Sales Compensation Manager/Analyst , Montvale NJ

Posted by boblarson on

Description:

Sales Compensation Manager

This is a new position that will be responsible for all Compensation programs and will work closely with Finance and Sales Management to define and develop sales compensation and incentive plans that meet the strategic objectives of the company.

Job Duties:
• Works with Finance and Sales Management to ensure that target/quotas are set appropriately and are in-line with overall business objectives.
Provide reporting and analysis as requested.
• Conduct market research on incentive-based pay positions and provide feedback to Division Heads on competitiveness and internal equity of plans.
• Work closely with the Commissions Department (Finance) to ensure accurate payments of all plans.
• Establish policies and procedures for approvals of plan changes, quota changes, special programs, minimum income requests and employees on leave.
• Develop and communicate annual presentation materials for new and/or updated incentive plans to sales management and executives.
• Assist in mergers and acquisitions to assimilate commission plans for newly acquired companies.
• Serve as the main point of contact for questions and interpretations of all plans.
• Maintain a central repository of all plans.
• Manage issues that are raised by plan participants which may require escalation to senior management.
• Monitor plan effectiveness and communicate this feedback to sales management and executives on a quarterly basis.

• Qualifications & Requirements:
• 5+ years of direct relevant experience.
Visible, exciting work supporting the sales of cutting edge technology and workflow solutions.

Client is Proud to be an Equal Opportunity Employer M/F/V/D Committed to Affirmative Action.

• Bachelor’s Degree or equivalent skills and experience.
• 3+ years of experience with a commission pay system, Callidus experience a plus
• Expert proficiency in Microsoft Office Suite (Excel, Word, PowerPoint)
• Excellent communication skills, both written and verbal, to all levels in the organization
Proficient in project management
• Ability to work independently in a fast paced and dynamic environment
• Ability to compile and analyze data
• Ability to run ad-hoc reports

• Excellent salary, commissions, bonuses and expense allowance.
• Outstanding benefits package (including medical, dental, life insurance)
• 401(k) plan with matching company contribution
• Excellent holiday/vacation plans.
• Tuition reimbursement.
• Employee Referral Bonus Program.
• Ongoing training opportunities.

Forward Resumes to jobs@jobsbl.com

 

SETTING RECORD STRAIGHT ON SWITCHING JOBS

Posted by boblarson on
Bob Larson, CPC
Bob Larson, CPC

BERMAN LARSON KANE

Career Report

August 2015

 

Feature Story

 

SETTING RECORD STRAIGHT ON SWITCHING JOBS

With job seekers appearing to now hold more power than employers, the best advice that was true about switching jobs is necessarily gospel anymore, according to an article from the Harvard Business Review’s HBR.org/Blog.

Indeed, as more positions become available and fewer look for work, especially as Baby Boomers retire, many experts describe the current labor market as “candidate-driven.” So does this mean when switching jobs the job seeker is in the driver’s seat? Not necessarily so. But it does, in fact, mean you may no longer be able to rely on “age-old” guidance in your job search.

That said, the publication asked readers (and its own editors) what advice they hear most often about how to switch jobs and then talked with two experts to get their perspectives on whether long-held advice holds up in practice and against recent research and job trends. Here from the article are excerpts with insights on the topic:

  1. “Never tell your boss that you’re looking for another position.”

It may seem logical that you want to have a job in hand before you reveal you’re leaving. After all, you don’t want your boss to be mad at you or stop investing in you. But things have changed. Not only is there less risk in letting your manager know you’re looking than there used to be, but there may be upsides too, said Claudio Fernández-Aráoz, a senior advisor at executive search firm Egon Zender. Foremost among them, your boss may want to figure out how to keep you.

And if employees are intent on leaving, companies are making more effort to be sure people leave on good terms. They recognize that former employees are out there on social media, and they don’t want to “risk being disparaged on Glassdoor, Yelp, Facebook, or Twitter.” said John Sullivan, an HR expert and professor of management at San Francisco State University. Many companies now also have programs that keep the door open in case employees want to return.

  1. “Stay at a job for at least a year or two — moving around too much looks bad on a resume.”

“This is a popular piece of conventional wisdom,” said Sullivan, and it’s simply not true anymore. First of all, it’s not always realistic. “There are many times when you really need to leave your job without anything else,” said Fernández-Aráoz. For example, you may need to relocate because of your spouse’s job or quit to take care of a family member.

