Turning a Temp Job Into a Permanent Position

Bob Larson, CPC

Career Report

October 2019 – Issue 236

Turning a Temp Job Into a Permanent Position

For workers interested in making a temporary job permanent, here are some tips from author Karen Burns from an article published by U.S. News & World Report:

Treat the temp job like a long job interview. Do your best work. Always be punctual, cheerful, enthusiastic, and conscientious. This is your chance to prove you’re a star.

Temp where you want to work. Not only will you be an obvious choice when the company thinks of hiring permanently, you’ll also hone the skills you’ll need in that full-time position.

Adopt the company’s culture. You want to show that you already work there (for real). If you look and act like a temp, employers are going to think of you as a temp.

Be a team player. Offer to work overtime if needed. Be willing to do tasks outside your job description. Make friends with the permanent workers.

Dress the part. Even though you’re a temp, you don’t need to look like one. If you dress as though you take yourself seriously, others will take you seriously.

Keep your résumé on hand. Make sure it’s up to date at all times, in both paper and electronic formats. You never know when someone may ask to see it.

Make sure your employer knows about your skills. A temp job can be quite specialized. Look for ways to let your employer and your co-workers know that you can do so much more.

Learn as much as you can about the company. Temps often aren’t given in-depth instruction. Make an effort to learn about the company’s products, services and market.

Meet people. A temp job is great networking venue. Make yourself visible. Get out and about and meet department heads, HR employees, and anyone else with influence.

Be a self-starter. Pay attention, take notes, and anticipate needs. Bosses appreciate and value people who can work without supervision.

Let them know you’re interested in permanent work. A company may assume you’re happy as a temp. From time to time talk with supervisors about your goals and let your staffing agency know you’re interested in a full-time position. The agency has a good relationship with the company or you wouldn’t be there; the agency can be a strong advocate for you.

Make yourself indispensable. This is the key. The way to turn a temp assignment into a permanent job is to exceed expectations. Make yourself an employee the company can’t live without. If you’re such a stellar worker that employers start to “need” you, you’ll be on your way to a permanent paycheck


The 4th quarter is here and hiring not only remains strong but appears to be picking up steam.  We at Berman Larson Kane have new orders from clients that we have not heard from in many years.  This resurgent’s is being caused by companies need to get deeper into the talent pool to hire exceptional candidates.

As always it is our pleasure to assist these clients and continue to use our extensive ATS to isolate talent that is not listed in the public domains.

As for the remainder of the year, we are predicting continuous hiring strength from a wide assortment of industries and are very optimistic about the New Year.

We thank all for continuing to place their faith in Berman Larson Kane’s ability to staff challenging opportunities and look so forward to celebrating our 40 years of service in 2020.


Recharge Your Batteries and Love Your Job

Bob Larson, CPC

Career Report

September 2019 – Issue 235


Burnout is one of the biggest problems in the workplace, especially for older workers, and is a major reason many people retire earlier than they projected, according to an article in AARP The Magazine. But for people in their mid-to-late 50s and into their 60s, these are generally peak earning years, so staying on the job allows for continued retirement-account contributions and a delay in filing for Social Security benefits to qualify for a higher payout.

That said, with more people wanting—or needing—to work well past their 50s, generating new enthusiasm on the job is critical, the article pointed out.

“We are rewriting the map of life,” said Marc Freedman, the CEO of Encore.org, a nonprofit organization that’s building a movement to tap the skills and experience of those in midlife and beyond. “In the past, if you were 56 or 57, it might be only a year or two before you were ready to slip into early retirement. Now you’re thinking about another 10- or 15-year working career. That changes the entire equation.”

Here from the article, adapted from the AARP book, Love Your Job: The New Rules of Career Happiness, are eight tips to help older workers reengage.

Seek Out New Duties — If you’re constantly doing the same set of tasks each day, the monotony alone can drag you down. Step things up. Scrutinize your current position to pinpoint a new responsibility you can add that will refresh your focus, and maybe even scare you a bit. Ask to be assigned a signature project you’ve always wanted to launch, or volunteer for a new role. At this stage, it’s easy to coast, but this is the time to try something different.

