Messages In This Digest (8 Messages)
- 1.
- Article: The painful truth about age discrimination in tech (InfoWor From: Eric Nilsson
- 2.
- Great networking opportunity. From: jordanwar
- 3.
- Article: After Interview Thank You Letters (AssociatedContent) From: Eric Nilsson
- 4.
- Article: Why most jobs are never advertised? - (Career Networking FA From: Eric Nilsson
- 5.
- Article: Some Job Search Expenses ARE Tax Deductible (AssociatedCont From: Eric Nilsson
- 6.
- Thursday, 2/18 CNG Meeting, "Your Job Search at the Library" From: johnwesthadley
- 7.
- Oil/Gas Business Unit Manager From: Keith Bogen SPHR
- 8.
- Article: Three Steps to Your 2010 Targets (advisortoday.com) From: Eric Nilsson
Messages
- 1.
-
Article: The painful truth about age discrimination in tech (InfoWor
Posted by: "Eric Nilsson" ericnilsson@earthlink.net eric_s_nilsson
Wed Feb 17, 2010 10:30 am (PST)
The painful truth about age discrimination in tech
By Lisa Schmeiser <http://www.infoworld.com/author- >bios/lisa- schmeiser
Created 2010-02-17 03:00AM
There are bold programmers but no old programmers. That fear-tinged saying
echoes even more today among software developers, who fear the recession
provides a handy cover for age discrimination in the high-tech world. But a
closer look suggests that it's the nature of IT itself to push its elderly
workers out, and in an odd twist, the recession -- at least for now -- has
actually protected older workers.
There's a commercial airing on ESPN right now that features two hiring
managers discussing the two job candidates sitting in the lobby. We see the
backs of these candidates' heads; one is dark brown and lustrous, the other
brittle and gray. The managers debate -- should they go with the experienced
candidate? ("He won't have energy!" frets one manager) -- or the fresh young
thing? And then -- surprise! -- the two candidates are the same person
before and after a hair-dye job.
It's a nasty and effective commercial, and one that deftly plays on a
pervasive fear of job hunters: Will
<http://www.infoworld.com/t/career- advice/another- take-age- discrimination- 88
7> my age be held against me? [5] And in IT -- where the popular narrative
favors kids launching companies in their dorm room or bringing down a
corporate network as a way to blow off steam after finals -- that
<http://www.infoworld.com/d/data- management/ unofficial- forced-retiremen t-650
> fear of age discrimination is especially pervasive [6].
The IT workforce by the numbers: Older workers do better
Take a look at the numbers defining the scope of the recession. When you
break down the unemployment rate by age group
<http://www.nytimes.com/interactive/ 2009/11/06/ business/ economy/unemploy ment
-lines.html> [8], here's how it pans out: 16.7 percent for everyone aged 15
to 24, 8.2 percent for everyone aged 25 to 44, and 6.3 percent for everyone
aged 45 and older. So, the older you are, the less likely you are to be
unemployed.
Federal records show that the older
<http://www.bls.gov/news. > you are, the more moneyrelease/wkyeng. t02.htm
you're likely to be making [9]: The median weekly salary for workers in the
16-to-24 age bracket is about 41 percent less than what someone aged 25 to
44 makes -- and they're making 6 percent less than the folks in the
55-and-up group.
When you look at the numbers in the Computerworld 2009 salary survey,
staff-level salaries start at $46,975
<http://www.computerworld.com/ >s/salary- survey/breakdown /2009/job_ level/3
[10] and climb higher as the jobs proceed up the (very short) ladder.
And, unfair as this seems, the more you're making, the less likely you are
to be unemployed. According to a new study at Northeastern University's
Center for Labor
<http://www.clms.neu.edu/publicat ion/documents/ Labor_Underutili zation_Proble
ms_of_U.pdf> Market Studies [PDF] [11], the unemployment rate for people
making between $39,000 and $50,000 is 9 percent, and it only drops more as
your income climbs: If you're making $79,100 or more, only 3.2 percent to 5
percent of the people in your income bracket have lost their jobs.
But older tech workers are scarce -- why?
So, assuming the numbers don't lie, well-paying industries like IT should be
chockablock with 40- to 60-somethings pulling in handsome salaries.
