by Michele O’Connor

Trade & Professional Associations are always seeking new tools and technologies to add value for their members. In ever increasing numbers, association executives are turning to private branded Career Centers. And with good reason; An integrated Career Center provides members with the ability to post job vacancies, identify candidates, centralize their hiring efforts and ultimately improve workforce development in their region. This delivers a major benefit to job seekers as well because it allows them to search for a job and upload their resume into a service targeted to their demographic versus being ‘one in a million’ on a massive job board.

A Career Center can be free, as a added-value member benefit, or a hybrid of free and fee-based for additional revenue streams. What’s more, the Federal government provides grants directly to associations that want to build and incorporate a Career Center into it’s service offerings (Learn more about available grants at http://www.grants.gov/ and http://www.doleta.gov/seniors/).

Boomer Authority Association has chosen JobsOver50.com as our Official Career Center and Official Provider of Custom Employment Portals. This Link will take you to a demo site of what your private branded portal can look like.

We also recommend that you speak with the team at JobsOver50 to learn more about launchng your own private branded Career Center. Call (561) 745-0222 or email info@jobsover50.com to schedule.

About GoliathJobs & JobsOver50:
GoliathJobs.com is a free web-based employment service for students & alumni. We connect job seekers to employers via schools & alma maters. GoliathJobs creates partnerships with schools throughout North America which serve as liaisons. This model delivers a powerful edge to schools at no charge (and lifelong career services), a competitive edge to job seekers and high-quality results to employers. We believe that employment starts with education regardless of age, experience or educational level. 100% spam-free. The #1 Job Site on the Web!

JobsOver50.com is a dedicated employment portal for baby boomers & retirees built on the same platform.

…a Goliath-SilverCensus Company

by Richard Anthony, Sr.

Except for a few common traits, entrepreneurs defy uniform description. Granted, high tolerance for risk taking is an absolute prerequisite. Beyond that, however, the men and women who live by their wits are a fascinating amalgam. For almost ten years, as founder of The Entrepreneurs Network, I have marveled at the diversity of the hundreds of aspiring and serial entrepreneurs who attend the networking meetings we host every seven weeks. Transcending their differences are the seven deadly sins many entrepreneurs commit when acquiring and building the human capital they need to grow their ventures.

1. Entrepreneurs mistakenly hire on gut and instinct. They often become fixated on an impressive looking resume and a skills set that is a cut above their own. In their eagerness to give their venture the needed gravitas of a senior hire, they ignore signs that impartial observers would see as reasons to slow the process and look behind the boasts of past accomplishments. Some entrepreneurs are lucky; their first hire is one of their best. In my experience, the first hire most entrepreneurs make is driven by expediency uncluttered by deliberate analysis or fact-checking. That’s when first-time entrepreneurs learn that an impetuous hire can be an expensive and lingering mistake.

2. Entrepreneurs make one-off compensation deals that come
back to bite. Even the most expert business people often over pay in cash and equity when they have convinced themselves that the venture must have a particular candidate for a key position. The details are scribbled on a napkin or its equivalent, memorialized in a brief offer letter and put safely away until the relationship sours and the lawyers call for documents containing ambiguous commitments that should never have been made.
How often entrepreneurs rue the day they agreed to terms that later become impediments to raising funds or selling the company. The consequences of taking shortcuts to designing short and long-term compensation packages for key positions can be very expensive and wasteful.

3. Entrepreneurs ignore the need for non-compete protection
when hiring. In the exuberance of the dance leading up to an important hire, entrepreneurs often don’t want to risk complicating the deal by inserting a non-compete provision in the written agreement. They rationalize the omission by citing evidence that non-competes can be difficult and expensive to enforce. Besides, good old George is a man of integrity; he’d never try to hurt the company if he left. Funny thing what acrimony, financial distress and the prospect of personal gain can do to integrity.

4. Well intentioned entrepreneurs go to excess in creating a
family environment. Creating one big happy family is thought to be the elixir for organizational success. Happy employees make productive employees, the logic goes, despite research that shows no meaningful correlation between happiness and productivity. Sooner or later, every company has to have rules that apply to everyone. Otherwise, the company manages by exception, which creates morale problems and invites legal reprisals by employees who allege favoritism or worse. This is a case of good intentions producing unintended consequences.

