Thursday, March 4, 2010

1.: BioNJ & NJDLWD Bioscience Career & Resource Fair

Posted by: "y jao" yjao88@yahoo.com yjao88

Wed Mar 3, 2010 5:04 am (PST)

From: BioNJ [mailto:bionj@bionj. org]
Sent: Tuesday, March 02, 2010 12:05 PM
To: vgaddy@bionj. org
Subject: March 12 Bioscience Career and Resource Fair

BioNJ & NJDLWD Bioscience Career & Resource Fair

PLEASE PASS THIS ON TO INDIVIDUALS YOU KNOW WHO MAY BE SEEKING

EMPLOYMENT WITHIN THE BIOSCIENCE INDUSTRY WITHIN NEW JERSEY.

BioNJ, the voice of the biotechnology industry in New Jersey, is partnering with the New Jersey Department of Labor & Workforce Development to offer the first Bioscience Career and Resource Fair, which will be held on Friday, March 12, 2010, from 9:00 a.m. to 1:00 p.m. at The College of New Jersey.

This event is FREE for job seekers to attend, however, registration is required.

This event is being organized as part of our strong commitment to assist New Jersey's bioscience job seekers find the right path to employment. The event will showcase a wide array of career and job search resources, including bioscience recruiters, business start-up advisors, education options, professional networking organizations, career coaches, and many others.

In addition to an excellent networking opportunity, the following workshops will be available:

a.. Perspectives and Tips from NJ Bioscience Headhunters
b.. Refreshing Your Resume! Individual sessions available with professional resume coaches.
c.. Discover The Power of Using LinkedIn for Your Job Search
d.. Thinking Differently: Starting your own business, Considering Non-Profit, Alternate Route to Teaching, Education opportunities!
Date

Friday, March 12, 2010

Time

9:00 AM to 1:30 PM

Location

The College of New Jersey

Social Sciences Building

2000 Pennington Road

Ewing, NJ 08628-0718

Directions

http://www.tcnj. edu/~pa/about/ directions. html

Parking

Parking Lot 3 and 3A

Attendance is Free, but you must register for this event at:

https://lwd. state.nj. us/formsapp/ form/82

Plan to arrive early and be advised that you must "check-in" and verify your registration at the Social Science Building, where signs will be posted. Remember to bring sufficient copies of your resume for review and/or distribution.

IN CASE OF INCLEMENT WEATHER

PLEASE CALL 732-736-7221 FOR CLOSING INFORMATION

Questions? Contact: Lucille Brown, Business Service Representative at 732-736-7221 or by email at lucille.brown@ dol.state. nj.us or Vicki Gaddy, BioNJ at Vgaddy@BioNJ. org.

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2.: Director of QA in Morristown, NJ or Hartford, CT

Posted by: "benson1646@aol.com" benson1646@aol.com benson1646

Wed Mar 3, 2010 7:06 am (PST)

Our Client, an industry leader in Health Care has an exciting opportunity for a Director of Quality Assurance

This is a contract to hire and the rate is to $65 + per hr

If interested and qaulified, please send your resume to arapa@contech-it.com

This is a RTH Director position
It is to direct a staff of 20-40 people working on Claims Systems.

Skills in the following Area:
QA
Claims Processing
and have a tools background with
QTP, Quality center, and Test Director

A mainframe background is desired and must have a dynamic personality and be an Agent for Change

Hartford CT or Morristown, NJ
Someone who has led a Quality Program
Someone who will be very dedicated – this is a near 24x7 job
Someone who has had 3 – 5 QA teams working for them at any given time
Someone who can think strategic and out of the box
Someone who can manage, motivate and track progress of staff
Someone who has a development background would be helpful

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3.: Interactive Project Manager- eBusiness in Newark, NJ

Posted by: "benson1646@aol.com" benson1646@aol.com benson1646

Wed Mar 3, 2010 7:15 am (PST)

Our Client, an Industry Leader in Newark, NJ has an immediate consulting assignment for an Interactive Project Manager

This is a 3-6 month assignment and the rate is $60-$65 per hr

If interested and qualified, please send your resume to arapa@contech-it.com

We have a 3-month (with possible extensions) Interactive Project Manager in our e-Business Development (eDG) group in Newark, NJ.

The Organization's eBusiness Development Group, the enterprise Center of Excellence for online strategy, development, and management of mission-critical cross enterprise web functions, has a consultant position open for interactive project manager. The appropriate candidate should possess the skills and abilities necessary to fulfill the following position responsibilities.

Responsibilities
· Manage project development from initiation to closure following a well-defined "5D" development methodology to deliver best-in-class services
· Be accountable for project results, along with project sponsor
· Collaborate with management team in determining how to effectively leverage enterprise-standard e-commerce products and services to business groups in order to meet key business objectives and/or cut operating costs.
· Work with project sponsor to facilitate the project charter outlining scope, goals, deliverable, required resources, budget and timing
· Facilitate initial proposal meetings and ongoing discussions throughout the project lifecycle
· Complete work breakdown structure to estimate effort required for each task and identify when each task will be performed
· Clearly communicate expectations to team members and stakeholders
· Act as a mediator between team members and stakeholders
· Resolve any issues and solve problems throughout the project life cycle
· Effective manage project scope by ensuring that changes to scope are documented and approved with project change request forms
· Track and report on project milestones and provide status reports to sponsor
· Lead, coach and motivate project team members of a proactive basis
· Determine how results will be measured and complete a post-project evaluation to determine who well results were achieved
· Develop tools and best practices for project management and execution
· Ensure all project documents and appropriately archived following project completion

Key Competencies and Skills
· 4-6 years client management expertise, 2-3 years experience as lead engagement manager on $1M+ initiative(s)
· Experience with relevant project management tools and software
· Recent, relevant and measurable e-commerce management responsibilities, leveraging interactive technologies, Web2.0 interactivity and collaboration tools
· Familiarity with user-centered design techniques in refining business requirements to maximize project ROI
· Excellent communication (verbal and written) and interpersonal skills
· Demonstrated leadership and team management abilities
· Experience working in a team-oriented, collaborative environment
· Strategic, operational and technical management skills
· Rapidly adapt and respond to changes in environment and priorities
· Ability to elicit cooperation from senior management and other departments
· PMI certification is a major asset
· BA/BS or equivalent qualification

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4.: Immediate Need - Sr. Flex, Java/J2EE, SpringFramework/Hibernate, DB2

Posted by: "cgs_managing_partner" mszot@cgsonline.com cgs_managing_partner

Wed Mar 3, 2010 8:37 am (PST)

CGS is looking for a Senior Java/J2EE/Flex developer to enhance, support, maintain and own Java/Flex Web 2.0 applications.

The candidate must have solid web application, RIA and services development experience using Flex, Cairngorm Framework, Java/J2EE, Spring Framework, CXF, hibernate/JDBC, DB2.

The candidate must be confident, highly motivated and excited working with cutting-edge technology to deliver a World Class solutions for our client in New York City.

Strong communication skills are required.

Location: NYC - Financial Services

Term: 1 Year

Skills Required: Flex, Java/J2EE, SpringFramework/Hibernate, DB2

Skills Desired: Cairngorm Framework, CXF Framework/REST Services, Jasper Reports, AOP, Informatica/ETL

To be considered for this opportunity, please provide us with the following information:
• Email your resume in word format to: Jobs@CGSonline.com
• In the subject field of your email, please include the position Title from this posting
• Please make sure to include your Name, Current Address and Phone number in the email

Thank you for your consideration.