But they are not -- and they have not been for some time. A late-1990s study
by the National Science Foundation and Census Bureau found that only 19
percent of computer science graduates are still working in programming once
they're in their early 40s. This suggests serious attrition among what
should be the dominant labor pool in IT.
Something has been pushing IT workers out as they hit their high-earning,
low-unemployment 40s and beyond. Is it burnout or pervasive age
discrimination? What are the culprits contributing to this "Logan's
Run"-like marketplace?
Sure, your average IT operation is staffed by people whose answer to the
question "What were you doing when the Berlin Wall fell?" is going to be
"teething." But it's not purely a hatred of older people that's led to a
sharp falloff in older IT workers. Here are some possible factors.
A change in the IT culture. The Net is rife with mainframe operators and
COBOL pros who will tell you that they got into IT for love of the challenge
or subject. It was passion-driven. Now, however, IT occupations are
rigorously bound by performance metrics and other management controls that
provide a healthy reality check to anyone who thought passion would be
enough to sustain a 25-year career in coding.
Bean-counting. Older
<http://www.infoworld.com/d/data- >management/ h-1b-visa- issue-revisited- 597
workers have a (not entirely) undeserved reputation for being expensive
[13], which hurts them going and coming. If there's what the federal Bureau
of Labor Statistics quaintly calls a "mass layoff event," the high-paying
jobs are looked at carefully to see if the worker brings a perceived value
to the organization. If not, the math is brutal: Ax two or three high-paying
positions and see an immediate growth in the margins. And when it's time to
hire, two entry-level workers provide -- in theory -- more bang for the buck
than one expensive member of a protected class (that is, older workers for
whom the government has imposed more hurdles to lay them off).
The persistent devaluation of experience and skills. Any developer can tell
you that not all C or PHP or Java programmers are created equal; some are
vastly more productive or creative. However, unless or until there is a way
to explicitly demonstrate the productivity differential between a good
programmer and a mediocre one, inexperienced or nontechnical hiring managers
tend to look at resumes with an eye for youth, under the "more bang for the
buck" theory. Cheaper young 'uns will work longer hours and produce more
code. The very concept of viewing experience as an asset for raising
productivity is a nonfactor -- much to the detriment of the developer
workplace.
According to one 20-year telecommunications veteran who asked to remain
anonymous, when high-tech companies began incorporating more
business-oriented managers into their upper tiers, these managers were not
able to accurately assess the merits of developers with know-how: "It is
nearly impossible to judge quality work if you never did it yourself," he
says. "The latest fad was the idiotic belief that management was generic, a
skill that could be taught at school and could then be sent anywhere to do
any management job."
Another way in which experience is actually seen as a flaw rather than a
virtue: Hiring managers are unable to map how 10 years of experience in one
programming language can inform or enhance a programmer's months of
experience with a newer technology. Instead, they dismiss the decade of
experience as a sign of inflexibility or being unable to keep up -- an
assumption that penalizes IT pros for being present during the last 10 years
of their jobs.
As former Intel CEO Craig Barrett once said, "The half-life of an engineer,
software or hardware, is only a few years." With this kind of attitude at
the top, there's no cultural incentive to foster a hiring strategy that
rewards experience or longevity.
The nature of the job. The mental stage that psychologists define as "flow"
is one of sustained concentration on the task at hand and a pure focus on
your attention on a project. In other words, it's the ability to work
without interruption on a task until you've found a natural stopping point.
A lot of developers strive for flow when they're working, which is why one
<http://www.paulgraham.com/makerssch > meeting can blow an entireedule.html
day's worth of work [14]. It takes time to get in and out of flow and to
retrace your steps to the point where you can move forward.
When it comes to flow, a 20-something worker without the obligation to pick
up a child from daycare has a definite advantage over an older counterpart
with a life and family outside work. And while it is explicitly illegal to
ask prospective job candidates if they're married and have children, it's
not illegal to infer -- based on age, résumé, and a glance at their ring
finger -- whether a prospective candidate is going to be able to sink
limitless hours into a development job or troubleshooting task.