5. Entrepreneurs often ignore the rules about exempt and non-exempt employees. People who work for start-ups are expected to log long hours and wear many hats. As the organization grows, however, and jobs become more structured, federal and state laws require that employers differentiate between “exempt” employees who are exempt from overtime regulations and “nonexempt” employees who must be paid for every hour of overtime they work. Many employers mistakenly believe that all salaried employees are exempt or that by paying an employee a salary, they automatically become exempt. However, just as classifying a person “employee” and “independent contractor” doesn’t determine a worker’s status in the eyes of the IRS, calling employees exempt and nonexempt does not automatically meet the test of the federal Fair Labor Standards Act (FLSA) and the laws of the 50 states that regulate what constitutes “overtime.” Ignoring the rules can be very expensive.

6. Short-sighted entrepreneurs give the employee benefits and
property & casualty business to their brother-in-law. Entrepreneurs tend to follow the line of least resistance to get the job done. What could be easier, therefore, than using a family member to handle the complexities of health and welfare benefits and needed business insurances? In many cases, the coverage is placed by the family member or friend and forgotten. Annual reviews are not done, coverages are not put out to bid, service is barely existent. After all, it’s in the family. What could go wrong? But when something does go wrong, moving the business to another broker can make family reunions very uncomfortable.

7. Otherwise bright entrepreneurs make the same HR mistakes
over and over again. Entrepreneurs derive energy from the adage that failures and mistakes are simply milestones on the road to success. Learn from your mistakes and keep moving forward. Yet, in my consulting with early and later-stage companies, I see entrepreneurs making many of the same human resource mistakes repeatedly. They reflexively lump HR in with all of the other business risks they are confident they can handle. My caution to them is that they put the entire venture at risk with the first person they hire. My advice is to take the time to do it right the first time.

Economic recovery and expansion in the US will come from small companies that break lose from the gravitational pull of failure on a course to growth. Even for early stage companies, human resource management should be a priority; as important as managing any other resource needed for success.
______________________________________________________________________

Richard J. Anthony, Sr., is a member of the JobsOver50 Board of Advisors. Richard is also founder and managing director of The Solutions Network, Inc., a management consulting firm specializing in business advisory services, human resource management and performance improvement. He is also founder of The Entrepreneurs Network, a venue for aspiring and serial entrepreneurs and accredited angel investors. He can be reached at 610.225.0277 or r.anthonysr1@verizon.net.

About GoliathJobs & JobsOver50:
GoliathJobs.com is a free web-based employment service for students & alumni. We connect job seekers to employers via schools & alma maters. GoliathJobs creates partnerships with schools throughout North America which serve as liaisons. This model delivers a powerful edge to schools at no charge (and lifelong career services), a competitive edge to job seekers and high-quality results to employers. We believe that employment starts with education regardless of age, experience or educational level. 100% spam-free. The #1 Job Site on the Web!

JobsOver50.com is a dedicated employment portal for baby boomers & retirees built on the same platform.

…a Goliath-SilverCensus Company

by Michele O’Connor

When Interns Make Sense. They aren’t just cheap labor. They also can bring new perspectives!

Below is a great article. GoliathJobs is always preaching about the benefits interns bring to an organization. Our favorite benefit is the potential to hire interns full time post-graduation. They are already acclimated to your culture which saves the company money and time to re-train. And once they are hired they are great for managing future interns as well. We also started “internships for boomers.” This concept is geared towards hiring 50+ job seekers for part-time roles in order to boost their skills and pave the way to full-time roles.

By LOUISE LEE

For small companies, interns can often seem like more trouble than they’re worth.

Entrepreneurs often don’t have a human-resources staffer dedicated solely to overseeing interns, so the boss or a manager must carve out time for them. And that means giving them hands-on guidance, not sticking them in the stockroom and then forgetting about them: Companies have an obligation to give interns a good learning experience, whether they’re working for money or for school credit.

But that’s only half the story. Interns also present a tremendous opportunity to entrepreneurs. Precisely because the business is so small, interns can have a real impact on the operation, contributing to important projects and bringing a fresh perspective and energy to old routines. Not to mention that businesses get all that free of charge, or at a fraction of the market cost.

So, how can you get the most out of your interns—and make a demanding management chore worth the effort? Here are some strategies from experts and entrepreneurs.

Read The Entire Article by Clicking Here.

LAY OUT GROUND RULES
Start by spelling out clearly the kind of performance and behavior you’ll expect. “When you have a small business, [a bad habit of] any additional person impacts the culture” and can throw an entire workplace off kilter, says Rachael Rice, the owner of Rice Consulting LLC, a 10-person political fund-raising consultancy in Bel Air, Md.Be sure to address basics—everything from the dress code to how much heads-up you need before the intern takes time off.