Get up to Speed — It’s easy to become complacent about staying current with the trends in your field. Set up a Google Alert to notify you when your employer is in the news or when a competitor is making waves or beginning a new venture. Follow industry thought-leader blogs, join relevant groups on Linked In, and participate in the discussion.

Connect with your coworkers — Subtle changes in your behavior each day can have a huge impact. For example, practice listening to coworkers and celebrate their successes. It’ll make you feel good and build esprit de corps. Reach out to new colleagues, or those you don’t know well, to grab lunch and learn about what they do and their backgrounds. Stop by someone’s office to talk about something unrelated to work. Instead of emailing a reply, have a face-to-face chat.

 Fine-tune your relationship with a difficult boss — Lots of people quit their bosses, not their jobs. No matter how impossible your supervisor is, keep your side of the street clean. If your unhappiness with him or her affects your productivity, this will come back to bite you, not your boss. Most supervisors do want you to succeed; this reflects on their performance, too. You might just need to gently show your boss, by demonstrating that you’re engaged in your job, how you can help each other.

Find joy around the edges — Many companies provide the opportunity to do volunteer work right within the organization. Find a volunteer gig that can help build relationships with coworkers (even your boss) and forge bonds across departments that you might never have had otherwise. Get involved with a mentoring program. Participate in employee activities. Join or organize a company team sport. Or create a walking, biking or running group.

 Clean up your office — When people feel sapped of energy, often they’re not clearing out as they go. Their in-box is overflowing, their desk is a disaster, and their file drawers are bursting. De-cluttering is liberating and empowering. You’re saying, “This is valuable; this is not.” It’s a physical way to be involved in making decisions about your life and what you want to do with it.

 Be happy in your work — A recent Gallup poll found that the more that employees use their strengths at work and are engaged in their jobs, the happier and more enthusiastic they are. You’ll discover that your enthusiasm will not only trickle down to the quality of your work but that people will want to have what you have. You’ll be the one they seek to have on their team. To quote Maya Angelou, “If you don’t like something, change it. If you can’t change it, change your attitude.”

 Upgrade your skills — This is especially true with new technology. Learn what computer programs your employer values, and take a class or a refresher course at your community college, or participate in a workplace workshop or training program. That hands-on approach can open doors to a promotion or lateral move. But more than that, it can ramp up your enthusiasm for your job and push it in new directions. Boredom is often at the root of unhappiness at work. If you persistently add worth to what you bring to the job, chances are your boss will notice and reward you for it, and that can do wonders for your attitude.


The summer is behind us and business and hiring should continue at a brisk pace for the immediate future.  As for 2020, although the US economy is strong,  projections and the likely hood of a recession linger in business leaders projections and world stock markets.  So 2020 hiring and unemployment is any one’s guess.   As for our local predictions, the aging of the workforce will keep unemployment low in the NJ/NY market place and the competition for top talent will not cool down.

We at Berman Larson Kane thank all for their continuous support and continue to honor the 40-year tradition of assisting hiring authorities and job-seeks with the best employment options.  Enjoy the cooler weather and hopefully not a cool down economy.


In Interviews Ask Questions

Bob Larson, CPC

Career Report
August, 2019 — Issue 234


In Interviews, Ask Enough Questions

When interviewing, many job candidates don’t realize that the questions they ask are just as important as how they present themselves and the answers they give. According to an article published by CareerBuilder.com, failing to ask questions shows a lack of genuine interest in the job and asking foolish questions indicates that the candidate didn’t do enough research prior to the interview. Making either mistake can cost a candidate a job offer.

In the article, Heather Krasna, author of “Jobs That Matter: Find a Stable, Fulfilling Career in Public Service,” advises job seekers to prepare a list of questions before the interview, much like they’d create a list of talking points that address the value they offer the employer.