Second, short stints no longer hurt a resume. Sullivan said that employers have become more accepting of brief periods of employment. As many as 32% of employers expect ‘job-jumping.’ “It’s become part of life,” he added. In fact, people are most likely to leave their jobs after their first, second, or third work anniversaries, with Millennials especially prone to short stays at jobs. Sullivan’s research shows that 70% quit their jobs within two years. So the advice to stick it out at a job for the sake of your resume is just no longer valid.

Gaps in job history aren’t the sticking points they once were either, said Sullivan. You just have to show that your time off wasn’t a waste of time. Employers just want to know that you made use of the time either to gain a new skill, have a life-changing experience, or learn something new. Still, said Fernández-Aráoz, you should avoid jumping around if you can, not because of any potential damage to your future job prospects, but because of the emotional drain.

  1. “Don’t quit your job before allowing your current employer to make a counter offer.”

If you’re a valuable employee, Sullivan said that smart companies will try to convince you to stay. “If you’re on their priority list, it would be considered ‘regrettable turnover’ for them and they’ll do what they can to keep you.” Counteroffers, in fact, have become much more common, especially in industries where there’s talent scarcity, Fernández-Aráoz pointed out.

But be careful, he warned: “In my three decades of experience, I’m genuinely convinced that most counteroffers are bad for all parties.” He gives two reasons: First, there was a reason you started to look for another job and that’s unlikely to change despite your employer’s promises. Second, you’ve made a commitment to the new company and you should honor it. But, on the other hand, he added, you should analyze both alternatives and make a sound decision based on the unique situation you are in. Which opportunity will give you what you want in the future?

  1. “Never make a lateral move — a new job is your only chance of making a big leap in title and compensation.”

“That’s so last year,” said Sullivan. “Yes, the old model was that you were Assistant VP, then VP, then Senior VP. But that’s GM in the 1980s, not today’s organizations.” He said given how flat companies are today, there’s often nowhere to go in your current job or in another one. Focus instead on finding interesting work rather than worrying about lateral moves. Fernández-Aráoz agreed: “If you are going for title and compensation, think again!” More money and a better title rarely are what make you happy, he said. Instead, look for autonomy, mastery, and purpose.

  1. “You should always be looking for your next job.”

You want to be happy, not constantly searching, said Fernández-Aráoz. When you have found a job you love, looking for your next one is unnecessary. But, even if you’ve found a role that keeps you happy, you should still be learning and growing, added Sullivan. He points out that this doesn’t have to be a new role with a new company, but can be a different role or challenge in your existing job.

NEWS FROM BERMAN LARSON KANE:

July continued with a steady increase in contract hiring across several disciplines.  “It is our pleasure here at BLK to assist our clients with interim staffing augmenting skill and talent gaps” , comment Bob Larson, CPC  president BLK.

As the job creation numbers continue to improve and unemployment continues to decrease we are very optimistic about hiring projects over the last 4 months of the year.  We continue to experience an increase in talent shortages across various disciplines.

 

 

 

 

 

 

Dental Receptionist Suffern NY

Posted by boblarson on

Dental Receptionist/

Must be Able to Work approximately 35 plus  Flexible Hours per week  including every other Sunday and weekday flexibility to cover  some AM 7-4 Shifts and PM 3-10 Shifts

PRIMARY RESPONSIBILITIES

Responsible for administering the day-to-day activities of the business office, including: maintenance of the records of patients, scheduling of patients, accounts receivable, maintaining appearance and order of dental office.

SPECIFIC DUTIES

Reception Management of busy Dental Clinic

Answer and respond to telephone calls with professionalism

Manage day-to-day operations of dental office

Review the office  for a neat, professional appearance and make necessary changes

Check the daily schedule for accuracy

Answer and respond to telephone calls with professionalism

Review supplies for reception

Ensure that HIPAA Notice of Privacy Practices Notice is on display

Patient Management

Maintain a professional reception area; organize patient education materials, etc.

Greet and welcome patients and visitors to the practice

Check in patients according to office protocol, verifying and updating patient information

Manage recall and inactive patient system

Oversee patient relations & handle patient complaints, under. indirect supervision

Help explain office policy to patients

Confirm the next day’s appointments according to protocol and patient preferences

Schedule patients for efficient use of doctor and staff time

Check patient quick-fill list to try to fill in cancellation and no-show appointment times

Collect payment from patients at the time of treatment

Make follow-up appointments as needed

Records Management

Gather and accurately record insurance information from patients

See that records are stored securely and handled in compliance with HIPAA privacy and security regulations

Accurately file patient information

Arrange patient charts and radiographs for the next day’s appointments

Track cases and referrals to and from other doctors

Insurance

Update insurance information on all patients at all times

Submit treatment plans for predetermination of benefits

Prepare claim forms for patients with dental insurance

Organize supporting materials for claim forms, such as radiographs or written narratives, as directed by Dr. S.