And entry-level workers aren't burnt out by experience. They haven't had a
decade of watching their work get torpedoed thanks to office politics. "You
become more cynical about the possibilities of real rewards from your hard
work after being so disappointed so often in management," says an engineer
who also asked to remain anonymous. "And with advancing age, you have more
responsibility, too -- which does not lend itself to that the singular focus
required to complete most IT projects."
Thus, the harsh reality may be that IT jobs -- at least as they're defined
now -- may be perpetually entry-level.
The tech industry is like sports or pop music: a young person's game
So is there an age discrimination problem in IT? Perhaps -- in the same way
there's an age discrimination problem in professional sports, journalism,
and the arts. At some point in those career arcs, the assets that made
workers such hot properties -- youth, the ability to devote lots of time to
their vocation, comparative inexperience -- diminish. And the marginal
utility of what's left -- experience -- is not as strongly valued.
In other words, all you IT veterans are still big. It's the jobs that got
small.
Source URL (retrieved on 2010-02-17 10:20AM):
http://www.infoworld.com/d/adventur es-in-it/ painful-truth- about-age- discrimi
nation-in-tech-209
Links:
[1] http://www.infoworld.com/newsletter s/subscribe? showlist= infoworld_ advice
<http://www.infoworld.com/newsletter s/subscribe? showlist= infoworld_ advice&so
urce=fssr> &source=fssr
[2] http://www.infoworld.com/
[3] http://www.infoworld.com/newsletter s/subscribe? showlist= infoworld_ record
<http://www.infoworld.com/newsletter s/subscribe? showlist= infoworld_ record&so
urce=fssr> &source=fssr
[4]
http://www.infoworld.com/newsletter s/subscribe? showlist= infoworld_ cringely
<http://www.infoworld.com/newsletter s/subscribe? showlist= infoworld_ cringely&
source=fssr> &source=fssr
[5]
http://www.infoworld.com/t/career- advice/another- take-age- discrimination- 887
[6]
http://www.infoworld.com/d/data- management/ unofficial- forced-retiremen t-650
[7]
http://www.infoworld.com/d/data- explosion/ infoworld- iguide-enterpris e-data-e
xplosion-744?idglg=ifwsite_ editinline
<http://www.infoworld.com/d/data- explosion/ infoworld- iguide-enterpris e-data-
explosion-744?idglg=ifwsite_ editinline& source=ifwprm_ 07FE-age- discrimination
> &source=ifwprm_07FE-age- discrimination
[8]
http://www.nytimes.com/interactive/ 2009/11/06/ business/ economy/unemploy ment-
lines.html
[9] http://www.bls.gov/news. release/wkyeng. t02.htm
[10] http://www.computerworld.com/ s/salary- survey/breakdown /2009/job_ level/3
[11]
http://www.clms.neu.edu/publicat ion/documents/ Labor_Underutili zation_Problem
s_of_U.pdf
[12] http://www.infoworld.com/user/ 72/contact
[13]
http://www.infoworld.com/d/data- management/ h-1b-visa- issue-revisited- 597
[14] http://www.paulgraham.com/makerssch edule.html
[15] http://www.infoworld.com/blogs/ bob-lewis? source=rs
[16] http://itjobs.infoworld. com/
[17]
http://www.infoworld.com/d/adventur es-in-it/ state-it- jobs-2010- 506?source= rs
[18]
http://www.infoworld.com/d/adventur es-in-it/ 10-warning- signs-your- it-career-
in-trouble-204?source=rs
[19]
http://www.infoworld.com/d/adventur es-in-it/ 2009-it-career- survival- guide-25
2?source=rs
[20]
http://www.infoworld.com/d/adventur es-in-it/ where-it- jobs-are- headed-897? sou
rce=rs
[21]
http://www.infoworld.com/d/adventur es-in-it/ hot-tech- certifications- in-cool-
job-market-798?source=rs
[22]
http://www.infoworld.com/d/adventur es-in-it/ it-survivor- 7-tips-career- growth
-in-tight-times-726?source= rs
[23]
http://www.infoworld.com/d/adventur ésumé-tips-techies-es-in-it/ need-job- r 096
?source=rs
<http://www.infoworld.com/d/adventur es-in-it/ need-job- r%C3%A9sum% C3%A9-tips-
techies-096?source=rs>
[24]
http://www.infoworld.com/d/adventur es-in-it/ it-workers- pushed-limits- 937?sou
rce=rs
[25]
http://www.infoworld.com/d/adventur es-in-it/ how-keep- your-tech- career-afloat
-262?source=rs
[26]
http://www.infoworld.com/t/business /30-skills- every-it- person-should- have-93
3?source=rs
[27]
http://www.infoworld.com/t/business /afraid-losing- your-job- younger-cheaper- i
t-worker-548?source=rs
[28]
http://www.infoworld.com/t/careers/ unemployment- hammers-younger- workers-583?