CGS Technology Associates
485E US Route 1 South
Iselin, NJ 08830
Email: jobs@cgsonline.com
Web: www.cgsonline.com
Office: 732-750-4141

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5.: FW: Project Manager Consulting work Long Island NY

Posted by: "Tom Bley" tombley@hotmail.com pierres1010

Wed Mar 3, 2010 8:38 am (PST)

Please contact the recruiter directly. Good luck.

Best Wishes,

Tom Bley

Project / Program Manager
Cell (973) 919-1252

Date: Tue, 2 Mar 2010 18:21:03 -0500
From: hmosca@sptechpartners.com
To: tombley@hotmail.com
Subject: Project Manager Consulting work Long Island NY

03/02/2010

Greetings Thomas,

My name is Harry and I'm an executive recruiter at Solomon Page Technology Partners.

Our firm is currently looking for Project Managers for long term consulting engagements at our client in Long Island. The right Candidate will be process driven, have a PMP certification, will have managed large scale enterprise projects in a fast pace high pressure environment. The client is looking for self starting motivated candidates that can produce results with minimal supervision.

To get started with your candidacy, send me your resume in word format and I�ll contact you if there seems to be a match.

Sincerely yours,
Harry Mosca
(212) 403-6117
hmosca@sptechpartners.com
Solomon-Page Technology Partners
260 Madison Avenue
New York, NY 10016

If you are interested in this position, please click here.

If you would like to unsubscribe, please click here.

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6.: Article: [Five] Career Lessons from the 2010 Winter Olympics (Yahoo

Posted by: "Eric Nilsson" ericnilsson@earthlink.net eric_s_nilsson

Wed Mar 3, 2010 9:32 am (PST)

5 Career Lessons from the 2010 Winter Olympics

Larry Buhl, for Yahoo! HotJobs, Yahoo! HotJobs

Even if your job description doesn't include the term "arabesque spiral" or
require a helmet, the 2010 Winter Olympics had some career lessons for you.
Olympic athletes made a few missteps (during and after the events) that can
serve as warnings for just about anyone.

Now that the Olympics have ended, we can reflect on these five Olympic
lessons that have resonance on the ice and in the office:

1. When in doubt, check it out.
One of the biggest workplace dilemmas is when and how--or even whether--to
tell a boss that he or she is wrong. Some supervisors won't tolerate
dissent; others welcome copious feedback from employees. But most will want
to know if they're making a costly error that could hurt them or an
employee.

"Know your boss and act accordingly--and never show arrogance or imply that
you are smarter or know better than your employer, unless the workplace
culture explicitly encourages discussion and differences of opinion,"
advises psychotherapist and author Mark Sichel.

Deciding when to call foul on a boss is tricky. But it's always wise to stay
alert and not rely only on a boss's viewpoint when your career is on the
line. Dutch skater Sven Kramer now knows this very well.
<http://sports.yahoo.com/olympics/vancouver/speed_skating/news;_ylt=Au7IIA5G
WdOv_ZmxZMTbbqJotLV_?slug=ap-spd-mens10000&prov=ap&type=lgns>

2. Off-duty antics can come back to haunt you.
Olympic athletes are subject to intense public scrutiny, but any
professional is at risk of being observed--and judged harshly--after hours.
"I would advise employees to keep their public behavior discreet and beyond
criticism," says Sichel. "Appropriate public behavior also empowers people
and enhances self-esteem."

Hilka Klinkenberg, president of Etiquette International and Global Coaching
and Consulting, advises professionals to consider their behavior at business
events as well as in their personal lives: "How you behave in those
situations, even if you're out of the office, does reflect on you and the
company you represent."

A good rule of thumb is this: If you'd be embarrassed to see your behavior
in photos spread across the Internet, you should probably rethink it. Just
ask American halfpipe bronze medalist Scotty Lago.
<http://sports.yahoo.com/olympics/vancouver/snowboard/news?slug=ap-sbd-lago-
picture&prov=ap&type=lgns>

Have phone smarts.
Most often, the problem is too much indiscriminate calling and texting on
the job. "Think about your priorities at work. And if you don't need to make
or answer calls, turn off the phone," says Klinkenberg. However, if you're
on call away from the office--even if there's only an infinitesimal chance
you'll be phoned--do have your phone at the ready. You might forever kick
yourself for missing a call about a time-sensitive contract issue, a big
problem a with major client, or a once-in-a-lifetime chance to compete in
the Olympics--as German speedskater Patrick Beckert might tell you.
<http://sports.yahoo.com/olympics/vancouver/blog/fourth_place_medal/post/Ger
man-speedskater-misses-race-because-of-turned?urn=oly,223983>

Be a good sport.
Defeat is a great test of character. In berating his gold-winning rival Evan
Lysacek for not attempting a more complicated move, Russian figure skater
Evgeni Plushenko provided an example of
<http://sports.yahoo.com/olympics/vancouver/blog/fourth_place_medal/post/Sor
ry-Plushenko-It-wasn-t-artistry-that-won-th;_ylt=AqIsnTZn7XoYM38x7H08cpNotLV
_?urn=oly,220840> how not to respond to a competitor's success, says
Klinkenberg: "Badmouthing always gets around, and it always reflects badly
on the person doing the badmouthing."

Blaming others for your failures doesn't help matters at all--it can make
you look petty, and it reminds people that you've failed. Many sports fans
thought that superstar skater Apolo Ohno gave us an example of this.
<http://sports.yahoo.com/olympics/vancouver/short_track_speed_skating/news?s
lug=ro-ohnodq022610&prov=yhoo&type=lgns>

Party on, responsibly.
No matter where the office party is or what you're celebrating, consider
onlookers' perceptions. There's a place for going all-out wild, and your
professional arena probably isn't it. Just ask the Canadian women's hockey
team, who caused a minor
<http://ca.sports.yahoo.com/olympics/vancouver/ice_hockey/news?slug=capress-
oly_hkw_canadas_party-2471226&prov=capress&type=lgns> brouhaha after
celebrating their gold with booze and cigars on the ice rink.

"People do stupid things at office parties," Klinkenberg says. "They dress
inappropriately, they drink too much, they dance on tables--it's important
to remember that although it's a party, it's still business." What seems
like lighthearted fun to you may seem disrespectful to other people--and
they may have long memories.

Source:
http://hotjobs.yahoo.com/jobseeker/tools/ept/printallept.html?post=1151
<http://hotjobs.yahoo.com/jobseeker/tools/ept/printallept.html?post=1151&ept
Templete=careerarticles> &eptTemplete=careerarticles Retrieved 3/3/2010

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7.: FW: Oracle Program Management -- Permanent / Location was not indic

Posted by: "Tom Bley" tombley@hotmail.com pierres1010

Wed Mar 3, 2010 10:53 am (PST)

Please contact the recruiter directly. Good luck.

Best Wishes,

Tom Bley

Project / Program Manager
Cell (973) 919-1252

Date: Wed, 3 Mar 2010 13:02:29 -0500
From: jayjeet@logix-tech.com
To: tombley@hotmail.com
Subject: Oracle Program Management -- Permanent

03/03/2010

Greetings,

My name is Jayjeet and I'm an IT recruiter at Logix-tech solutions. Our records show that you are an experienced IT professional with experience in oracle. This experience is relevant to one of my current openings.

