percent).

The IT Index continues its roller coaster ride of one up and then one down month yet my IT friends are still doing much better than their colleagues in other areas. The Hudson Employment Index for IT workers showed:

  • After skyrocketing to 80 percent in September, the number of workers saying they are satisfied with their job dropped in October to 74 percent.
  • More workers expected their company to add headcount in the coming months (36 percent in October compared to 34 percent in September).  Additionally, there was a three-point drop in the number of workers who expected their company to cut staff (14 percent).
  • Still, one in five workers were worried about losing their job, a three-point increase since September.