To stress that you expect professionalism, make your interns feel like part of the company—an easy task in a small firm. Giving them their own desk, computer and phone, and adding their name and photo to the company website can quickly create a sense of belonging.

FIGURE OUT ROLES
Next, find out the interns’ expectations and focus them. “Some come with broader ambitions that are misguided,” says Noah Lapine, president of Lapine Inc., a 60-person distribution and promotions firm in Stamford, Conn. Interns, for instance, might think that because your firm is small, it’s simple enough for them to run a department.

Mr. Lapine recalls one college intern who declared vaguely that he wanted to be “a senior manager.” After some questioning and prodding, Mr. Lapine realized that the intern was in fact seeking broad exposure to the company’s operations, so Mr. Lapine put him to work in several areas, including marketing, logistics and production.

Indeed, deciding where your interns should work and exactly what they should do can be the most challenging part of the process. If your interns are earning class credit, make sure you follow the school’s requirements—both to be fair to the interns and to encourage the school to keep referring students to you in the future. For instance, some schools specify that interns spend no more than 20% of their time doing clerical tasks such as filing. School requirements can also give you ideas about how to use your intern: If the school says it will ask interns to describe what they learned about marketing, you’ll want to put them in that area for at least part of the summer.

If your interns appear to be able to communicate effectively with customers, go ahead and let them do so. That task will give them actual experience in customer relations while helping you keep in touch with clients. At Lapine, interns have worked the phones to contact small accounts that are “low risk and low opportunity” but are nevertheless worth checking on, says Mr. Lapine. Other Lapine interns have made weekly reports to clients to update them on the status of lengthy projects.

Some interns can help with research. Ms. Rice has interns call potential venues for clients’ fund-raising events to ask about rental cost, availability or the size of the ballroom. Besides obtaining necessary information, Ms. Rice says, the intern learns to be thorough and think quickly enough to ask follow-up questions.

BE A ROLE MODEL
Simply observing you in action can be valuable to interns, so bring them with you to trade shows and let them attend meetings with your staff, customers or outside partners. If interns are shadowing you for the day, you can help them learn even when you’re doing desk work.
If, say, you’re reviewing a contract, “describe everything you’re thinking” out loud to give the intern a sense of what you’re looking for, says Helen Thompson, chief executive of T2 Complete Business Services, a small-business consultancy in San Francisco.

Even if one of your staffers is supervising interns day to day, you as the top dog should carve out time to sit down with them regularly and discuss what they’re learning, says David Lewis, CEO of OperationsInc, a human-resources consultancy in Stamford. The head of a big company probably doesn’t have time to visit with interns, but in a small firm, the owner can and should be closer to them. “Your title means something to the intern,” says Mr. Lewis. “That’s valuable to him.”

That type of one-on-one communication with you can help keep them engaged. “You don’t want them to end up demotivated after two weeks and have them chuck it and go to work at Gap,” says Mr. Lewis.

Copyright ©2010 Dow Jones & Company, Inc. All Rights Reserved

About GoliathJobs & JobsOver50:
GoliathJobs.com is a free web-based employment service for students & alumni. We connect job seekers to employers via schools & alma maters. GoliathJobs creates partnerships with schools throughout North America which serve as liaisons. This model delivers a powerful edge to schools at no charge (and lifelong career services), a competitive edge to job seekers and high-quality results to employers. We believe that employment starts with education regardless of age, experience or educational level. 100% spam-free. The #1 Job Site on the Web!

JobsOver50.com is a dedicated employment portal for baby boomers & retirees built on the same platform.

…a Goliath-SilverCensus Company

by Michele O’Connor

This is a major issue and one our company sees everyday.

We have been able to help curtail the shortage by connecting healthcare organizations (i.e. hospitals) to the applicable schools in this field. Nurses tend to stay connected to their schools & alma maters. By offering these opportunities through the applicable channel, an employer or recruiter can easily target more candidates on a broader basis. This applies to entry-level as well as seasoned, experienced candidates as well.

Great topic and one we will be hearing about for many years to come!

Michele

About GoliathJobs & JobsOver50:
GoliathJobs.com is a free web-based employment service for students & alumni. We connect job seekers to employers via schools & alma maters. GoliathJobs creates partnerships with schools throughout North America which serve as liaisons. This model delivers a powerful edge to schools at no charge (and lifelong career services), a competitive edge to job seekers and high-quality results to employers. We believe that employment starts with education regardless of age, experience or educational level. 100% spam-free. The #1 Job Site on the Web!