Mail or electronically submit claim forms from office

Assist in the resolution of problems with third-party payers

Inventory Management

Monitor inventory and order dental office supplies as needed

Monitor and make sure all dental office equipment is working properly

forward resumes to jobs@jobsbl.com

 

Business Systems Analyst Commercial Credit, Paramus NJ

Posted by boblarson on

 COMMERCIAL CREDIT BUSINESS SYSTEMS ANALYST

SUMMARY: Supports the Commercial Credit area of the Commercial Lending Department; analyzes, and organizes all lending  data from the loan origination and core lending systems. Develops professional reports, charts, and metrics of all lending data for submission to Senior Management and the Board of Trustees. Ensures all information is accurate and submitted in a timely manner.

 

Qualifications

  • BS in Finance, Economics , Accounting or Computer Science
  • Minimum of 3 years of experience with Business Intelligence, Database reporting and MIS.
  • Relevant knowledge of Commercial Lending products and services.
  • Proficiency with Business Intelligence tools including designing report queries, report formatting and extracting information into Excel spreadsheets.
  • Ability to analyze and organize data from core systems and lending applications into professional report formats; charts, graphs, for presentation to Senior Management and Board of Trustees.
  • Excellent verbal and written communication skills and ability to present information to all levels of management.

JOB DUTIES

1.Utilizes the Commercial Lending systems as well as the Bank’s core systems to develop and produce regular & ad-hoc reports of lending data. Organizes and analyzes data from the lending systems to ensure all information submitted to Senior Management and the Board is accurate, relevant and submitted in a timely manner. 40%

2.Responsible for conducting business process analyses, needs assessments, and preliminary cost/benefits analyses in an effort to align information technology solutions with business initiatives.

Develops or modifies information systems while considering the business implications of the application of technology to the current business environment.   20%

3.Creates, prepares and documents detailed specifications of the programs utilized to pull data. Includes: creation and use of documents to facilitate the request and data integrity of the data that is provided to the internal customer.      20%

4.Work with and support Senior Management and be accountable for disseminating and summarizing information into a format that can facilitate high level decision making processes.      15%

5.Performs other job related duties as assigned.             5%

Forward Resumes to jobs@jobsbl.com

 

HOW TO USE PUBLIC SPEAKING SKILLS AT WORK

Posted by boblarson on

HOW TO USE PUBLIC SPEAKING SKILLS AT WORK

Bob Larson, CPC

While some people are naturally good at public speaking, many have to work at it. That’s why there are specialized courses and groups to help individuals improve this important skill. And while many think of “public speaking” as standing front of large crowds and giving presentations — especially in business — in reality it has much broader applications, a U.S. News & World Report article pointed out.

For instance, public speaking techniques can be used while speaking to smaller groups, even during an internal meeting at work, as well as in other everyday work situations that are less obvious, whether it be providing feedback, pitching ideas or communicating with your boss or co-workers.

Clearly, learning to be a good public speaker can boost your confidence in all aspects of life and help you to better think on your feet, the article noted.

In the following Q&A featured in the article, Gary Schmidt, former international president of Toastmasters, shared his thoughts with blogger Marcelle Yeager on how public speaking skills can be applied to a variety of common work settings:

  1. How can you use public speaking techniques to advocate for yourself and your work when you’re going for a promotion?

Working on your speaking skills enables you to polish your communication and leadership skills and increase confidence (areas that are key to career advancement). Self-confidence is key for taking on projects you might otherwise not handle.

Another skill or strength that’s helpful when advocating for yourself is the ability to think on your feet. You can practice this by organizing your thoughts within a short timeframe to respond to an impromptu question or topic. This way, when a colleague or your boss asks you a tough question, you will feel confident speaking off the cuff.

You may be doing the best work in your entire organization, but if no one knows about it, it will not help you progress in your career. The solution: speak up! But do it at the right time in the right place in the right way. An organization like Toastmasters [for example] teaches you to speak clearly and concisely, in an organized manner and with confidence. So when you have 30 seconds with your boss or another superior in the hallway or elevator, you can briefly describe the great work you are doing on a project in a humble and charming way.