Oracle Program Management
Travelling projectPermanent 1) We have an opportunity where I could potentially staff Oracle PM's.... with a very specific skill in Customer Care and Billing (CCB) for Energy and Utilities. If you find anyone with this niche oracle experience, 2) Seasoned Oracle Supply Chain program manager....this is an immediate opening for a position (I could literally put a person to work on Monday)... they would have to be seasoned enough to lead an oracle supply
chain ERP assessment and business case. If you find someone immediately, concluded

If you are qualified, available, interested, planning to make a change, or know of a friend who might have the required qualifications and interest, please call me ASAP at (732) 637-4890, even if we have spoken recently about a different position. If you do respond via e-mail please include a daytime phone number so I can reach you. In considering candidates, time is of the essence, so please respond ASAP. Thank you.

Sincerely yours,
Jayjeet Pandey
732-637-4890
jayjeet@logix-tech.com

Note: Please allow me to reiterate that I chose to contact you either because your resume had been posted to one of the internet job sites to which we subscribe, or you had previously submitted your resume to the portal. I assumed that you are either looking for a new employment opportunity, or you are interested in investigating the current job market.

If you are not currently seeking employment, or if you would prefer I contact you at some later date, please indicate your date of availability so that I may honor your request. In any event, I respectfully recommend you continue to avail yourself to the employment options and job market information we provide with our e-mail notices.

Thanks again.

Jayjeet
732-637-4890
jayjeet@logix-tech.com

If you are interested in this position, please click here.

If you would like to unsubscribe, please click here.

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8.: SAP Trainers needed for multiple positions in New Jersey

Posted by: "cgs_managing_partner" mszot@cgsonline.com cgs_managing_partner

Wed Mar 3, 2010 12:03 pm (PST)

Position: Senior SAP Training professionals
Location: Central and Northern New Jersey
Start Date: ASAP
Assignment: 6+ months

Since 1983, CGS Technology Associates has provided technology consulting services to Fortune 500 companies in telecommunications, financial services, and pharmaceutical industry segments. Our success in implementing technology solutions for our clients has provided CGS increased recognition in the market place. This recognition combined with our success has resulted in dramatic growth within our professional services and solutions divisions.

Individuals need to be TOP, ELITE quality training designers and implementers. Not just a trainer, but also a person who can design a comprehensive training protocol (communication, process, objectives) and execute it.

Position Responsibilities:
Create user procedures/work step documents, class exercises, job aids, reference guides, e-learning materials, and instructor Power Point content for Finance, BW Reports, CRM, and general SAP courses according to good instructional design and communication principles Conceptualize and develop assessment measures, including knowledge checks, course evaluations, and tests.
Participate in the content review, revision, and sign-off cycles.
Define data requirements for training environment, as required per course.
Edit and finalize the training materials based on testing and piloting activities.
Working with training team management, assist in tracking status, enforcing standards, and driving completion of overall development effort for own work and that of other developers

Required Qualifications
Experience with global training strategy and implementations Minimum 4 years of knowledge and experience in either FI, CO, HR, BW, CRM, or any combination thereof, experience in ECC 6.0, a plus.
Knowledge of instructional design theory and principles of adult learning.
Eye for detail and ability to follow already-defined standards.
Outstanding writing skills to author concise, grammatically correct procedures and training for international audience.
Effective communication skills to work with subject matter experts in the development of procedures and training.
Experience working with any standard authoring tool.
Experience working with RWD uPerform 4.0 a plus but not necessary.

To be considered for this opportunity, please do the following:
• Email your resume in word format to: Jobs@CGSonline.com
• In the subject field of your email, please include the position Title from this posting
• Please include your Name, Current Address and Phone number in the email

Thank you for your consideration.

CGS Technology Associates
485E US Route 1 South
Iselin, NJ 08830
Email: jobs@cgsonline.com
Web: www.cgsonline.com

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9.: Developer/Short Term Position

Posted by: "Bob" rhopsnj@hotmail.com robert_hopson

Wed Mar 3, 2010 2:28 pm (PST)

Please contact Trisha and let her know Robert Hopson referred you.

From: Trisha Koch <tkassoc@optonline.net>
Subject: DEVELOPER/SHORT TERM CONTRACT
To: robert_hopson@yahoo.com
Date: Wednesday, March 3, 2010, 4:43 PM

ASP.NET 2008 (in Visual Basic)
AJAX development
User Control development
Using Master Pages
CSS
VB.Net 2008
JavaScript
SQL Server 2008
Development of stored procedures
SSIS development

Trisha Koch & Associates
973-423-5355
tkassoc@optonline.net

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10.: E-commerce Strategist, Customer Marketing Manager

Posted by: "lindapilk@aol.com" lindapilk@aol.com lindapilk

Wed Mar 3, 2010 3:03 pm (PST)

Brian Monteleone posted this to the Kean University Alumni group on LinkedIn. I have not seen it in the job posting boards yet.
E-Commerce Strategist, Customer Marketing Manager: West Long Branch
Job Description

Job Title: E-Commerce Strategist, Customer Marketing Manager
Department: Marketing
Reports To: Vice President of Marketing
FLSA Status: Exempt

Summary:

This role is responsible for the entire eCommerce strategy across all current and future eCommerce customers. This role will develop, maintain, grow and support all aspects of the eCommerce business. Current business includes existing brick and click retail customers as well as eCommerce only customers.

Essential Duties and Responsibilities:

• Create brand strategy for all eCommerce customers

• Management of product lifecycle and new product pipeline

• Determine optimal product assortment strategy across all categories for all customers

• Develop go to market product strategy to include: pricing, promotion, creative and placement

• Lead all eCommerce initiatives from a marketing and customer marketing perspective

• Support all sales initiatives

• Work with all cross functional teams to support all facets of the eCommerce business

Supervisory Responsibilities:

This position has no supervisory responsibilities

Responsibilities and Requirements:

• 5-10 years of relevant eCommerce experience. Direct working experience with known eCommerce retailer preferred

• A very strong understanding of eCommerce customer requirements to include shipping and receiving of product and all web site related requirements

• Knowledge of polyurethane products and or knowledge of the bedding, furniture, mattress, pillow, topper or other foam products a plus

• Dynamic, proactive and results-oriented, with a positive attitude and solid work ethic

• An expert problem solver able to think creatively and analytically, identifying critical opportunities and translating business vision and concepts in strategic yet focused customer-centric business plans and product roadmaps

Qualifications:

To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skill, and/or ability required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

Education and/or Experience:

4 year degree or equivalent preferred and a minimum of 5-10 years of verifiable related experience.

Language Skills:

Ability to read, comprehend, and communicate detailed instructions, correspondence, and memos. Ability to write detailed correspondence. Ability to effectively present information in one-on-one, small group, and large group situations to customers, clients, and employees of the organization. Knowledge of commonly used concepts, practices and procedures.

Mathematical Skills:

Ability to add, subtract, multiply, and divide in all units of measure, using whole numbers, common fractions, and decimals. Ability to compute rate, ratio, and percent.

Reasoning Ability:

Ability to apply common sense understanding to carry out detailed written or oral instructions. Ability to deal with problems involving multiple variables in continuously changing situations.