“Every interview is different” she told careers writer Selena Dehne who authored the article. “Some interviewers will only give you the chance to ask two or three questions. Others will ask again and again if you have any questions, so prepare more questions than you think you will need in case this happens.”

Developing a list of questions to ask can indeed be a challenge for many job seekers, the article noted. For guidance in the topic, Krasna offered the following suggested questions and explained why such questions can give candidates a much-needed edge:

What are you seeking in the ideal candidate for this position?

This question allows you to counter by adding any particular skills or qualities you have left out of the interview, but which the employer thinks is important.

Can you give me some examples of the types of projects I may be working on?

If the job description was a bit vague on the types of assignments you would be doing or if you are otherwise unclear on this point, this question is essential to ask.

What do you like best about working for this organization?

This question not only gives great insight into the culture of the organization, it also makes the person answering the question feel good. In addition, if the person answering can’t come up with something good to say, this is a red flag about the place you might be working.

How did this position become available?

This question is a bit pushy, but it is quite important if you do not know how the position opened. Is the organization expanding? Or did the last person leave, and can you subtly find out why?

What would you like to see happen six-to-12 months after you hire a new person for this position?

This question is akin to “How will I be evaluated?” or “How do you measure success in this role?” It can also clue you in on whether the expectations for the job are realistic.

What resources are available for this position?

This question addresses the technology, staff or budget resources you will have and gives many insights into whether the organization is being realistic about what you can accomplish given the resources available.

How would you describe your management style?

When you are being interviewed by a hiring manager to whom you would report, that is a great question for gathering insight into whether you might get along.

What is the next step in the process? May I have your business card?

The final question can help relieve your anxiety after the interview because you at least have some clue about how long it will be before the employer gets back to you. Ask for business cards from each person interviewing you so you can send thank-you notes.

Krasna added in the CareerBuilder.com article that there are also questions candidates should steer clear of asking during the interview, such as inquiries about salary, scandals and office politics, and personal qualities about the interviewer.



As summer unwinds and we prepare for the fall season we at Berman Larson Kane have witnessed a steady job market with competition for top talent being extremely competitive.  Unemployment remains at record lows and employment numbers although lower for 2019 still are positive and strong.

So if you are a hiring authority or a job seeker we look forward to assisting you to meet these challenges.  We thank all the privilege of helping staffing needs and career goals for the past 39 years.  It is truly an honor.  Enjoy the final month of summer as we prepare for the anticipated after Labor Day acceleration of the job market.




Tips for Telephone Interviews

Bob Larson, CPC

Career Report

July 2019 – Issue 233

Tips for Telephone Interviews

A telephone interview is usually short — allowing just enough time for a recruiter to form a general impression of a job candidate — so the focus is on questions that help to evaluate someone quickly. The candidate’s goal is to turn the phone call into a face-to-face meeting, so answers to questions need to be concise. As a rule of thumb, keep answers to less than two minutes; if an interviewer wants to know more, he or she will ask.

Here are some are typical questions/discussion topics covered in telephone interviews, along with guidance and insight on making the interview successful:

  1. Tell me a little about yourself. Interviewers often pose this first. They don’t want your life story, but rather want to know if meeting you would be a good use of their time. Answer with a brief work history showing how each project and job helped prepare you for this job; then give a profile of the “professional you,” addressing your skills as they relate to doing this job well.
  2. What experience do you have?Make any discussion of your experience relevant to this job, and the specific skills you will bring to executing it well. At its core, everything you do professionally is concerned with the identification, prevention and solution of problems within your area of responsibility.

Your answers can show this awareness by saying that this is always part of your thinking and, by giving examples, of preventing or solving problems common to your area of responsibility.