  1. What are some ways you can employ public speaking principles to better communicate with your boss and co-workers?

Don’t rely on email and technology tools. Instead, become a strong face-to-face communicator and learn the importance of tone and body language. Many tasks and projects fail because of ineffective communication. That’s why it is important to practice by doing. The more you practice delivering clear messages and feedback, the easier it will become.

Good speakers are also good listeners who pay careful attention to their audience and are receptive to feedback. It is important to notice nonverbal cues, such as eye contact and body language, in order to read an individual or audience to see if they are engaged.

  1. Are there particular public speaking methods you can employ to improve your negotiation and influencing skills?

The most important thing to consider when attempting to influence others is to know the audience and their needs. It’s important to act confidently, even if you don’t feel confident. Let your passion show. Be organized, clear and concise. Learn to effectively speak impromptu. Co-workers, and especially your boss, will know if you are unprepared. Influencing is not about you, the speaker. It’s about what you can do to solve a problem for the audience.

  1. How can you better present your work and ideas on the job, even in informal meetings?

Strong communication skills enable employees to not only become better public speakers, but also better listeners who can be relied upon to give valuable comments and recommendations. Employees should always be prepared to present their ideas with their boss, board member or colleague. Public speaking groups provide a supportive environment for learning communication skills that are increasingly valuable in the workplace.

Public speaking is not only about being able to deliver an effective presentation to a group. Employees can apply its principles to many different situations in the workplace. Utilizing these techniques can help you improve your communication, influencing and advocating skills to help you progress in your career.

Link to Radio Appearance by Bob Larson, CPC

Posted by boblarson on

It as truly an honor to appear for 30 minutes on this radio program….hopefully was able to articulate the relationship between 3rd party recruiter – hiring authority – and job-seeker … it is a complicated dynamic changing relationship … if you have a few moments listen and I welcome hearing about your experiences…

You can listen to podcast clicking  HERE

http://webtalkradio.net/internet-talk-radio/2015/06/22/job-search-radio-finding-the-good-recruiters/

Thanks for your support over the years I am truly honored to serve….Bob

 

How to Ask for a Raise

Posted by boblarson on
Bob Larson, CPC President Berman Larson Kane
Bob Larson, CPC President Berman Larson Kane

How to Ask for a Raise

Most people ask for a raise at least once in their lives — some even face this issue yearly…and dread it every time. Why? The answer is fear. We worry about the outcome. We’re afraid of rejection or a negative response. We may even fear we actually don’t deserve a raise. For a multitude of reasons, we even allow past negative experiences or our own made-up fears to stand in our way.

But if you feel strongly that you deserve a raise, and that others in similar jobs in your industry are making more money than you, by all means step up to the plate and ask for one. If you don’t ask, you’ll never get an answer, and you’ll keep on making the same salary and not feel happy about it. According to the book Negotiating for Dummies by Michael C. Donaldson and Mimi Donaldson, you can take the dread out of asking for a raise by employing six basic skills. Read them over and then start planning for a time to ask your boss for the money you feel you deserve.

  1. Prepare
    Before approaching your manager for a raise, the authors recommend, prepare yourself internally. Very importantly, though, you must know you have earned the right to ask for a raise and that you are valuable to your employer. Gather documents to prove you have made an important contribution to the organization and that your absence would be detrimental. If you don’t believe you deserve a raise (and you very well may not) no one else will. After you are emotionally prepared for the negotiation, prepare your case on its merits.

    • Know how much your company’s budget can afford. Get a feel for how well your company is doing.
    • Know in general the going rate for your services.
    • Know specifically what people in your geographic area are earning for doing the same work.

When you’ve gathered the data, the authors say, tell your boss you’d like to schedule a meeting about your salary. Don’t ambush your boss. Approach him or her in-person or via e-mail. Say, “I’d like to speak with you about my salary. I need about 20 minutes of uninterrupted time in your office. When will it be convenient?”

  1. Set Your Limits
    Decide on the amount you are willing to accept, and the maximum you can hope to receive, the Donaldsons point out. Most importantly, don’t walk into your boss and ask for the moon. Also, decide what you will do if the company does not meet your minimum expectations.