Computer Skills:

Strong PC skills in Microsoft Powerpoint, Excel, Word, Map Point and Spectra data system

Certificates, Licenses, Registrations:

None

Send resumes to montebr@kellyservices.com (Brian Monteleone)

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11.: Article: Common Mistakes Job Hunters Make Online (resumark.com)

Posted by: "Eric Nilsson" ericnilsson@earthlink.net eric_s_nilsson

Wed Mar 3, 2010 3:35 pm (PST)

Common Mistakes Job Hunters Make Online

March 2nd, 2010 by Sergey Novoselov
<http://www.resumark.com/blog/author/sergey/>

Job websites not taking you seriously?Despite of constant warnings about the
career dangers of posting certain content on social-media sites, many job
hunters still don't follow the advice. Social profiles are easily remembered
and not always in a positive way. Recruiters, who often move around from
company to company, carry this information with them. This can significantly
reduce your chances for a long period of time.

People don't realize that small things like spamming their resumes or
bending the truth can damage their career. Job hunters often send cover
letters that claim a specific position at the company or submit the same
letter for several other openings. Those candidates are loosing their
integrity immediately. To avoid that, it is recommended to write about the
two or three positions you're most qualified for in a single letter.

People also regularly submit their resumes to multiple recruiters and hiring
managers at a single company. This is a huge turn off for recruiters because
it's simply a waste of their time. Likewise, job hunters repeatedly derail
their chances by applying for positions for which they don't even meet the
basic requirements. Some even apply to every job posted. Not unexpectedly,
those resumes go directly to the trash folder.

There are job hunters repeatedly sending their resumes to the same
recruiters every year, which gives the impression that they're desperate or
job hoppers. Another category of memorable job hunters are liars. Often
people say they graduated from a school while they just took a course. Some
of the lies can be discovered by simply looking online, e.g. recruiters may
check candidates' resumes against their LinkedIn profiles and often discover
discrepancies.

Many job hunters continue to overlook the dangers of posting provocative or
doubtful content on sites like Facebook. Remember, anything you publish
online can knock you out of the running. The reason we hear is usually the
same - because your representation did not align with the company's
philosophy and ethics. Though in most cases you will never find out why you
were not hired.

Source:
http://www.resumark.com/blog/sergey/common-mistakes-job-hunters-make-online/
Retrieved: 3/3/2010

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12.: Article: How to turn dead ends into new paths (business.timesonline.

Posted by: "Eric Nilsson" ericnilsson@earthlink.net eric_s_nilsson

Wed Mar 3, 2010 3:35 pm (PST)

June 7, 2007

How to turn dead ends into new paths

Heading up a career cul-de-sac? Opening your own doors will produce results

Carly Chynoweth

Finding yourself at an impasse is an uncomfortable state of affairs: you
know that things can't go on as they are, but working out what direction to
take them in can seem impossibly difficult. However, Timothy Butler, the
director of career development programmes at Harvard Business School and the
author of Getting Unstuck, argues that running into a dead end is one of the
best ways to find yourself a new path. Here's how to approach career stop
signs.

1. Hurdle or barricade? The first step is to identify whether something has
stopped your progression or is merely delaying it, says James Bywater, the
head psychologist at SHL UK, a business psychology company. "The key is how
quickly it is resolved. If you can negotiate a way out of it, such as
putting up with it for a certain time in return for an exit route, it's a
hurdle."

2. Grasp the opportunity. The shock of hitting an impasse can be so
overwhelming that the temptation is to ignore it, Butler writes. "But while
defensive evasion may get us past the immediate circumstances of crisis, it
simply postpones resolving the issue underlying the crisis."

3. There's more than one way to get stuck. The list of common stop signs
includes redundancy, being passed over for promotion several times in a row,
failing to get into your chosen profession despite a number of intelligent
attempts and becoming too valuable where you are to get promoted anywhere
else, says Gabriella Goddard, an executive coach.

4. It's your problem. You're the one at an impasse so you're the one who
needs to find a way out, whether that's a new company, a new career or
further study. "Don't expect your company to put you on a training course,"
Goddard says. "Get out there and find one yourself."

5. Reality bites. Consider a psychometric test, a meeting with a mentor or a
chat with a critical friend. "It's fine saying 'here I am and this is what I
want to do', but you have to have a frank dialogue about how you are going
to get there and how realistic it is," Bywater says. "You need to temper
your ambition with realism."

6. Faulty logic. Are you the cause of your own luck? "Some people want to
move on because they feel that they can't work with their boss because he or
she doesn't bring out the best in them," Goddard says. "But you have to be
honest with yourself – does your own behaviour contribute to the dynamic?"

7. Practical preparations. "Get your CV up to date and review your skillset
. . . then make an action plan," Bywater says. This might include further
study, such as an MBA, or gaining work experience. "And make sure you assess
your behaviour, not just your skillset," Goddard says.

8. Consider this. Think about what truly motivates you. When you're at a
crossroads and "the sheer uncertainty of the immediate uncertainty"
overwhelms you, drop everything and listen for the internal voice that
reminds you what is important, Butler writes.

9. Think positively. "This may turn out to be a good thing if you deal with
it correctly," Bywater says. "Many people say being made redundant allowed
them to take stock of their career."

10. Get ahead of the game. Don't wait to be blindsided again, Bywater says.
"Keep a close eye on what's going on outside your environment and review
your learning on a weekly or monthly basis."

Find out more

Getting Unstuck: How Dead Ends Become New Paths, by Timothy Butler (Harvard
Business School Press, £15.99) offers anecdotes, exercises and tools to
readers to help them to find the way forward.

Visit <http://www.movershaper.com> www.movershaper.com to find out about
Gabriella Goddard's self-help books.

Let the internet help you decide – see
<http://www.wisegeek.com/am-i-in-a-dead-end-job.htm>
www.wisegeek.com/am-i-in-a-dead-end-job.htm;
<http://www.mindtools.com/stress/pj/CareerPlanning.htm>
www.mindtools.com/stress/pj/CareerPlanning.htm; and
<http://www.lewrockwell.com/north/north336.html>
www.lewrockwell.com/north/north336.html

Read How to Choose a Career Now That You're All Grown Up: Evaluating Your
Interests, Abilities and Goals to Find the Career That's Right for You, by
Anna Mae Walsh Burke (from £15.17 on Amazon).

URL:
http://business.timesonline.co.uk/tol/business/career_and_jobs/article189274
1.ece Retrieved 3/3/2010

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13.: Article: The Road to Reinvention (BusinessWeek.com)

Posted by: "Eric Nilsson" ericnilsson@earthlink.net eric_s_nilsson

Wed Mar 3, 2010 3:35 pm (PST)

The Road to Reinvention

Three case studies in career redemption-and reinvention-following setbacks

By Amy Feldman <http://www.businessweek.com/print/bios/Amy_Feldman.htm>

A writers' strike. A pink slip. The death of loved ones. For Marla Ginsburg,
Todd Morris, and Kate Curran, these things sparked near-complete
reinventions of their working selves. It's a process many Americans are
wrestling with as the economic downturn seals off traditional career paths
and forces workers, especially older ones, to get more creative about making
a living. The financial trade-offs can be huge, but so can the satisfaction
of taking a risk and landing on a new path. Here's how three people
re-created their careers after professional or personal setbacks.

MARLA GINSBURG, 54

Marla Ginsburg had been a successful TV producer for two decades, with shows
that included La Femme Nikita, when her life was disrupted by the
three-month writers' strike that paralyzed Hollywood in 2007. She had no
money coming in, two teenagers at home, and an unsettling sense that she
couldn't go much further as an aging woman in an industry that favors the
young. "I thought, if I could do anything else in the world, I'd love to
have a talk show or design clothes," says Ginsburg. "They both seemed like
such outrageous things to do. But there was nothing going on, so I went into
a store and bought fabric." She didn't know the clothing business, and she'd
never even sketched. But Ginsburg did see a real need: There weren't any
clothes that she, as a fashionable middle-aged woman, wanted to wear. "There
were all these grandma clothes out there, and I'm a boomer," she says.