  1. What are your strengths? Slant your answer toward the specific skill requirements of the job, your problem prevention and solution headset, and your possession of the transferable professional skills such as multi-tasking, critical thinking, and some key communication skills that can underlie success in every job.
  2. What are your weaknesses? You can safely, and honestly, say that your greatest weakness is finding time to stay current with all the new technologies/skills required in your work, because it’s a challenge everyone experiences. Then you can give an example(s) of how you have made time to develop an in-demand new skill.
  3. How much do you want? If the interviewer asks about money, say that at this point you don’t know enough about the company or the job to answer accurately, “I have no real understanding of the job, your company or the different benefits that could come from joining your team, so obviously my discussion of salary without this knowledge can’t be entirely accurate.

However, you can add that after an analysis of employment sites, salary calculators and talking with colleagues, you would be looking at a salary in a particular range (which you would provide).

The telephone interview comes to an end when you are asked whether you have any questions. The article pointed out that if you have not already been invited to meet the interviewer, now is the time to take the initiative by asking: “The most pressing question I have is when we can meet?”

In closing your conversation, take care to find out the correct spelling and pronunciation of the interviewer’s name for your follow-up email, which should ideally be sent the same day as the interview.


We are pleased to announce that our new phone systems has been implemented allowing for seamless communications for remote workers.  We thank all for your support during this transition.

As the stock market continues to lead in a positive direction, as international trade gyrates and as the job market continues to expand.  We are Berman Larson Kane continue to move positively as the market continues to improve for job-seekers.

We thank all for your support and having the confidence to allow us to assist wit h your hiring challenges and career enhancement programs.  Enjoy the Sumer Months.




Request Your Unemployment Assistance @ Thanksgiving

Bob Larson, CPC

We are so grateful that unemployment continues to diminish hitting record lows.

However; during this Thanksgiving Holiday let us remember the millions of good folks who continue to be adversely affected by our unemployment numbers.

Over the past decades the personal painful histories that I have witnessed, due to no job or meaningful work, continues to be heart wrenching.

During this month of thanks, I encourage each of you as professionals to lend a hand, take a phone call, review a resume, coach an interview or pass on some advice to a challenged “job-seeker”.  We all have a special gift of knowledge and compassion that can only help the unemployed.

As president of our organization I assure you that we will continue our community out-reach program to assist all “job-seekers” with their efforts to gain solid employment. Since beginning these programs 10 years ago over 50,000 individuals have participated. My wish is by Thanksgiving 2019 that the need for this service will continue to decrease.

We at Berman Larson Kane continue to thank each of you for your business support during our thirty-eight year history.  Have a wonderful Thanksgiving holiday and take a moment to please be thankful for your job and take a moment to coach a less fortunate job-seeker.


Four Must-Have Job Skills

Bob Larson, CPC

Career Repot

November 2018 Issue 225

Four must-have job skills that workers should aim to possess:


Clear Communications – Whatever their level, communication is key for workers to advance. “This is really the ability to clearly articulate your point of view and the ability to create a connection through communication,” said Holly Paul, U.S. recruiting leader at PriceWaterhouseCoopers, the accounting and consulting firm based in New York.

For job seekers in particular, clear communication can provide a snapshot of their work style to employers. “I can walk away from a five-minute conversation and feel their enthusiasm and have a good understanding of what’s important to them,” Paul told the newspaper.

As office conversations increasingly move online, some workers are losing or never developing the ability to give a presentation, for example. Others may be unable to write coherently for longer than, say, 140 characters.

“Technology in some ways has taken away our ability to write well. People are in such a hurry that they are multitasking,” and they skip basics such as spelling and proofing, said Paul McDonald, senior executive director of Robert Half International, a Menlo Park, Calif., staffing firm.

Personal Branding – Human-resources executives scour blogs, Twitter and professional networking sites such as LinkedIn when researching candidates, and it’s important that they like what they find, the article pointed out. That’s your brand, that’s how you represent yourself,” said Peter Handal, CEO of Dale Carnegie Training, a Hapuppauge, N.Y., provider of workplace-training services. “If you post something that comes back to haunt you, people will see that.”

Workers also should make sure their personal brand is attractive and reflects well on employers. “More and more employers are looking for employees to tweet on their behalf, to blog on their behalf, to build an audience and write compelling, snappy posts,” Meredith Haberfeld, an executive and career coach in New York, told the newspaper.