source=rs
[29]
http://www.infoworld.com/d/adventur es-in-it/ painful-truth- about-age- discrimi
nation-in-tech-209?source= footer
[30] http://www.infoworld.com/?source= footer
[31] http://www.infoworld.com/t/careers? source=footer
[32] http://www.infoworld.com/blogs/ bob-lewis? source=footer
- 2.
-
Great networking opportunity.
Posted by: "jordanwar" jordanwar@earthlink.net jordanwar
Wed Feb 17, 2010 1:06 pm (PST)
GPSEG Life Sciences Subgroup Meeting
Managing your Career Changes and Developing New Skills - Insights from Behavioral Science
February 25, 2010
Breakfast Meeting:
7:30 - 10:00 a.m.
Held at Philadelphia Country Club
Member & Alliance Partner Cost $25
Nonmember Cost $30
Ellen Derrico,
Life Sciences Chair
REGISTER NOW!
With many of us undergoing career changes and looking for alternatives, this is a meeting you do not want to miss.
Our speaker, Geoff Morris, has over 30 years of corporate experience having held several senior executive global and regional roles in the pharmaceutical and medical device industries. He has become very knowledgeable about the most significant research in the behavioral sciences to develop insights into what should drive our decision making in career development and how we can more effectively develop/coach new skills. This includes the rapidly evolving field of positive psychology and studies on the neuroscience basis of adult learning.
His roles included leading the development and global launch of a new breast cancer drug as V.P. of Global Brand Commercialization for Bristol Myers Squibb. He also held a number of senior management positions for the ConvaTec medical device company including Senior V.P. for Global Marketing and R&D, Senior V.P. North America and V.P. Asia Pacific. He has recently left the corporate world and has established an executive coaching practice.
About GPSEG
GPSEG is a non-profit professional association of senior-level executives committed to the exchange of business contacts and ideas and to the fostering of career fulfillment, business development, and professional and personal growth. The purpose of GPSEG is to provide meaningful senior-level networking contacts to our members; share knowledge, best practices, and resources; educate members on topics of interest to their professional and career development; and develop cooperative programs with other professional organizations in the Greater Philadelphia region.
Website: http://www.gpseg.org
GPSEG
Maureen Waddington
Executive Administrator
email: maureen.waddington@gpseg.org
phone: 215-393-3144
- 3.
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Article: After Interview Thank You Letters (AssociatedContent)
Posted by: "Eric Nilsson" ericnilsson@earthlink.net eric_s_nilsson
Wed Feb 17, 2010 3:51 pm (PST)
After Interview Thank You Letters
Why Its Important to Send One If You Want to Get that Job
By Ted Sherman
The best reason to write a thank-you letter after your interview is that it
may be just the right touch to convince the interviewer you're the top
candidate. Writing that letter can be important for many reasons. Let us
count the ways:
1. It's just plain, old common courtesy to thank the interviewer, as you
would send a note of thanks to the host of an event you had been invited to
attend.
2. Consider why the interview happened. Among all the applicants for the
job, you were selected as a viable candidate. Some jobs attract scores of
applicants, and just a very few are invited in for live interviews. You
should be grateful that you were one of those few. Even if you don't get the
job, your letter of thanks should indicate that you appreciate interviewer's
belief that you were among the top candidates.
3. In your thank-you letter, stay away from obvious flattery and
exaggeration. Don't praise the interviewer for being the most wonderful and
caring person you've ever met. Keep the language friendly, but formal. Don't
make promises of what a great, hard-working employee you'd make, ever
faithful to the company. A simple sentence that states that you believe
you're well qualified to do the job is enough to show your self-confidence.
