FORTUNE’S TOP COMPANIES

Check out Fortune’s annual ranking of America‘s largest corporations. 

http://money.cnn.com/magazines/fortune/fortune500/

According to an article in USA Today, 2005 was a banner year for corporate buyouts (http://www.usatoday.com/money/companies/2005-12-18-buyouts-usat_x.htm). With change comes opportunities. So whether you are actively seeking a new position, strategically considering your next move, or happily employed and interested in what your competitors are doing, this is an all-around great resource.

SIGNING BONUSES

According to a Mercer Human Resource consulting survey of 1,350 employers, signing bonuses are back for top talent in high–demand IT, sales, and finance positions.

Signing bonuses

IT

65 percent

Sales/marketing

47 percent

Accounting/finance

46 percent

Engineering

38 percent

Human resources

31 percent

Internal auditors

29 percent

E-commerce

23 percent

Customer service

18 percent

Security

16 percent

Other

34 percent

Source Workforce Recruiting, No. 3, Vol. 21

HR PRACTICES

My faithful readers know I believe in circumventing HR whenever possible in the job search process. That philosophy is based on the fact that HR is not intimately familiar with the needs of different departments and the fact that most HR folks are not skilled in either interviewing or hiring.

A new article addressing questionable practices by HR by Nick Corcodilos is well worth the long read. http://www.asktheheadhunter.com/newsletter/OE20050823.htm#continue.

If you have to go through HR to get the job, at least you will be a little better prepared. If you can possibly target the decision-maker directly, it is always a better choice.

THE TIGHTENING LABOR MARKET

<<While corporate leaders and human resource professionals continue to deny that the labor market is tightening, numbers and reality tell a different story. People who insist that there is no shortage will soon find themselves in a very difficult reactive posture. Finding and holding good employees will become so challenging that a number of employers will be forced out of business.>> Read the entire article at http://www.hermangroup.com/alert/alert_index.html.

Position yourself as an A–player and valuable asset in demand by prospective employers by committing to life–long learning, developing a clear understanding of how to differentiate yourself from your competitors, and ensuring that you can clearly articulate your value to do the job you are targeting.

WHERE WILL YOU BE NEXT YEAR?

The employment scene has changed dramatically. An average worker stays in an industry for approximately five years, the average CEO might spend 2.5 years in his position, and a CMO only about 23 months.

What is important for you to know based on the evolving job front is …

––Only those who can adapt to change will survive; and

––You need to make a mark, leave a legacy, so you are branded as a valuable asset rather than a valueless commodity