Tag Archive | "hiring"

Small Business Hiring Roars Back in October

Small business owners cranked back up their hiring engines last month, eclipsing the six-figure threshold for only the second month in the past year, new data show, reported The Washington Post.

Small employers added 102,000 jobs in October, up from an upwardly revised 93,000 the month before, according to the latest employment report released by payroll processing firm ADP. While that’s still down from a peak of 133,000 positions added in June, it marks the second straight month of improvement after a slump to close the summer.

Hiring by small businesses continues to mirror that of the overall economy, as employers of all sizes added 230,000 positions in October, representing the second largest monthly output in the past year, too.

“Employment continues to trend upward as we begin the last quarter of 2014, driven mostly by small to mid-sized companies,” ADP CEO Carlos Rodriguez said in a statement.

In fact, it was the nation’s smallest businesses that for the third consecutive month contributed more openings than their slightly larger counterparts. Companies with fewer than 20 employees added 53,000 jobs, while companies with between 20 and 50 workers added 49,000 positions in October.

An even more consistent trend is the overwhelmingly large contribution from service-producing businesses, which were responsible for 91,000 of the 102,000 positions added by small companies last month. Notably, the contribution last month by goods-producing businesses was revised from an already-low 6,000 jobs to absolutely zero new jobs added.

One day earlier, Intuit, another payroll processing company, released its own hiring index showing that companies with fewer than 20 workers added 15,000 new jobs in October. That helped lift its monthly small-business index to its highest point since 2009 — further indication of a rebound on Main Street.

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Learn to Identify Resume Red Flags and Green Lights

“Reviewing resumes is an art, not a science,” says Cathleen Faerber, managing director at search firm Wellesley Group Inc. in Buffalo Grove. Ms. Faerber and Lori Kleiman, managing director at HR Topics in Glenview, tell how to spot red flags and green lights in that pile of resumes, reported Chicago Business.


Sloppiness. Typos and half-baked thoughts are “the first thing I look for,” Ms. Faerber says. “You question the person’s communication skills if they can’t construct a thought and put it on paper.”

Stagnation. “If someone’s been at the same company for 15 years, I want to see that they’ve been promoted,” Ms. Kleiman says. “But if they’ve been a customer service rep for 15 years, you’re probably getting someone who’s complacent.”

A hop-scotch career path. Times have changed and people no longer stay in jobs for years on end. Still, “when you see successive job changes from day one of their career, that’s a red flag,” Ms. Faerber says.

The applicant lives way out of state. Relocating to Chicago from Detroit or Milwaukee is one thing; from Miami or Seattle, quite another. “They’d have to explain why in the cover letter,” Ms. Kleiman says.

Geographic job-hopping. “Are they chasing the dream and that’s why they’re moving all over?” Ms. Kleiman says. “That’s a big red flag.”


Short and sweet. “I’m absolutely crazy about one-page resumes,” Ms. Kleiman says.

Foreign-language skills. “You might not need them today, but you never know,” Ms. Kleiman says.

Steady career progression. “Someone whose job titles show progression of promotion, at the same or different companies—they’re constantly tapped and they’re interested in going to the next level,” Ms. Kleiman says.

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General Motors Appoints its First Cybersecurity Chief

General Motors Co on Tuesday named an engineer to serve as its first cybersecurity chief as the No. 1 U.S. automaker and its rivals come under increasing pressure to better secure their vehicles against hackers, reported Reuters.

The No. 1 U.S. automaker promoted manager Jeff Massimilla to the post as part of an eight-month review of its product design and engineering, said GM Vice President of Global Product Development Mark Reuss.

“If you look at the technology…as we put semi-autonomous and autonomous systems into vehicles, we have to be able to look at this at a very very critical systems level and do it defect-free for the customer,” Reuss said. “So that’s the competitive advantage we’re trying to really put in place for General Motors.”

Vehicles rely on tiny computers to manage everything from engines and brakes to navigation, air conditioning and windshield wipers. Security experts say it is only a matter of time before malicious hackers are able to exploit software glitches and other vulnerabilities to try to harm drivers.

Security researchers in recent years have uncovered vulnerabilities in those systems that they say make cars susceptible to potentially dangerous attacks.

For example, at last year’s Def Con hacking conference in Las Vegas, security researchers Charlie Miller and Chris Valasek exposed methods for attacking the Toyota Prius and Ford Escape. In August of this year they published a list of the world’s “most hackable” cars.

A group of well-known hackers and security professionals in August sent an open letter to GM and other automakers asking them to implement basic guidelines to defend cars from cyber attacks.

The non-profit group, known as “I am the Calvary” has suggested that carmakers adopt a five-part cyber-safety program to make their products less susceptible to attacks by hackers.

Egil Juliussen, an analyst with IHS Automotive, said that the move reflects the increasing importance of cybersecurity to the industry.

“The long-term trend is that the auto manufacturers will have to make security part of the hardware and software architecture,” he said. “It won’t make it impossible to hack, but it will make it hard enough so that there is no financial gain to do the hacking.”