4. If the meeting had strayed from business, and you and the interviewer
discussed other subjects, you could stray for a moment away from formality
in your letter. For example, if it was sports, entertainment, travel,
education or other non-controversial subject, you could mention that you
enjoyed the friendly moment the two of you spent away from the serious job
interview.
5. If appropriate, briefly add to your letter a reminder of your
qualifications. This could include added highlights of education and special
skills. If you recently served in the Armed Forces, mention appropriate
military experience similar to duties of the prospective job you're seeking
with the interviewer's company.
6. When concluding the thank-you letter, express your willingness to send or
bring in more samples of your work, awards you've won and additional
recommendation letters from colleagues, executives/officers and educators.
There are many reasons you should send a thank-you letter after the
interview. If you do it with just the right balance of skill and
sensitivity, you can ask the interviewer later to return the letter. Then,
with good luck, just maybe you can have it framed and pinned on the wall
above your desk in your new office just down the hall.
_____
2010 C Associated Content, All rights reserved.
URL:
http://www.associatedcontent. com/article/ 2696633/after_ interview_ thank_you_ l
etters.html?cat=31
- 4.
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Article: Why most jobs are never advertised? - (Career Networking FA
Posted by: "Eric Nilsson" ericnilsson@earthlink.net eric_s_nilsson
Wed Feb 17, 2010 3:53 pm (PST)
Why most jobs are never advertised? - (Career Networking FAQs)
Employers' reluctance to advertise is partly tied to the economy. Despite
fluctuations, unemployment numbers remain relatively low in the United
States. With the vast majority of the adult population employed, employers
assume not many prospective workers will be scanning the want ads and
Internet job postings. With a limited audience for their ads, employers are
disinclined to spend money on advertising for workers.
The second reason is more psychological. The people who read want ads are
looking for jobs. While it might seem that an employer offering jobs and
people looking for jobs are a perfect match, that's not often the case in
the employer's mind. The employer has to wonder, Why is this person looking
for a job? The answer that pops into the employer's head, whether fairly or
not, is probably not a positive one. People look for jobs, many employers
believe, because they are unhappy losers, job-hoppers, or unproductive
malcontents who blame poor performance on their employers and believe
switching jobs will solve their problems. Employers would rather go after
people called "passive candidates" who aren't necessarily looking for work.
In the employer's mind, those people will be successful, productive
contributors to the company's bottom line.
Employers also know that the best candidates are likely to be those referred
to them through word of mouth. It is only when employers are truly desperate
to fill an opening that they place an ad.
Ohio State University career counselor B. J. O'Bruba said: "The last place I
want to pull applicants from is the classified ads of major newspapers.
Classified ad applicants are unreferred, untested, and unknown. The first
place I look for applicants is within my current or previous organizations
or applicants who were referred to me by professional colleagues and
acquaintances. These applicants are better referenced, tested, and known."
Further, busy employers simply don't have the time to go through the
mountains of resumes an ad is likely to produce, especially an Internet ad,
which can draw thousands of responses because of the relative ease of
responding to such an ad. Employers often find it far more efficient to ask
their employees and other members of their personal networks to refer
high-quality candidates to them.
Finally, the process of defining job vacancies can take a long time. In some
companies, a year or more can elapse between initial conceptualization of a
job and actually filling the position. Thus, at any given time, theoretical
positions may exist within an organization, but the formal mechanisms of
funding, structuring, and writing a job description for the position mean
that the job cannot yet be advertised. That's another reason networking is
so valuable. If you can tap into a job in its embryonic stages, you will
have a huge advantage over those who wait to answer ads. Let's say Megabucks
Corporation is planning a position that you're well qualified for, but the
firm is six months away from advertising the job. You don't know about the
position, but your networking efforts lead you to a key person, Joe Honcho,
at Megabucks. After talking with you, Honcho attends a meeting and tells his
colleagues, "Hey, I just met someone who would be great for that position
we're working on." The management team may even decide to reshape the job to
fit your unique qualifications. With his team's blessing, Honcho gets you in
for a series of interviews. Megabucks still may not be able to hire you
until all the t's are crossed and the i's dotted, but once the job is
official, you are in all before Megabucks even had the chance to advertise
the position.