    • You may bide your time looking for another job.
    • You may quit on the spot.
    • You may just stay with the program and be a less cheerful worker.
  2. Push The Pause Button
    Keep your emotions in check, the authors advise. Never resort to an emotional plea about putting food in your kids’ mouths. Most companies have evidence that they are in line with the norms. You need to build your case on objective evidence. Make sure management knows that keeping you around and keeping you happy will pay off.
  3. Listen
    You may have to let your boss vent about shrinking budgets, executive compensation and even personnel problems, the Donaldsons explain. Letting your boss empty out will clear a space for you when you talk. Ask about your own performance the same way. If you don’t clean up any discrepancy immediately, then it’s futile to talk about more money when the company thinks you’re not performing up to snuff.
  4. Be Clear
    Set forth what you think is fair and why, and spend plenty of time on the why, the authors advise. Let your boss know about the research you’ve done and present all the evidence of the special value that you bring to the company. You want your boss to feel good about the raise you are going to get.
  5. Close The Deal
    This may be the first time your boss has been made aware of your worth to the company, the authors say. Your boss may have to think about the issue. That’s fine, but be sure to set a date for a final decision.

Of course, you’ll need to carry all of this out very graciously and you’ll need to have a fallback position in case your request is denied. If a raise is not in the immediate picture, ask your boss what you need to do to earn the money you feel you deserve. This way, at least you’ll know where you stand with your employer and what he or she is expecting of you. If you’re not happy with the answers you get, it may very well be time to look for another job.

Construction Loan Officer, Paramus NJ

Posted by boblarson on

CONSTRUCTION LOAN OFFICER

SUMMARY:  Solicits, underwrites and maintains loan relationships with real estate developers throughout Northern and Central regions of the Bank.  Conducts Business calls on developers individually and/or with other Commercial Lending, Business Development and Branch staff in order to generate new loan and deposit business relationships for the Bank.

JOB DUTIES

  1. Conducts scheduled inspections of construction projects being financed. Reviews loan draw requests with customers and approves disbursement of construction funds. Works with all other department staff to ensure that construction loan files are current with all required financial information, real estate tax information, insurance policies or other project specific documentation.
  2. Solicits, underwrites and maintains loan relationships with real estate developers throughout Northern and Central regions of the Bank. Interviews loan applicants and gathers appropriate financial and project information required for underwriting. Evaluates financial information, location of projects and project details for loan approval purposes.
  3. Prepares loan commitments, reviews approval requirements and loan closing packages prior to closing. Reviews appraisal and environmental reports prior to loan closing to ensure compliance with all applicable regulations and Bank policies.
  4. Conducts business calls on developers individually and/or with Commercial Lending, Business Development and Branch personnel. Establishes terms, approves loans within established lending authority and presents loans for approval to the appropriate lending committees of the Bank.
  5. Reviews existing loan portfolio on an annual basis and maintains loan files with current information. Keeps abreast of local and national economic, legislative and political events that may affect the condition of the Bank’s construction loan portfolio.
  6. Monitors delinquencies within the assigned loan portfolio and contacts customers in order to collect delinquent loan payments as required.  Advises the SVP, Commercial Real Estate of any existing or potential problem loan situations.
  7. Trains and develops subordinate employees.
  8. Performs other duties as may be assigned

forward resumes to jobs@jobsbl.com

 

Product Manager , Lake Success, NY

Posted by boblarson on

PRODUCT MANAGER / RETAIL BANKING!!!

DESCRIPTION:

  • Responsible for determining the product and service menu, functionality, packaging and positioning necessary to support Retail Banking product lines sales and service need
  • Accountable for ensuring ongoing product line, fee income structure and third party product relationships consistently support revenue growth, are properly positioned to competitively differentiate the bank in the marketplace and are in compliance with all appropriate regulations, policies, procedures and risk management guidelines.
  • Manage the Retail Banking product line life cycle from strategic vision, research/ validation, recommendation and implementation, through ongoing performance management.
  • Work with business line along with various support areas to enhance existing products and bring new products/services/channels to market based on business strategy, industry experience, market analysis, customer analysis/needs identification.
  • Lead cross functional project teams to develop and implement comprehensive project plans and ensure the effective delivery of those new or enhanced products/services/channels.
  • Develop initial and ongoing product, service and third party vendor risk assessments, and manage quarterly/annual reviews.
  • Monitor product performance, including penetration, usage patterns and revenue generation to manage trends and effectively refine product and channel offerings including enhancements to features, pricing, promotion and distribution in order to optimize product line success..