In 2008 she launched Boombacouture, with funding from a clothing
manufacturer with a factory in Peru. The clothes sold to Nordstrom (JWN
<http://investing.businessweek.com/research/stocks/snapshot/snapshot.asp?sym
bol=JWN> ) and specialty stores, Ginsburg says, but before the end of that
year, with the economy in decline and consumer spending way down, her funder
abruptly backed out.

Boombacouture was done, but Ginsburg's brief entrepreneurial stint bridged
her to a new career. Last July, she was hired as creative director by FDJ
French Dressing, a Canadian company that makes jeans for older women. FDJ
had gone through its own financial troubles and restructured under new
management.

Ginsburg sold her house in California at a loss and moved to Montreal with
her kids. "Whoever thought that getting older could become a career?" she
says with a laugh. The clothes she designs are made from fiber blends that
are more breathable than cashmere and other wools, which helps them stand up
to machine washing-and accommodate a menopausal woman's hot flashes. "I
could have stayed in the entertainment industry, but I knew my shelf life,"
she says. "Even if I could have squeezed a few years out of it, I was done.
I miss the money, but a whole new life came."

TODD MORRIS, 39

Todd Morris spent the first dozen years of his career selling software for
companies like Apple (AAPL
<http://investing.businessweek.com/research/stocks/snapshot/snapshot.asp?sym
bol=AAPL> ) and Adobe (ADBE
<http://investing.businessweek.com/research/stocks/snapshot/snapshot.asp?sym
bol=ADBE> ). Seven years ago, while planning a 15-day rock-climbing trip in
Thailand, he got the call no employee wants: His employer, Pumatech, was
letting him go. He ended up turning his 15-day trip into a nine-month
journey through Asia, funded by renting his New York apartment. He didn't
have much of a plan for what he'd do when he got back.

Returning home, Morris started consulting and getting back into the software
business. It wasn't long before Macromedia, a software company that was
subsequently acquired by Adobe, offered him a job, and he realized he just
couldn't continue on the same career path. It wasn't a well-thought-out
process, just a realization that struck after the time he'd been away. "I
would have felt like I was going backwards if I'd taken it, even though it
was a higher-level position," recalls Morris. He turned down the job.

Some people might have done a lot of research or worked up a business plan.
Morris, a gadget geek, simply decided that since he didn't see a dominant
player selling security and surveillance products-including computer
security products, tracking devices, hidden cameras, and pretty much
anything else that isn't a home alarm-he'd try to fill that niche. So in
2005 he founded BrickHouse Security, an online retailer, launching with only
two items for sale.

Morris proposed to his then-girlfriend, Bing, the same month he started the
company. They married later that year and now have a three-year-old son and
a second child on the way. Morris says those expanding family
responsibilities have given him focus and drive. The privately held and
self-funded company now generates $12.5 million in revenues and has 34
employees. "Coming out of a big company, it was kind of like having a baby,"
he says. "You're never going to be ready. So don't spend a year on a
business plan. Just f***ing do it."

KATE CURRAN, 46

Sometimes a spark of an idea sets off a career reinvention. For Kate Curran,
the impetus for change was tragedy-her parents and a brother died within 20
months. "I just knew that what I was doing did not work for me any longer,"
says Curran, who worked in government relations, shuttling between
Connecticut and Washington, D.C., for General Electric (GE
<http://investing.businessweek.com/research/stocks/snapshot/snapshot.asp?sym
bol=GE> ). "I was fairly traumatized and decided to take some time off."

Curran quit in July 2007 and six months later began traveling to Argentina,
Tanzania, Spain, and elsewhere. When not traveling, she worked with a career
coach and did exercises from the career classic What Color Is Your
Parachute? At the end of 2008, Curran, who has also practiced law and been a
fund-raiser for the Boy Scouts, knew she wanted to do international
development work and thought she wanted to set up her own organization-a
tough financial proposition. To make her plan work, Curran, who is single,
moved in with a sister in Milford, Conn. In May, along with Spanish TV
producer Jose Luis Feliu, she co-founded The Giving Project to build
schools, footbridges, and water recycling projects in developing countries.
One of their first projects, a school for 120 children in the Guatemalan
highlands of Chichicastenango, will open in the spring.

Her goal for the next few years is to build the nonprofit so that it can set
up more schools and bridges-and pay her a salary. Curran says shifting to
nonprofit work from a well-paid corporate job has in some ways been easier
during the recession, since others are asking similar questions about their
lives and consumption patterns. "I can see genuine fear of the process of
change in the people I talk to," she says. "For me, it was not like that."

Feldman <mailto:Amy_Feldman@businessweek.com> is an associate editor with
Bloomberg BusinessWeek in New York.

Source:
http://www.businessweek.com/print/magazine/content/10_10/b4169068679027.htm
Retrieved: 3/3/2010

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14.: Article: Tame the E-mail Beast (entrepreneur.com)

Posted by: "Eric Nilsson" ericnilsson@earthlink.net eric_s_nilsson

Wed Mar 3, 2010 3:35 pm (PST)

Tame the E-mail Beast

The research is overwhelming. Constant e-mail interruptions make you less
productive, less creative and--if you're e-mailing when you're doing
something else--just plain dumb.

By Joe Robinson |
<http://www.entrepreneur.com/magazine/entrepreneur/index.html> Entrepreneur
Magazine -
<http://www.entrepreneur.com/magazine/entrepreneur/2010/march/issue204968.ht
ml> March 2010

URL:
http://www.entrepreneur.com/magazine/entrepreneur/2010/march/204980.html

Within the heart of your company, saboteurs lurk. Disguised as instruments
of productivity, they are subverting your staff's most precious resource:
attention. Incessant e-mail alerts, instant messages, buzzing BlackBerrys
and cell phones are decimating workplace concentration. The average
information worker--basically anyone at a desk--loses 2.1 hours of
productivity every day to interruptions and distractions, according to
Basex, an IT research and consulting firm.

That time is money. Computer chip giant Intel, for one, has estimated that
e-mail overload can cost large companies as much as $1 billion a year in
lost employee productivity. The intrusions are constant: each day a typical
office employee checks e-mail 50 times and uses instant messaging 77 times,
according to RescueTime, a firm that develops time-management software. Such
interruptions don't just sidetrack workers from their jobs, they also
undermine their attention spans, increase stress and annoyance and decrease
job satisfaction and creativity.

The interruption epidemic is reaching a crisis point at some companies and
shows no sign of slowing. E-mail volume is growing at a rate of 66% a year,
according to the E-Policy Institute. More people are texting. More are using
Facebook or Twitter for work.

"It's worse than it's ever been," says Michelle Rupp, owner of NRG Seattle,
an insurance brokerage with a staff of 12 who feel pounded by the avalanche
of messaging. "It's so hard to stay focused. Everything bings and bongs and
tweets at you, and you don't think."

Yes, it is possible to blunt the interruption assault. But business leaders
must go on the offensive in a realm most are oblivious to: interruption
management.

The Myth of Multitasking
Human brains come equipped with two kinds of attention: involuntary and
voluntary. Involuntary attention, designed to be on the watch for threats to
survival, is triggered by outside stimuli--what grabs you. It's
automatically rattled by the workday cacophony of rings, pings and buzzes
that are turning jobs into an electronic game of Whac-a-Mole. Voluntary
attention is the ability to concentrate on a chosen task.