URL:
http://thecareerguide.blogspot. com/2010/ 02/why-most- jobs-are- never-advertise
d.html
- 5.
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Article: Some Job Search Expenses ARE Tax Deductible (AssociatedCont
Posted by: "Eric Nilsson" ericnilsson@earthlink.net eric_s_nilsson
Wed Feb 17, 2010 4:27 pm (PST)
Some Job Search Expenses ARE Tax Deductible
By CollegeRecruiter
It's that time of year again ... tax time. Unlike last year, I won't be
waiting until April 15 to send in my returns. It's a much more complicated
process this year, so getting started early will eliminate a great deal of
stress. For those who spent all or part of last year job searching, I have
some good news and some bad news in regards to filing taxes this year.
First, the bad news. Some job search <http://www.collegerecruiter. >com/jobs/
expenses are tax deductible for people who
a. file itemized returns (i.e. they deduct things like property taxes,
charitable donations, unreimbursed employee expenses, certain sales taxes
and real estate taxes, among other criteria found in Publication
<http://www.irs.gov/publications > 501)/p501/index. html
b. searched for new jobs that differed from the ones they left, such as a
former administrative assistant applying for waitress jobs
c. are first-time job seekers
d. had a significant gap between when they lost their jobs and started
looking for new ones
Now for the good news. After reading an article on CareeRealism
<http://www.careerealism.com/ your-professiona lly-written- resume-is- tax-deduc
tible/> by Teena Rose, my curiosity was peaked, so I called the IRS - which
is a much nicer and more helpful organization than movies and television
shows would have viewers believe - and discovered that
a. Professional resume writers' fees are deductible (as Rose mentioned in
her article), provided the IRS doesn't deem those fees to be exorbitant.
Anything that exceeds "the going rate" is considered exorbitant and won't be
deductible, so it's a good idea to shop around for the best quality at the
lowest price .
b. Air fare and car rental costs, including gas, are covered if a job seeker
goes out of town for his job search. Personal expenses, like visiting with
friends or family, shopping or going to the movies are NOT deductible. Job
seekers who use their own cars for their job searches - and that includes
driving to another city or state - can use the 2009 standard mileage rate of
55 cents per mile for their deductions, if they like.
c. Job search expenses can be deducted as "miscellaneous itemized
deductions" on Schedule A of the Form 1040 if the cost of a search is
greater than two percent of the job seeker's adjusted gross income (AGI).
For example, if a job seeker's AGI for 2009 was $30,000, two percent of that
would be $600. If the job seeker spent $700 on his job search, then he can
deduct that amount.
There's still plenty of time to get taxes filed and there are plenty of
resources available, including tax help from the IRS. In some cities, like
my own, the IRS has a special office set up in the federal building where
people can go, without an appointment, and receive free help with their tax
returns. The closer it gets to April 15, the longer the line becomes. Time
of day is another factor to consider. The IRS also provides a guide to free
<http://www.irs.gov/pub/irs- > tax services on the site.pdf/p910. pdf
Sources:
<http://www.irs.gov > irs.gov (800-829-1040)
<http://www.irs.gov/pub/irs- > Publication 17 (page 205)pdf/p17.pdf
<http://www.irs.gov/pub/irs- > Publication 529 (page 5)pdf/p529. pdf
_____
2010 C Associated Content, All rights reserved.
URL:
http://www.associatedcontent. com/article/ 2694735/some_ job_search_ expenses_ ar
e_tax_deductible.html?cat= 31
- 6.
-
Thursday, 2/18 CNG Meeting, "Your Job Search at the Library"
Posted by: "johnwesthadley" John@JHACareers.com johnwesthadley
Wed Feb 17, 2010 6:13 pm (PST)
For anyone in or thinking about a job search who hasn't seen Ruth
Lufkin's presentation on "Your Job Search at the Library", you should
definitely try to come out to tomorrow night's meeting. I guarantee you
will learn a lot!
Our meetings are open to the public - we open the doors by 6:30 for
informal networking, until we kick off the meeting at 7PM. We meet in
the Bernards Township Library in the center of Basking Ridge, at 32
South Maple Ave.