JobsOver50.com is a dedicated employment portal for baby boomers & retirees built on the same platform.

…a Goliath-SilverCensus Company

—–Original Message—–
From: ERE Network [mailto:email@ere.net]
Sent: Monday, March 09, 2009 9:01 AM
To: moconnor@goliathjobs.com
Subject: Healthcare Staffing: Group Digest, 3/9/2009

ERE NETWORK GROUP DIGEST
Healthcare Staffing
3/9/2009

Healthcare Staffing home page:
http://www.ere.net/erenetwork/groups/GROUP.ASP?GROUPID=3549C202A95649268379364CAB868AF9

There has been 1 new posting since the last digest was sent. ——————————————————————

DATE:
3/8/2009 8:13 a.m.

SUBJECT:
U.S. healthcare system pinched by nursing shortage

MESSAGE:
U.S. healthcare system pinched by nursing shortage The U.S. healthcare system is pinched by a persistent nursing shortage that threatens the quality of patient care even as tens of thousands of people are turned away from nursing schools, according to experts.

The shortage has drawn the attention of President Barack Obama. During a White House meeting on Thursday to promote his promised healthcare system overhaul, Obama expressed alarm over the notion that the United States might have to import trained foreign nurses because so many U.S. nursing jobs are unfilled.

Democratic U.S. Representative Lois Capps, a former school nurse, said meaningful healthcare overhaul cannot occur without fixing the nursing shortage. “Nurses deliver healthcare,” Capps said in a telephone interview.

An estimated 116,000 registered nurse positions are unfilled at U.S. hospitals and nearly 100,000 jobs go vacant in nursing homes, experts said.

The shortage is expected to worsen in coming years as the 78 million people in the post-World War Two baby boom generation begin to hit retirement age. An aging population requires more care for chronic illnesses and at nursing homes. More here.
******
Need telephone names sourcing to fill your hard-to-fill positions? Call the phone sourcing experts at TechTrak 513 899 9628

POSTED BY:
Maureen Sharib
TechTrak.com, Inc.
Telephone Names Sourcer/MagicMethod Trainer
http://www.ere.net/ERENETWORK/PERSON.ASP?USERID=394172122

To post your own reply to this discussion, visit:
http://www.ere.net/EREN/G/LSTNG.ASP?ACTION=CREAT&THREADID={A818AEB2-859B-4A86-882B-B140943DEAD2}&BOARDID={3549C202-A956-4926-8379-364CAB868AF9}&99=/

To view the entire discussion thread, visit:
http://www.ere.net/EREN/G/L.ASP?LISTINGID={A818AEB2-859B-4A86-882B-B140943DEAD2}&99=/

——————————————————————
Check out new ERE Blogs:
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You have received this digest email because you are a member of the Healthcare Staffing group on the ERE Network and you have elected to receive the daily digest version of its bulletin board.

To change your group settings so that you no longer receive these emails, visit:
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FOR IMMEDIATE RELEASE

May 5, 2009

for inquiries please contact:
Michele O’Connor
JobsOver50.com
moconnor@jobsover50.com
Full announcement available as PDF at http://tinyurl.com/23j3cqf

The Premiere Certified Career Coach Program
Become a Certified JobsOver50 / Boomer Authority™ Career Coach

JobsOver50 and Boomer Authority™ Association have launched the nation’s premier “Certified Career Coach” program for professionals serving the 50+ demographic. The mission of this program is to help Baby Boomers find new career insights, encore career paths and, of course, job opportunities.

Benefits of becoming a Certified Career Coach-Extend your personal brand
-Secure new coaching engagements and generate additional revenue
-Reach a myriad of Boomer job applicants that are currently in need of your expertise

The program empowers Baby Boomers to connect directly with Certified Career Coaches for advice and counsel. To be certified, coaches must have a substantial professional background (reviewed by our compliance committee) and must have at least one bonafide publication over the past 5 years (in a print journal, as a guest blogger and/or have authored a book).

OPTIONAL: You immediately qualify for certification if you have successfully completed the training program from Dr. Richard Johnson, Ph.D and are certified as a “ReCareer Coach.” Learn more about ReCareer Inc. training at http://recareerinc.com/.

All job seekers that register on JobsOver50.com will be given the option to retain highvalue,specialized coaching services from a roster of carefully selected Certified Career Coaches - all of whom are members of the Boomer Authority™ Association. (Not a member of Boomer Authority™? You can join at http://boomerauthority.org. Membership is Free.)