As workers' attention spans are whipsawed by interruptions, something
insidious happens in the brain: Interruptions erode an area called effortful
control and with it the ability to regulate attention. In other words, the
more you check your messages, the more you feel the need to check them--an
urge familiar to BlackBerry or iPhone users.

"Technology is an addiction," says Gayle Porter, a professor of management
at Rutgers University who has studied e-compulsion. "If someone can't turn
their BlackBerry off, there's a problem."

The cult of multitasking would have us believe that compulsive
message-checking is the behavior of an always-on, hyper-productive worker.
But it's not. It's the sign of a distracted employee who misguidedly
believes he can do multiple tasks at one time. Science disagrees. People may
be able to chew gum and walk at the same time, but they can't do two or more
thinking tasks simultaneously.

Say a salesman is trying to read a new e-mail while on the phone with a
client. Those are both language tasks that have to go through the same
cognitive channel. Trying to do both forces his brain to switch back and
forth between tasks, which results in a "switching cost," forcing him to
slow down. Researchers at the University of Michigan found that productivity
dropped as much as 40 percent when subjects tried to do two or more things
at once. The switching exacts other costs too--mistakes and burnout. One of
the study's authors, David Meyer, asserts bluntly that quality work and
multitasking are incompatible.

Brian Bailey and Joseph Konstan of the University of Minnesota discovered
that sleeve-tugging peripheral tasks triggered twice the number of errors
and jacked up levels of annoyance to anywhere between 31 percent and 106
percent. Their interrupted test workers also took 3 percent to 27 percent
more time to complete the reading, counting or math problems. In fact, the
harder the interrupted task, the harder it was to get back on track. (A
Microsoft study suggests it takes a worker 15 minutes to refocus after an
interruption.)

The damaging effects spread well beyond the office cubicle. Kate LeVan, a
communications consultant in Evanston, Ill., coaches executives whose brains
are so scrambled by electronic interruptions that they stumble during key
face-to-face interactions: board meetings, investor pitches, sales
presentations. "They can't have an extended conversation for more than a few
minutes," LeVan says. "That's the impact of having all this data going back
and forth. They have problems in conversation because they can't focus."

Here's how the brain behaves when your attention slips away from a task: The
hippocampus, which manages demanding cognitive tasks and creates long-term
memories, kicks the job down to the striatum, which handles rote tasks. So
the gum-chewing part of the brain is now replying to the boss's e-mail. This
is why you wind up addressing e-mails to people who weren't supposed to get
them. Or sending messages rife with typos.

The striatum is the brain's autopilot. And no part of your business should
be allowed to run on autopilot.

Paying Attention to Paying Attention
In her 2009 book Rapt, Winifred Gallagher argues that humans are the sum of
what they pay attention to: What we focus on determines our experience,
knowledge, amusement, fulfillment. Yet instead of cultivating this resource,
she says, we're squandering it on "whatever captures our awareness." To
truly learn something, and remember it, you have to pay full attention.

E-interruptions are making it so hard to do that that Google, Microsoft, IBM
and Intel are members of the Information Overload Research Group
<http://www.iorgforum.org/> , formed in 2008 to collaborate on research,
develop best practices and host forums to share new approaches. It's
self-preservation as much as anything; computer engineers were among the
first to show symptoms of e-interruption exposure.

Ten years ago, Harvard Business School's Leslie Perlow famously chronicled
the interruption of a high-tech software company. Its engineers were
interrupted so often they had to work nights and weekends. After studying
the workplace for nine months, the source of the dysfunction became clear:
No one could get anything done because of the bombardment of messages.
Perlow came up with an intervention: Quiet Time. For four hours in the
morning, the 17 engineers worked alone. All messaging and phone contact was
banned. In the afternoon, communication could resume. Given time to
concentrate, the engineers got a project for a color printer completed
without the graveyard shift.

Intel is using Quiet Time at two of its sites. Other companies, including
U.S. Cellular and Deloitte & Touche, have mandated less e-mail use,
encouraged more face-to-face contact and experimented with programs such as
"no e-mail Friday." The results often are surprising: employees build
rapport with colleagues--and they save time. Co-workers can settle something
in a two-minute phone conversation that might have required three e-mails
per person. Each change reverberates throughout a company, especially
since--as a University of California, Irvine, study found--44 percent of
interruptions an employee experiences are from within the company.

Nearly everyone needs such boundaries to get anything done in this 24/7 work
world. Count Chad Willardson among the converted. He's a senior financial
advisor at Merrill Lynch Private Wealth Management Group and operates a
financial services practice with a partner for Merrill in Riverside, Calif.
He used to check for new messages every five minutes, a potential 96
interruptions during an eight-hour day.

"The more I checked e-mail," he says, "the more anxious I would feel over
every request and question." Now he checks e-mail manually, and only four
times a day at prescribed hours--the schedule that Oklahoma State University
researchers describe as optimum. He says he gets a lot more done, is more in
control of his calendar and feels much less stressed.

In fact, stress-management seminars often reveal executives driven to wits'
end by their own inboxes. During one session at the aerospace company
Lockheed Martin, many managers vented this frustration--until one raised his
hand. "It's not a problem for me," he said. "I've gotten my e-mail checking
down to twice a day."

He explained that his staff knew he preferred to communicate by phone and
they don't send him e-mail unless it's important that the information be in
writing. And because he checked e-mail only twice daily, they had been
weaned from the idea that they'd get an instant reply.

Chances are this wasn't just good for the manager, but for all his
employees, too. By modeling interruption-management, he was likely reducing
the volume of interruptions throughout his division. Everyone understood
that he viewed excessive messages as a drain on his performance--and by
extension, theirs.

One thing was clear that day at Lockheed: When the manager volunteered his
solution, it was as if he'd levitated. Other managers looked stunned. And
envious.

Joe Robinson, a business coach and trainer, is the author of Work to Live
and the audio CD The Email Overload Survival Kit.

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15.: Article: Why Job-Seeking Is Just Like Dating (Forbes.com)

Posted by: "Eric Nilsson" ericnilsson@earthlink.net eric_s_nilsson

Wed Mar 3, 2010 3:35 pm (PST)

Business Basics
Why Job-Seeking Is Just Like Dating
Susan Adams, 02.23.10, 5:15 PM ET

What's the best book ever written about looking for a job? According to one
career counselor with two decades of experience, it's The Rules: Time Tested
Secrets for Capturing the Heart of Mr. Right, that throwback dating manual
published in 1995 that feminists love to hate. Hugely popular, the 192-page
volume by Ellen Fein and Sherrie Schneider exhorts women to "let him take
the lead" (rule No. 17), "don't talk to a man first" (rule No. 2), and
"don't call him and rarely return his calls" (rule No. 5). The main point:
Play hard to get.

How does this apply to looking for a job? "It's about developing a strategy
that creates desirability," says Roy Cohen, 54, a New York career counselor
and executive coach who used to handle outplacement for Goldman Sachs. Cohen
has penned an upcoming book, to be published in June by FT Press, called The
Wall Street Professional's Survival Guide.