Flexibility – The ability to be flexible and quickly respond to an employer’s changing needs will be important next year as organizations try to respond nimbly to customers. “A lot of companies want us to work with their employees about how to get out of their comfort zone, how to adapt,” said Handal. “Somebody’s job market today may not be the same as next year.”

The ability to learn new skills is of top importance, said George Boué, human-resources vice president for Stiles, a real-estate services company in Fort Lauderdale, Fla. “We want to know that if we roll out a new program or new tools that folks we have on board are going to be open to learning,” he said.

Productivity Improvement –Workers should find new ways to increase productivity, experts said. Executives are looking for a 20 percent improvement in employee performance from current levels, according to a recent survey by Corporate Executive Board, an Arlington, Va., business research and advisory firm.

“When you are at your job, do you volunteer for projects? Are you looking for creative ways to help the organization,” McDonald said. “The way to really differentiate yourself is to be proactive.”

Companies that are considering adding workers in coming years want current employees to operate in growth mode now, the article pointed out. “My clients are looking for employees that have a great ability to understand what is wanted and needed, rather than needing to be told,” Haberfield said.

Even hiring managers need to work on certain skills as organizations consider expanding next year. “The ability to spot talent and hire people has fallen out of use over the last several years,” said Ben Dattner, an organizational psychologist in New York. “As the economy turns around, companies will have to work harder to retain talented employees. Companies have trimmed the fat, and now they have to build the muscle.”


November is Thanksgiving month and we at Berman Larson Kane are so thankful for your business and it is our pleasure to assist your hiring needs or career plans for over 38 years.  We never  allow a day to go by without remember what a privilege it is to assist all with their career and company growth.

As the year winds down and we look forward to the holidays; the hiring demand and number of openings continues to increase.  We see a competitive market for many skill sets and we predict that 2019 will continue  the trend.

Have a wonderful holiday season and thanks again for the privilege of allowing us to career assist.


Background-Check  a Potential Employer

Bob Larson, CPC

Career Report

October 2018 Issue – 224

Background-Check  a Potential Employer

Job seekers aren’t the only ones who should undergo a lengthy background check. According to an article by CareerBuilder.com, it’s important that candidates research a prospective employer too. Anything from pending lawsuits, bankruptcies or layoffs can be enough to raise a red flag.

Doing background research will also help candidates learn more about a company and the position they are seeking to fill, the article pointed out. And it can help you ask the right questions during an interview, which is bound to impress a hiring manager.

If you’re not sure where to start when it comes to researching a company, the following is some advice offered by CareerBuilder.com on how to conduct your own background check on a potential employer:

Check the finances – Always look at the financial stability of the company. While it may be difficult to find specific information for a private company, it’s important to try. Do online research, search local news articles and talk to former or current employees to make sure your employer is viable. When companies experience important financial events like bankruptcies, there’s a greater chance you’ll be able to find out about them and track results.

Gauge the company culture – Speaking to current or former employees can also help you understand whether you’re a cultural fit with the company before you take the job. If you’re not comfortable with areas of a company’s culture, it could hurt your career. For example, a place that prizes cut-throat tactics to get ahead may be the wrong fit for someone who is looking for a team-oriented environment.

“Find people in your network or close to your network who do work or have worked for [the company] and start a dialogue,” said Jonny Laurent of recruiting firm Sage Employer Solutions, who suggested LinkedIn as a good start. “Unless there is overwhelming evidence that the company is a bad fit, do not sell the company short and still interview, but now you can interview with open eyes.”

Check its problem-solving record – The way a company approaches problems can be a good indicator of whether you’d want to work there and how the company treats its workforce. Before taking a job, find out “what has been the company’s greatest challenge over the past year and how have they approached and solved the problem, said Jayne Mattson, senior vice president of career management company Keystone Associates.