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Feldman Joins Spencer Re from Allstate Dealer Services

NEW YORK — Spencer Re, a Spencer Capital Holdings company, today announced that Brian Feldman has joined the firm as executive vice president.

“We are excited to welcome Brian to Spencer Re. His diverse F&I experience brings a unique understanding of the business to the firm,” said Ken Shubin Stein, chairman of Spencer Capital Holdings. “Brian’s success in capturing, managing and retaining profitable long term programs and relationships will surely complement and bolster Spencer Re’s offering.”

Feldman joins Spencer Re from Allstate Dealer Services where he most recently held the role of National Sales Leader responsible for Allstate’s F&I business with large organizations, including automotive manufactures and their finance captives. He also led the team that successfully developed new F&I products that launched Allstate into the ancillary F&I marketplace and diversified Allstate’s F&I product portfolio.

Prior to Allstate, Feldman was a Reinsurance Specialist at GMAC Insurance and Vice President/Chief Compliance Officer for GMAC Securities. During his time at GMAC Insurance, he held several roles related to the F&I product lifecycle including claim management, product and program development, analysis, reinsurance and sales.

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Hudson Cook, LLP Adds Former CFPB Enforcement Deputy as Partner

Hanover, Md. – Hudson Cook, LLP, a nationwide provider of legal compliance services for the financial services industry, announces the addition of Lucy Morris as a partner in its Washington, DC office. Lucy brings 25 years experience in all aspects of consumer finance law and public policy. Lucy will support the firm’s enforcement and compliance practices, and her experience will further enhance the firm’s ability to provide meaningful and practical advice to its clients.

“Lucy brings a wealth of experience with consumer financial services regulation, from both the CFPB and the FTC, and she will be a great addition to our practice,” explained Hudson Cook Chairman Tom Hudson.

From 2011 to 2014, Lucy served as Deputy Enforcement Director in the Division of Supervision, Enforcement, and Fair Lending at the Consumer Financial Protection Bureau. Lucy’s responsibilities at the CFPB included overseeing investigations and litigation relating to consumer financial products and services, including credit cards, mortgage origination, mortgage servicing, payday lending, debt collection, credit reporting, and debt settlement. From 2010 to 2011, Lucy served as a founding member of the implementation team that organized the CFPB after passage of the Dodd-Frank Act, helping to stand up the Bureau’s enforcement, supervision, and other functions.

Before joining the CFPB, Lucy worked at the Federal Trade Commission from 1989 to 2010. She served in a variety of positions in the FTC’s Bureau of Consumer Protection, including Assistant Director of Financial Practices and Assistant to the Director. Lucy worked in the Division of Financial Practices for 18 years, where she was responsible for protecting consumers of financial products and services through law enforcement, rulemaking, policy development and public outreach. During her tenure at the FTC, Lucy supervised, litigated, and investigated complex law enforcement actions involving a variety of consumer financial products and services, including mortgage origination, mortgage servicing, credit reporting, debt collection, and debt settlement. Lucy was awarded the Chairman’s Award in 2008, the FTC’s highest award, in recognition of her accomplishments.

Before joining the FTC, Lucy practiced law for three years as a litigation associate at Betts, Patterson & Mines in Seattle, Washington. Lucy received her Bachelor of Arts degree, cum laude, from the University of Santa Clara and a Juris Doctor degree from Hastings College of the Law. Lucy speaks frequently on topics relating to the CFPB, law enforcement, litigation, and consumer financial protection.

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3 Tips to Fill ‘Undesirable’ Roles

In general, no position is impossible to fill because there are different types of people who would be happy in different types of roles. A task or role that is tedious to one person can be a gratifying job for someone else, reported Fox Business.

Managers can’t think about whether or not they’d want the job, but rather who would want to do the job. While it may take more work to find the right person to fill an “undesirable” role, there are three main selling points for any position:

The company. Hiring managers get so caught up trying to sell the role itself, they forget to sell the entire package the company has to offer. Show off the workplace culture with a company video during the interview process. Share employee perks or attractive benefits package. Talk about the team camaraderie, training or mentorship programs, etc. Better yet, have someone come in and speak to the company’s career progression opportunities. Get creative in how to present the pros to outweigh the cons.

The supervisor. At the end of the day, the right manager can make a crummy job enjoyable. Make sure the manager is the best fit for that particular role, because as the saying goes, people join companies, but they quit managers. It will be far easier to sell a role that is accompanied by effective management.

Work involved. As desperate as a hiring manager may get, they have to hold off for the right hire and not sugarcoat the position for anyone that seems slightly interested. It’s important to find people who want to be there. Too often managers settle on the wrong people. The consequence is poor service, bad results and at the end of the day…usually turnover. Honesty when explaining the position and what it entails is important for long-term success in the role. If not, the hiring manager is simply setting the candidate up for failure, as well as the company, because the role will be vacant again in no time. Are the hours flexible? Does it provide autonomy? Companies should consider adjusting the job description to include some position-focused perks if the work itself isn’t exciting.

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