In
<http://www.forbes.com/2010/02/23/job-seeking-dating-leadership-careers-mark
eting_slide_2.html?thisspeed=25000> Pictures: Dating Tips That Could Get
You A Job

According to Cohen, many of the rules in The Rules work well for job
hunters. Example: rule No. 7, don't accept a Saturday night date after
Wednesday. In other words, don't make yourself available at the last minute.
Many job-seekers have picked up the phone at 11:30 in the morning and gotten
a hiring manager who says, "we realize we have time to see you, can you come
in this afternoon?" Especially nowadays, most desperate candidates are
inclined to say, "Yes! My calendar is open!" Wrong answer, says Cohen. "You
need to create desirability and attractiveness," he explains. "You do that
by appearing slightly unavailable."

Don't lie, he advises. But by mid-morning most folks have some sense of how
they're going to spend the afternoon. Stick to your plan and tell the
potential employer you can meet the next day. "All of a sudden, if you say
you can come in, you're compromising, you're giving something up," explains
Cohen. Instead, he suggests, "you just say, 'I wish I were free this
afternoon, but I can't. I can move my schedule around for tomorrow or the
next day; how does that sound to you?'" That way you're offering an option
but still giving the impression that you're busy and in demand.

What about rule No. 2, "don't talk first"? Cohen suggests a modified version
of this directive. If you sit down for a job interview and an awkward
silence ensues, consider saying something like, "It's great to be here,
thank you so much for spending time with me," he says. It's important to
appear socially skilled while at the same time allowing the interviewer to
set the conversational tone. "You don't want to say or do something that
might position you in the wrong light," says Cohen. If you allow the
interviewer to take the lead in your conversation, he adds, "you demonstrate
that you are prepared to perform for him."

Even in the current grim hiring atmosphere, it's important to show employers
you have many options cooking, that you are busy and desirable. But what if
you've exhausted online job boards, company postings and recruiters in your
field and come up empty? Pick a company you want to work for, then tap all
your networks, from LinkedIn to your college alumni association, to find a
way in. Study the corporate culture; inquire about the area in which you
want to work; forge relationships with people on the inside. "It's just like
dating," says Cohen. "You can't establish the rules before you're even in
the game."

Unlike The Rules, Cohen says the rules of job searching apply to males and
females in equal measure. Example: A male client of Cohen's is looking for a
job as a hedge fund portfolio manager. He's in conversations with three
different funds. The one he least wants to work for is urging him to accept
an offer. Cohen is helping his client figure out how to slow things down
with the eager employer. The client is calling the other companies and
saying, 'Things are heating up for me right now.' Meantime, he's telling the
hot-to-trot fund he's excited about the offer but he needs to tie up some
other loose ends. Says Cohen, "sometimes it makes sense to eliminate a
suitor because he's not quite right."

In
<http://www.forbes.com/2010/02/23/job-seeking-dating-leadership-careers-mark
eting_slide_2.html?thisspeed=25000> Pictures: Dating Tips That Could Get
You A Job

See Also: Turning
<http://www.forbes.com/2009/11/16/career-advice-dating-rules-forbes-woman-ne
t-worth-nicole-williams.html> 'The Rules' Into A Career Guide

Source:
<http://www.forbes.com/2010/02/23/job-seeking-dating-leadership-careers-mark
eting_print.html>
http://www.forbes.com/2010/02/23/job-seeking-dating-leadership-careers-marke
ting_print.html Retrieved: 3/3/2010

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16.: Java & C# Developers, Network Infrastructure Engineers and Trading S

Posted by: "Keith Bogen SPHR" keith.bogen@yahoo.com hrslugger2002

Wed Mar 3, 2010 4:02 pm (PST)

My active searches call for core Java & C# developers, Network
Infrastructure Engineers and Trading Systems developers; feel free to send me
your updated resume/cv to review against other positions.

David E. Klein
VP, Technology Staffing Solutions
KDS Staffing, Inc.
Tel 201-467-5401 | Cell 917-297-0707
david@kdsstaffing.com | www.kdsstaffing.com

Visit www.kdsstaffing.com

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17.: Comcast HR - Oracle Database Architect in NJ

Posted by: "Keith Bogen SPHR" keith.bogen@yahoo.com hrslugger2002

Wed Mar 3, 2010 8:51 pm (PST)

My name is Jay Shukla and I'm a recruiter with Comcast. Comcast Corporation is one of the nation's leading providers of cable, entertainment and communications products and services, with 23.8 million cable customers, 15.7 million high-speed Internet customers and 7.4 million Comcast Digital Voice customers.

Job Title: Oracle Database Architect
Req Number: 50041877
Location: MT Laurel,NJ,08054
Job Type: Full Time
Travel: None

Position Overview:
This position resides within the OSS development teams. The primary function is to provide DB design and architecture support for new and existing applications. This position will perform data modeling and evaluate requirements for performance, availability and replication incorporating them into the final design.

Major Duties:
· Data modeling of new and existing schemas to create new designs and optimizations for existing designs ensuring normalized data modeling of entities, attributes and relationships.
· Must have extensive familiarity with J2EE environments, experience with Weblogic or BPM a plus.
· Capable of collaborating at a low level with software developers to define an ideal solution for leveraging DB HA, DR, and connection pooling.
· Proven experience designing and/or supporting highly available, geographically diverse databases backing a J2EE frontend.
· Partner with Enterprise Architecture, Vendors and Operational DBA's to establish or refine standards
· Evaluate requirements and best practices to provide product recommendations based on suitability to task.
· Will perform conceptual design, logical database design, capacity planning and external data interface specifications
· Create data loading plans, data maintenance plans, design security policies in conjunction with existing policies and security teams
· This person will formally document and communicate the database design, analyze data in the current schema, make recommendations for improving data integrity and creating Oracle sizing guidelines to assist operational DBA's in setting up database environments
· Participate in the evaluation, recommendation, and prototyping of new database and application solutions
· Assist operational DBA's with the optimization of database instances, SQL queries and installation routines as needed
· Work with third party vendors to quickly escalate and resolve chronic or design related issues
· Review failures and/or RCA results providing recommendations to prevent future occurrences
· Work with other teams within Comcast to understand the application architecture and resolve design or integration issues
· Perform other duties as assigned.

Minimum Requirements:
· Seven plus years experience with Oracle Database technologies
· Minimum of 5 years experience with MySQL, MS SQL, memory resident DB experience is a plus
· Five to seven years experience as an Oracle database administrator supporting complex high volume OLTP databases as well as large DSS databases including backup and recovery methodologies
· Four plus years designing and analyzing DB solutions including data modeling
· A minimum of seven years performance tuning Oracle based database instances
· Five years experience with Oracle partitioning, RAC & replication technologies including streams, dataguard and golden gate.
· Experience with Oracle Application, Oracle Forms, PL*SQL, Oracle Cluster File System (OCFS) is desired
· Strong knowledge of Oracle data structures, data dictionary, and RDBMS structures including: SGA, latches, system waits, resource allocation, table and index partitioning, Cost Based Optimizer (CBO), parallel query option, database security and data archiving
· Excellent knowledge of database administration, programming and systems analysis procedures

Upon responding, I like to get the submittal process started. Following info required for further submittal.
Upon completion please email forward the response.

Best time to reach:

Primary & Secondary number:

Work Authorization status:

Current Employment Status:

Employment Availability:

If currently employed, Reason for Change:

Will you be Relocating or commuting?

If commuting, How far is the commuting distance or time?

Last/Recent Compensation:

Expected Salary Range:

Total years in IT:

Expertise in:

Total years of experience with Oracle Database technologies?

Total years of experience with MySQL, MS SQL, memory resident DB experience?

Total years of experience with Oracle database administrator supporting complex high volume OLTP databases as well as large DSS databases including backup and recovery methodologies?