In a weak economy, it can be especially telling to see how a company has dealt with tough times, the article noted. For example, if it’s been able to grow an area of its business – and you’re being hired for a new position – it can be a sign of good leadership.

Track layoffs and career progression – For most people, the biggest fear once they take on a new job is a layoff. And while that task can’t be entirely prevented, it’s good to understand a company’s track record. If the company has had multiple rounds of layoffs, it pays to be more careful when taking on your new role.

Additionally, try to find out who had the job previously, why he or she left and where they went, the article pointed out. Knowing your career options after you’re ready to move jobs can be a good way to gauge fit.

If you have any lingering questions, don’t be afraid to speak up when talking with the recruiter or during an interview with the company. Not only will it help to calm your anxiety, but it’ll show hiring managers that you’ve done your homework and understand the company.

A background search “will help you and the company make sure the role is going to be a good fit for both of you,” Mattson told CareerBuilder.com. “Ask questions that will get to the heart of what you are trying to understand, so you will make the right career decision.”

News from BLK

Q4 IS HERE! Hiring is strong! It is a job-seekers market.   We at Berman Larson Kane are continuing to see a steady increase in hiring activity from our clients.  New clients are emerging as they look to increase their talent flow and discover talented passive candidates with exciting opportunities.

So if you are a job-seeker give us a call or if you are an employer allow us to assist your recruitment efforts.  Enjoy this football weather as the hot days of summer become memories.

Thanks so much for allowing Berman Larson Kane to assist with your hiring and career aspirations.  It has truly been a privilege  to assist over the past 4 decades.


The Problem with Pointing Fingers

Bob Larson, CPC

Career Report

September 2018 Issue – 223

The Problem with Pointing Fingers

When things go wrong at work and mistakes result in a problem or even the loss of business, employees often get annoyed and want to place the blame on someone. But before pointing a finger at a follow employee, it’s important to take a step back and look closely at the situation. In the following Q&A feature article from The New York Times, careers columnist Eilene Zimmerman provides some important insight on the subject while also offering guidance on the importance of crediting employees for their good work when credit is due.

  1. How can you place the blame for a problem or mistake in an acceptable, professional way?

The last thing you want is a reputation for throwing co-workers under the bus, the article pointed out. Instead, it’s far more politically savvy and productive to approach the mistake as a team problem. “Recommend a post-mortem analysis of what happened, where you look at the chain of events, what occurred and what didn’t, and questions get answered in a good-faith process,” said Ben Dattner, a management consultant and author of “The Blame Game: How the Hidden Rules of Credit and Blame Determine Our Success or Failure.”

Even if it was clearly just one person who made the mistake, it’s helpful to look at ways the entire team can make sure the error isn’t repeated. Jodi Glickman, president of Great On The Job, a communications training firm in Chicago, said that little is accomplished by focusing on one person’s mistake. “It’s not about the one error,” she said. “It’s about the breakdown in communications or the lack of understanding of responsibilities.”

You can, however, speak privately to the person, letting him or her know you are aware that the mistake is their responsibility, and ask how you could help prevent it from happening again.

  1. What if someone blames you for something that isn’t your fault? Can you protect yourself without seeming overly defensive or childish?

Avoid a knee-jerk response and take a step back instead, said Lynn Taylor, chief executive of a workplace productivity firm in Santa Monica, Calif., and author of “Tame Your Terrible Office Tyrant.” She suggests putting yourself in the other person’s shoes to try to understand why he or she is blaming you. Show empathy to help defuse the tension, letting the person know you understand that there is reason for concern.

Keep your tone professional, and stick to the facts. Acknowledge that while you weren’t involved with the problem, you will be happy to help resolve it.

How does all the finger-pointing in a workplace affect its culture?

Unfortunately, finger-pointing or scape-goating is fairly common, said Jill A. Brown, an assistant professor of Management at Lehigh University. When people are insecure, they tend to shirk responsibility for their mistakes, she said. Indeed, a culture of blame can create a very difficult work environment, added Alina Tugend, who writes the Shortcuts column for The New York Times and is author of “Better By Mistake.”