Advance registration isn't required, but we'd appreciate it if you let
us know if you plan to come by answering our poll at:
http://finance.groups.yahoo. com/group/ CareerNetworking Group/surveys? id=2\
589385
<http://finance.groups.yahoo. >com/group/ CareerNetworking Group/surveys? id=\
2589385
Thanks, and I look forward to seeing you tomorrow night!
John, CNG Co-Moderator
_____________________ _________ ______
John West Hadley
Career Search Counselor
(908) 725-2437
"Land The Job & Pay You Deserve"
Get 100's of Career Tips at www.JHACareers.com
<http://www.jhacareers.com/ >
Career Accelerator Blog:
http://JohnHadley.JHACareers. <http://johnhadley.com jhacareers. >com/
- 7.
-
Oil/Gas Business Unit Manager
Posted by: "Keith Bogen SPHR" keith.bogen@yahoo.com hrslugger2002
Wed Feb 17, 2010 7:52 pm (PST)
Business
Unit Manager
Job
Code ID: 01715292
Salary:
$180,000 - $205,000
Industry:
Oil/Gas
Full
Benefits: Yes
InterviewExp:
Yes
ReloExp:
Yes
Location:
Houston, TX
Job
Type: Direct Hire
Year(s)
Exp: 15-0
FOCUS:
o Experience in business and front end
engineering management and development in the areas of oil and gas, refining,
petrochemicals, or alternative fuels such as synthetic gas would be required.
General Comments: Due to the high volume of applicants we do not accept e-mailed
resumes. Submit direct at www.7SolutionsUSA.com to expedite a faster and more
efficient submittal process.
Click
on "job finder" then enter the job ID number into the "key
words" box then click on "begin search" then
"apply"!
World
leader in the oil and gas upstream and downstream markets. We are seeking an
experience director to head up the commercialization and business development
of their licensed technologies focused on the global energy market space. This
exciting opportunity will allow you to use your management experience to
strategically develop a global footprint for their proprietary refining,
petrochemical and gas processing technologies. Reporting to a Sr Vice President
this individual will be responsible for:
* Implementing and achieving the strategic and annual growth plans.
* Will develop the operational objectives and organizational structure.
* Will be responsible for key accounts and act as executive sponsor.
* Responsibility for managing large international projects including job costing, bidding, proposal support, project execution, and job income.
* Will oversee front end engineering and project execution teams
* Reviews global markets, industry trends and develops growth strategy.
* Will ensure the right mix of talent to meet the needs of engineering design, proprietary equipment and technical services.
* Responsibility for the profit and loss of the business unit and meeting the and exceeding quarterly targets
* Will ensure the development, performance and training and mentoring of the staff
* Will develop the worldwide business currently focused in China, India, Asia, the Middle East, USA, and Europe
Experience
Required:
* BS Chemical Engineering preferred and current business unit management responsibility including technology management experience.
* This will include P/L responsibility and must have the experience to lead and manage design engineering and technical service teams and meet or exceed business unit objectives.
* Experience in business and front end engineering management and development in the areas of oil and gas, refining, petrochemicals, or alternative fuels such as synthetic gas would be required.
* Must have experience at business development and key account responsibility.
Ken Nunley
Executive Recruiter /
Principal
615-952-3771
Ken@7SolutionsUSA.com
HRCareerPros
7SolutionsUSA.com
twitter.com/recruiterhr
7solutionsUSA.blogspot. com
http://www.linkedin.com/in/recruite rhrexpert
Behavior-based Interview Trainer
Performance-based Talent
Acquisition Architect
Human Resource Consultant
Executive Interview Coaching
7SolutionsUSA.com
Office: 615-952-3771
FAX - 775-305-5611
378-B Love Street
Kingston Springs TN 37082
- 8.
-
Article: Three Steps to Your 2010 Targets (advisortoday.com)
Posted by: "Eric Nilsson" ericnilsson@earthlink.net eric_s_nilsson
Wed Feb 17, 2010 10:39 pm (PST)
Three Steps to Your 2010 Targets
Attaining your goals doesn't have to be difficult; just follow these steps.
By Kerry L. Johnson, M.B.A., Ph.D.
Three Steps to Your 2010 Targets ImagePerhaps you set some New Year's goals
but are already finding it difficult to follow them. That's no surprise.
Setting goals is easy-it's sticking to the plan to attain those goals that
is difficult.