Total years of designing and analyzing DB solutions including data modeling?

Total years of experience with performance tuning Oracle based database instances?

Total years of experience with Oracle partitioning, RAC & replication technologies including streams, dataguard and golden gate?

Do have exp working with J2ee or light development exp in J2EE or have integrated J2EE during working as a DBA?

Thank you,
Jay Shukla
Talent Acquisition and Recruitment
Phone: 609-223-0914
Cell: 609-433-9600
Email: virtual247@gmail.com
Email: Jay_Shukla@cable.comcast.com

Please add me to your Linkedin: http://www.linkedin.com/in/jayshuklaz

These materials and any attachments to them contain confidential Comcast information intended exclusively for Comcast employees. Please do not forward or distribute these materials to anyone outside of Comcast. If you are not a Comcast employee and you are an unintended recipient of these materials, please contact the sender to report the error and then delete all copies of the materials.

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18.: Article: 10 Uncommon Job Hunt Tactics that Work (NewGradLife)

Posted by: "Eric Nilsson" ericnilsson@earthlink.net eric_s_nilsson

Wed Mar 3, 2010 9:57 pm (PST)

10 Uncommon Job Hunt Tactics that Work

Posted by: Terrance Williams | Posted at: 12:03 AM
<http://www.blogger.com/post-edit.g?blogID=6399372143298042920&postID=881139
7917251288367> http://www.blogger.com/img/icon18_edit_allbkg.gif

http://i800.photobucket.com/albums/yy286/newgradlife/brazen.jpgBefore you
can get a job, you need to know which job search strategies work and which
do not. Take a look at these tips to find out how to make your job hunt more
effective.

1. Hire a cold caller.
Cold calling to get a job
<http://newgradlife.blogspot.com/2009/10/job-postings.html> really works-if
you're good at it. Your ability to sell yourself on the phone shows
exceptional sales skills, self-confidence, drive, and commitment. But most
cold calls are executed poorly for the job hunt.

Debra Feldman is a professional cold caller at Job Whiz; you hire her to get
you a job, and she can do it. By cold calling CEOs. What's the catch? She
costs thousands of dollars. So consider teaching yourself the skill well
enough to talk your way into a job where you can afford Feldman. You can
definitely learn how to get a job from this as confidence on the phone will
often help you with your career development.

2. Use proactive recommendations.
Instead of waiting for a hiring manager to ask for job references, have your
job reference call immediately. This works well if you have a heavy-weight
reference, like a well-known CEO or someone who knows the hiring manager.
But it also works well if you have little career experience. In fact, if you
are just starting out with your job search it's a great tool.

"The good employers have relationships with professors and they forward
students who seem exceptional," says Joel Spolsky, chief executive of Fog
Creek Software and author of the blog Joel on Software.

Also tap your job coaches. They tend to know students well after meeting
daily for practice over the course of a few years. "A coach has extended
knowledge of the students' personalities," says Tom Carmean, head lacrosse
coach at Amherst University, who has given many references to employers. To
start your job hunt off on a good start, this is one tip to consider for
sure.

3. Stay organized with job hunt software.
How many times have you put the wrong name on a cover letter? Forgotten
where you applied? Forgotten what the job was? You need to be organized
right off the bat - maintain an Excel spreadsheet with all your contacts.
This essential for the job hunt.

For a serious job hunter who recognizes that a hunt never ends, you could
try JibberJobber, which not only helps you organize your information, but
can bug you about the things you should be doing but might not be, such as
following-up with a phone call. So to be successful in your job search,
consider this technique.

4. Turn a non-job into a job.
Many companies use temp agencies as recruiting firms. Instead of going
through the interview process
<http://newgradlife.blogspot.com/2009/11/top-10-interview-tips-for-college-g
rads.html> , companies sift through temp workers until they find one they
like. So when you find yourself temping at a company you like, give a star
performance; even if the work doesn't require much skill, personality
matters a lot in this sort of situation, so be fun and charming. And don't
be shy about asking for full-time work.

Note that this tactic will work for an internship as well. Matt Himler, a
student at Amherst College, started out looking for an internship, and
shifted his focus when he saw an actual job was a possibility. He now gets
paid to blog for AOL Money & Finance.

5. Use social networking sites.
Some, like LinkedIn, are full of professionals who understand that a good
job hunt is not an event but a way of life. Most of these people are good
networkers and emphatic about making sure they are in a job they love;
definitely the types you should be hanging out with, so sign up and create
your own profile.

"Ninety percent of jobs posted at LinkedIn are associated with a profile,"
says Konstantin Guericke, co-founder of LinkedIn. So you can find a job you
want, then find a way to connect with the hiring manager through people you
know, and you'll have a leg up on the competition because - as if you
haven't heard this a thousand times - most people get their job by
networking.

<http://newgradlife.blogspot.com/2009/11/how-to-master-online-job-networking
_24.html> -Click here to see the video How to Master Online Job Networking-

6. Date someone with a network. Ubiquitous job hunting question: What if I
don't have a good network? Match with someone who does and use theirs. Kay
Luo works in corporate communications and has an extensive network that she
just forked over to her boyfriend, a software engineer. His LinkedIn
network: seven people, including Luo. Her network: More than 100.

7. Use U.S. mail. You're probably not going to get past the automated resume
scanner at a big corporation. Even qualified candidates don't get through.
So don't even think about getting through if you're not a perfect match.

Instead, circumvent the system with snail mail. That's right. Go to Kinko's
and buy some of that bonded resume paper that you always wondered who was
using. Find the name of the hiring manager and send the letter directly to
her. Chances are she receives 200 emails a day and one or two pieces of
physical mail a day. So at least you know she'll see what you sent.

Chris Russell, who blogs at Secrets of the Job Hunt, says this tactic also
works well at a small company where you can target the CEO.

8. Write a blog.
Don't tell yourself that blogs are for kids. They're not. They're for
professionals to get noticed.

Himler, the Amherst student and AOL blogger, points out that blogging is
very time-consuming, even for a college student. "College students are
really into MySpace and Facebook. Blogging hasn't taken off. But in five
years my friends will go into a profession and they will want to get their
name out there, and the best way to do that is with a blog."

Himler fits in blogging with his full-time job of being a student and a
lacrosse player, so consider that you might be able to tackle a blog as
well.

9. Comment on blogs.
Realistically, most people don't have the time or mental energy to maintain
a blog. But you can target people you would like to work for and start
commenting on their blog. Bloggers notice the people who regularly send
great comments.

This is a way to enter into a conversation with someone you want to notice
you. This is a good tactic for not just hiring managers but also a person in
your industry who is well-connected and could help you if he knew you.

Michael Keleman, who blogs at Recruiting Animal, says that recruiters who
blog regularly turn their commenters into job candidates.

10. Be nice. People who are perceived as nice get hired more frequently,"
says Robin Koval, co-author of The Power of Nice: How to Conquer the
Business World with Kindness.

But you probably already think you're nice. Most people do. If you get jobs
easily, then chances are you probably are nice. Or so talented you can get
away with being only moderately nice.

The good news is that just taking the test could make you a little closer to
getting that dream job; Harvard professor Tiziana Casciaro reports that just
caring more about being nice will make you a little nicer.

Source:
http://newgradlife.blogspot.com/2010/01/get-job-with-10-uncommon-job-hunt.ht
ml Retrieved: 3/4/2010

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Thursday, March 4, 2010

[CNG] Digest Number 1915

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