Research shows that people in the workplace tend to copy blaming as a behavior, whether consciously or unconsciously, thus perpetrating the problem, Tugend told the newspaper. “Conversely,” she added, “when people see others taking responsibility for their mistakes or failures, they also copy that, creating a better overall work environment.”

Giving and receiving credit for a job well done is important, too. What’s the right way to give credit to others?

Credit motivates employees, Dattner said, and when there is a lack of it, people become demoralized and disengaged. But make sure that the amount of credit you give is commensurate with the accomplishment. “If it’s a small thing someone did, for example, don’t make it a public event,” Taylor added. Instead, thank the person privately or by e-mail – and be specific about what you’re acknowledging.

And be sure to give credit only when it’s truly deserved and then do so in a variety of ways and places – at meetings, during a lunch, in an e-mail, by text or by memo, using different language each time, she said.

Although acknowledging others is important for overall morale, does it benefit you directly in any way?

Giving credit to others publicly positions you as a leader, Brown said, because the ability to give credit is an important dimension of leadership. It also makes others want to work with you and for you. “If you share credit, are conscious of other people’s agendas and are always trying to make colleagues look good, people will love you,” Glickman added. “They will want to be on your team.”

News from BLK

Unemployment continues at a record low and employment shortages continue to become more severe in the technology sector.  Although wage inflation has not materialized in the general labor market we are witnessing a sharp rise in IT Developers hourly rates as the competition in this niche continues to become more competitive.

At Berman Larson Kane we continue to do our best to service our clients’ needs in several sectors with the IT developers talent niche is challenged.

As for looking ahead we are optimistic that employment will remain strong for the remainder of the year and well into 2019.  We thank all for your support and continue to build our potential talent cues to service our job-seekers and hiring managers.


Position: COMPENSATION ANALYST Part Time 20-25 Hours / Week

HR Consulting Firm… provides a fast-paced, stimulating work environment conducive to career development. Competitive pay  is provided commensurate with experience.

Compensation experience desired.

Duties & Responsibilities include:

  • Assist with development of compensation plans
  • Work independently to process information data reports, trends, etc.
  • Market and financial research and analysis
  • Responsible for high volume of market pricing
  • Strong Job analysis/evaluation
  • Strong Data extraction and analysis
  • Proposal and report preparation
  • Salary survey review
  • Ad hoc reporting

Required Knowledge, Skills and Abilities:

  • Proven strong analytical, critical thinking and problem solving skills, and ability to synthesize information and data from a variety of sources
  • Must demonstrate advanced proficiency in the use of Microsoft Excel, including the ability to create complex models, formulas, macros, etc.
  • Ability to develop/create professionally formatted summary materials (e.g. spreadsheets, tables, charts)
  • Proficiency with standard Microsoft Office applications (Access, Word, Power Point, Outlook)
  • Must be well-organized with excellent time management skills, and attention to detail and accuracy
  • Ability to identify and understand broad-scope issues while simultaneously attending to details
  • Must be a team player with excellent follow-up
  • Must be self-motivated and results oriented; take ownership of projects and produces results
  • Pro-active, goal-oriented and able to move quickly to resolution
  • Strong verbal and written communication skills
  • Ability to apply sound judgment to solve problems, make defensible recommendations

Minimum Education:

  • Bachelor’s degree in human resources, finance/accounting, or a business-related field
  • Master’s Degree in a directly-related field preferred

Forward Resumes to: Jobs@jobsbl.com


Hiring a Resume Writer

Bob Larson, CPC

Career Report

August 2018 Issue – 222

Hiring a Resume Writer

As job seekers find it tougher to compete for the attention of hiring managers, more of them have turned to résumé-writing services to help give them an edge, according to an article in The Wall Street Journal. But before you pay for someone to re-do your résumé, it’s important to do some research.