There's great reason to set goals (and then follow through on them). Years
ago, studies conducted on Harvard University graduates showed that students
who set career goals earned three times as much income as their peers who
failed to plan. The majority of top producers use written business and
marketing plans, as opposed to less than 10 percent of the lowest-producing
advisors. As J.C. Penney once said, "Give me a stock clerk with a goal and I
will give you a man who will make history. Give me a man without a goal and
I will give you a stock clerk."
But the reality is that it's tough to change. Chances are you're still
pretty much the way you were five years ago, except for the new clothes
you're wearing and your hair style. Recidivism-prisoners going back to
prison within five years of getting out-is a whopping 85 percent nationwide.
The divorce rate for second marriages is significantly higher than it is for
first marriages. Is prison so much fun that felons are dying to go back? Is
divorce more enjoyable the second time around? Of course not! It's just
tough to change. No wonder it's so difficult to make the really important
changes required to achieve our goals.
You can't achieve a goal without changing some aspect of your business or
personal life.
What it takes
There's more to achieving your goals than simply deciding that you will.
Here are three keys to achieving your goals this year.
. Be specific. Years ago, I asked a salesperson I was coaching to
name a goal that would motivate him. He said "to be happy." Then I asked him
how he would know when he achieved that goal. He just shrugged his
shoulders.
Nebulous goals like "happiness" only serve to frustrate us. Varying degrees
of happiness fade in and out daily. I told the salesperson to come up with
three specific achievements that would contribute to his sense of happiness.
He said, "A Mercedes 560 SL, $100,000 in liquid investments, and to be home
at 5 p.m. daily so I can play with my kids." I then asked him to set dates
when he would like to achieve these objectives. When he set dates, the goals
became real.
If you haven't set any goals yet for 2010, make sure the objectives you
establish are very specific. If you have already worked on your business
plan, make sure your goals aren't nebulous. They should be measurable. It
should be easy to visualize exactly what they are and when you want to
achieve them.
. Create short-term and mid-term objectives that tie to long-term
goals. Your primary goals should be long-term tangible dreams with a
timeframe of one to five years. These could be buying a vacation home in
Vail, taking a month-long trip around the world, working only two days a
week and doing charity work. Try to focus on the deeper reasons behind your
numerical or financial goals because those reasons will motivate you more
effectively than an otherwise isolated number.
Now, for each primary long-term goal, work backward and set a mid-term goal
that can be achieved in one month to a year. This could be doubling your
annuity sales from referrals or gaining 15 clients from a new marketing
program with a strategic partner. The mid-term goal objective should be a
stepping stone to hitting the long-term dream.
Finally, work backward once again from the mid-term goal and set short-term
objectives. Short-term objectives are things you want to accomplish today or
this week. For example, you may want to ask three clients for introductions
before you go to lunch today, or complete the mailing for the marketing
program by the end of this week.
This level of specificity really does work. The advisors who are best at
setting objectives work to achieve their goals by the day, and often by the
hour. They do what they said they'd do or they don't allow themselves to go
home. They are committed to and focused on achieving the goals by the date
they want them.
. Keep your goals "top of mind." People are visual creatures. As
children, we put posters or photographs of people we looked up to as
"heroes" on our bedroom walls: Superman, Batman, rock stars and sports
heroes.
We need to do the same thing to visualize our goals: Put a picture, poster,
advertisement or some other tangible reminder of your objective at a spot
you will look at several times during the day to remind you what it is
you're working toward.
Lastly, come to terms with how your priorities may need to change in order
to achieve your goal. H.L. Hunt, the late great Texas oil and ketchup
tycoon, was once asked to reveal the secret of his success. "Decide what you
want," he replied, "but also decide what you will do to get it."
You can't achieve a goal without changing some aspect of your business or
personal life. What are you willing to sacrifice to get what you desire?
Kerry Johnson, M.B.A, Ph.D., is an author and speaker at financial-planning
and insurance conferences. His program, Peak Performance Coaching, promises
to increase your business by 80 percent in eight weeks. Click on
www.kerryjohnson.com/coaching and take a free evaluation test. Call
800-883-8787 for more information.
URL: http://www.advisortoday.com/ 201002/2010targe ts.html
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