Each Certified Career Coach will use their Profile Page on Boomer Authority™ as a custom “Landing Page” which explains in detail how you, as a professional career coach, can help a Baby Boomer from a career & development standpoint as well as the cost of your services.

Revenue Share
Certified Career Coaches will share 30% of the revenue that results from their participation in the program.

Display our Badge of Distinction with Pride on your Blog or Website; Upon certification, you will be authorized to display our badge on your web site and/or blog. This distinctive badge recognizes your professional status and association with JobsOver50 and Boomer Authority™.

Your Personal Listing in the JobsOver50 Coaches Directory
On the JobsOver50 portal there is a prominent “Call to Action” banner urging job seekers to obtain professional assistance. Jobs seekers that click the banner will be taken to a directory of Certified Career Coaches where a photo, name, company, 140 character description and a hyperlink to your Boomer Authority™ customized Landing Page can be found.

Your Boomer Authority™ Custom Landing Page
Below are the key components for the creation of your custom landing page.
1. Professional profile - You may use as many words as needed with embedded links, photos & thumbnails. Visit a typical custom landing page on Boomer Authority™ at http://boomerauthority.ning.com/profile/MartinDDiano.
2. Coaching offer - An explanation of your coaching services, fees and how you deliver your service (i.e. telephone, conference call, webinar, in-person, etc). For book authors, please state if your book is included in the cost.
3. Area of expertise - (i.e. profession, industry, gender, demographics, etc.)
4. Payment terms - (FYI, JobsOver50 will serve as your collection point. Clients will pay via credit card).

Third-Part Application & Widgets
Boomer Authority™ has many useful applications to help promote your coaching services: You may upload training videos, third-party widgets, photos, RSS Feed your blog or radio show, and much much more. And, of course, you may edit your Profile Page ondemand. Visit the Applications available found directly on your Profile Page. As you know, there is no cost to be a member of Boomer Authority™ and there is no cost for third party applications.

To cover the ‘Call to Action’ banner, the Coach directory and hosting fees, there will be a modest one-time setup charge of $95.00 plus an annual license fee of $49.00 payable via check or credit card.

Value Added Revenue Streams
1. A generous compensation plan for coaches that are in contact with HR managers. This applies to coaches that directly or indirectly generate job posting sales for JobsOver50. Ask about this program when applying for Certification.
2. If you have authored a book, list it for free and available for purchase at the Boomer Authority™ Bookstore at http://astore.amazon.com/boomerango-20?_encoding=UTF8&node=24.

To become a Certified JobsOver50 - Boomer Authority™ Career Coach, please send your background information to moconnor@jobsover50.com. This is subject to approval and there will be no charge until such approval is met.

Become the Beacon of Hope to Boomers in Need!
*Drive quality results and extend your reach to the 50+ demographic.
*Further increase coaching revenue by complementing your credentials with a Certification from two leading organizations.
*Maximize your revenue opportunities by developing sustainable relationships with Boomers requiring professional assistance.

About JobsOver50.com
JobsOver50 is a free web-based employment service for Baby Boomers & Retirees. We understand the employment needs of 50+ job seekers and have built the nation’s largest network of job opportunities for mature workers. We connect job seekers to employers via associations, schools & alma maters. JobsOver50 creates partnerships throughout North America which serve as liaisons. This model delivers a competitive edge to job seekers and high-quality results to employers. 100% safe & spam-free. JobsOver50 is a Goliath-SilverCensus company.

David Mezzapelle is Founder and Director of Marketing & Development.

About Boomer Authority™ Association
Boomer Authority™ has 1200+ members as is the only global association of its kind, bringing together men and women from 23 countries and from every professional discipline serving and fulfilling the needs of the 50+ Baby Boomer demographic. Members comprise encore career experts, midlife transition coaches, eldercare experts, estate planning legal counselors, retirement/financial planners, gentrologists, educators, and literally dozens of other professions.

Boomer Authority™ is a vibrant and compelling global ecosystem for business networking, the exchange of ideas and, most importantly, for the dissemination of valuable content about products and services for 50+ Baby Boomers and Beyond!

Martin Diano is Founder and CEO.

About ReCareer Inc.
ReCareer Inc. offers a new direction for career coaching in our changing economy. With over 6 million Americans left jobless this year alone “Re-careering” is quickly becoming a household term. ReCareer Inc. has developed the only assessment-based coach training program to aid these millions of adults in the second half of life in their ReCareer search.

Dr. Richard Johnson, Ph.D is Founder.