Out of more than 400 members of the National Résumé Writers Association, or NRWA (one of two main trade associations for résumé writers), only 34 have attained the National Certified Writer Credential. That makes quality tough to discern. And with résumé-writing services costing between $100 and $2,000, it’s critical that you know what you’re getting before you pay up. According to the article, here are five questions to ask a résumé writer before making an investment:

  1. Do you know my industry?

While some résumé writers promote their array of knowledge, it’s important to find someone who can also delve into your industry. A résumé for a finance role, for example, requires a deep understanding of quantitative skills. Recruiters reading a general, but well-written résumé, may be put off by what appears to be a lack of industry relevance.

This can be especially important for career switchers or others entering a new industry who don’t yet know the ins and outs of their new field, said Stacey Rudnick, director of M.B.A. career services at the University of Texas Austin McCoombs School of Business. “Make sure they speak that language,” she told the newspaper. Look for telltale signs like previous clients or industry affiliations to help gauge their industry acumen.

  1. Can I see samples that aren’t posted on your website, please?

After posting his résumé on a job board two years ago, James Wester, a Dallas-based marketing consultant, said six résumé writers contacted him. He chose the one whose work samples he considered most impressive. “They were making résumés that looked different and stood out,” said Wester, who took time to read several industry-related samples that were e-mailed to him.

That’s an important step. Go beyond reading a résumé writer’s website and request relevant samples of his or her prior work via email. Ask to speak to references directly—don’t simply rely on written testimonials. While time-consuming, talking to others who used the service can give you a good idea of what you’ll be getting.

  1. Are you skilled at working with people like me?

Weeks after Rosalyn Ray was laid off from her job as a medical health clerk last year, she decided to hire someone to revamp her résumé. “I wasn’t getting any hits,” she said. She found someone online, being initially wowed by the writer’s website, which boasted dozens of résumé samples along with testimonials. More than $100 later, her résumé came back full of typos and misspellings. “I didn’t do much due diligence,” admitted Ray.

After her initial blunder, Ray did find someone who was capable of improving her document. Besides being local and available for a face-to-face meeting, the writer also had experience working with candidates looking for mid-to-entry level positions in her industry, the same sort of jobs Ray was targeting, she said.

  1. How will you tackle writing my resume?

Résumés edited or created from scratch by lackluster writers are easy to spot because they often read like the experience is too good to be true, said Richard Freeman, a principal recruitment consultant at recruiting firm Hays Plc. “It’s almost always a series of amazing achievements and it looks like it’s written by someone who is trying to sell you,” Freeman said.

To avoid a résumé that skims the surface and to get one that actually points out your skills and responsibilities, inquire about the professional’s writing process and communications style. Look for résumé writers who do over-the-phone interviews or present job seekers with extensive questionnaires to really get at each person’s experience.

Since candidates rarely have just one version of their résumé, it’s also important to be sure a writer has a capacity to discuss different versions later in the job hunt, Rudnick added.

  1. So, what did you do before you were a resume writer?

Before signing over your résumé to a writer, it may be a good idea to ask for some insight into his or her background. While a résumé writer doesn’t need a specific degree, experts point out that previous experience as an executive recruiter or human resources manager is a major asset. “If someone owned a florist shop for 20 years and decided to go into résumé writing, I’d question how this person is qualified,” said Tom Heard, founder of eSearch Associates, an information-technology recruiting firm based in Louisville, KY.

To verify, don’t be afraid to so some online snooping, such as by looking up the writer’s name on a search engine or viewing their profile on a business-networking site like LinkedIn. And if the résumé writer claims to be part of a professional association, check the group’s online directory for his or her name.


Hot Summer / Hotter Job Market has been the experience here at Berman Larson Kane.  Competition for top grade talent has never been more competitive as the labor supply channel continues to deplete.  We have noticed candidates being extremely selective and looking for not just a job but for a career and life-style match.

Berman Larson Kane is proud to launch it’s new candidate registration web system.  We believe this will assist job-seekers in applying seamlessly into our web portal for multiple jobs.

Enjoy the remaining weeks of summer and the warm weather and hopefully a few days off for all.