REQUIREMENTS:

  • 5-8 years experience in product development or management preferred
  • Minimum 3 years experience in retail banking and/or financial services preferred
  • Bachelor’s degree in Business, Marketing or Finance preferred
  • Must possess a unique blend of business and technical savvy along with enthusiasm for financial services
  • Must possess a big-picture vision and the drive, project management and relationship development skills to make that vision a reality in cooperation with various business units and third party partners
  • Self-starter and team player with a structured approach to achieve tight timelines on complex deliverables
  • Ability to think strategically while delivering tactically with a keen focus on details

for resumes to jobs@jobsbl.com

May 2015 Career Report Issue # 183

Posted by boblarson on

BERMAN LARSON KANE

Career Report

May 2015

 Feature Story

Bob Larson, CPC President Berman Larson Kane
Bob Larson, CPC President Berman Larson Kane

7 TIPS FOR GETTING HIRED AFTER AGE 50

Finding a new job can be a lot of work for many, but it can be especially challenging for anyone in their 50s and 60s. And while the unemployment rate for older workers is lower than that of younger workers, once out of work older workers seem to have greater difficulties landing a new position than others. In fact, according to an AARP data analysis cited in a U.S. News & World Report article, the average duration of unemployment for job seekers was 55 weeks as of December 2014, compared with 28.2 weeks for younger workers.

To help older workers in their quest to find a new position, here from the U.S. News & World Report article are seven strategies to consider:

Start your job search right away. Don’t wait until your unemployment runs out to start looking for a new position. “It does seem like prospects are best for the unemployed as soon as they leave their jobs, so it might be a good idea to start job searching in earnest right at the beginning, rather than easing into job searching while on unemployment,” said Joanna Lahey, an associate professor at Texas A&M University, who studies age discrimination. A large gap on your résumé and a growing sense of frustration with the job search process can make it even more difficult to get hired aging.

Work you network. Although there are certainly many modern ways to find jobs online and through social media, having contacts at the company you would like to work for is still one of the best ways to find out about openings and get hired. “The number one way to find a job is through personal contacts,” Lahey pointed out. “You can avoid a lot of implicit discrimination if someone who knows you is willing to vouch for you.”

Reassure a younger manager. Some managers may feel uncomfortable supervising someone who is more experienced than they are. “The big thing to keep in mind is that the person supervising you or making the hiring decision may well be younger than you are, and insecure about supervising someone with more experience,” said Peter Cappelli, a management professor and director of the Center for Human Resources at the University of Pennsylvania’s Wharton School. “So it is important to let them know you are OK with the role you’re applying for, that you don’t want their job and that you are expecting to take direction from them.”

Don’t mention your age or the interviewer’s age. You don’t want to call attention to your age by listing jobs you held over 20 years ago on your résumé or mentioning age during the interview process. Equally as important, don’t comment on the age of a younger manager. “Even if the person interviewing you is no older than your children, never make any reference to their age thinly veiled or otherwise,” said Nancy Collamer, a career coach and author of  “Second-Act Careers: 50+ Ways to Profit from Your Passions During Semi-Retirement.”

Shorten your résumé. You don’t need to include every position you have ever held on your résumé. “Don’t make your résumé a history lesson. Highlight your most recent achievements and the new talents you’re acquiring,” Collander said. “In general, you should keep the spotlight on the last 10 years of relevant experience.”

Explain why you’re not overqualified. Having 20 or 30 years of work experience can make you seem overqualified for many positions. “Make sure your cover letter explains why you’re right for the job you’re applying to,” Lahey said. “Explain any gaps or why you’re applying for something for which it seems like you’re overqualified.”

Demonstrate your fluency with technology. Older workers are often perceived as being unable to effectively use technology. Make it clear to potential employers that you are tech-savvy and continuing to keep up with new developments. “I think the single most important thing you can do to overcome age bias is to demonstrate your comfort with technology and social media during the interview process,” Collamer said. “There are lots of different ways to subtly let potential employers know you’re tech-friendly: [For example] include your LinkedIn URL on your résumé, mention an interesting article you found on the employer’s Twitter feed or be a regular contributor to industry-related groups on LinkedIn.”

News from BLK:

National job creation numbers continue to disappoint analysts during March and April.  We at Berman Larson Kane continue to add contract-to-hire professionals in various disciplines.  From our limited sample clients’ seem to prefer this hiring model to allow for maximum flexibility. On the direct hire side we have witnessed an increase in engineering hiring in both the scientific and pharma specialties.

If you would like to discuss your talent acquisition requirements or have a need to fill a position with a contractor or temporary employee I welcome the opportunity to listen to your challenge and see if we at Berman Larson Kane can recommended a cost effective solution.  Bob Larson, CPC,  President Berman Larson Kane 201-556-2887 or email Larson@jobsbl.com .  Thank you for your past support.