The FREE Teleseminar You Don´t Want to Miss!

Exposed: Attract A Bigger Audience to Your Resume

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The FREE Teleseminar You Don´t Want To Miss!

Understanding recruiters and how they work is essential to your job search.

CPGjobs is excited to announce a FREE teleseminar, Recruiters´ Insider Secrets to Getting the Job You Want.

Join us on June 15th as Career Coach, Dorothy Tannahill–Moran interviews 3 of the hottest recruitment experts* in the industry; asking the questions you´ve always wished you could ask – but never had the opportunity to do so.

At this teleseminar you´ll learn all the secrets to the magic recruiters work in the hiring process plus:

• What you can do to give yourself a competitive advantage in your job search
• What you can do so THEY find you
• What they want to see in your resume
• The truth about the importance of social networking in job search
• Much more…

Got a burning question for our experts? Email Dorothy Tannahill–Moran at Dorothy@nextchapternewlife.com and we´ll make sure we cover your question!

We´ll also be taking your questions periodically throughout the hour.

EVENT DETAILS AND REGISTRATION:

Date: Wednesday, June 15, 2011
Time: 5:30pm Pacific / 8:30pm Eastern

Access:

Teleseminar: All you need to participate is a phone. REGISTER HERE and we will send the call–in number and access code to you via email prior to the call. Also, enrolled participants will receive a FREE MP3 downloadable recording of this session following the seminar.

Twitter: To support this event, we´ll be hosting a Twitter Chat at #askrecuit throughout the hour. Follow the conversation and participate on Twitter the evening of the teleseminar!

*OUR EXPERT PANEL:

Tom Bolt

Tom Bolt is Managing Partner of Leute Management Services founded in 1996 which provides HR management consulting with primary focus on global staffing and recruitment, systems integration, and metrics and reporting. Tom crossed over from engineering into HR and uses his technical side to embrace social media as it interfaces with HR. Building on experience inside of Fortune 500 companies and startups led to consulting assignments with companies like ESPN and Novartis. Tom is also a strong advocate for job seekers, is a prolific blogger on the topic and serves as a facilitator for the Hire Friday (#hfchat) on Twitter.

Tim Tyrell–Smith

Tim Tyrell–Smith is an emerging thinker in marketing, careers, social networking and personal development. A veteran executive in consumer marketing, Tim is now helping people effectively market their brands and businesses. As a popular blogger, author, speaker and brand marketer, he is a regular contributor to U.S. News and World Report, was featured in USA Today and is the author of two career books ("30 Ideas" and "HeadStrong"). Tim"e;s blog "Tim"s Strategy: Ideas for Job Search, Career and Life" has more than 2,500 subscribers and is read in 126 countries. You can read his blog at http://timsstrategy.com and follow him on Twitter (@TimsStrategy).

Gail Houston

Gail Houston (@ghouston) is the Social Media Program Manager for Intuit´s Recruiting organization and is the voice of Intuit Careers on sites like Twitter and Facebook. She has more than 20 years experience in the recruiting industry, both corporate and agency. She has spoken at recruiting conferences such as Sourcecon and TalentNet. She is the co–lead of the Crossroads Career Transition Workshop and speaks at various applicant networking groups in the DFW area. She has received numerous awards during her career including Circle of Stars 2008, Trim the Sails 2007, DFWTRN/Monster Recruiter of the Year 2003, EDS Senior Recruiter Award and the Figment Award for Creativity in Sourcing.

Response to this event has been overwhelming and seats are limited.

REGISTER NOW to reserve your place on June 15th!

Read more about this event on the CPGjobs Blog.

Exposed: Attract A Bigger Audience To Your Resume

Multiple access points to your resume and professional profile online is key to being found in today´s job search environment.

Now you can increase your chances of being found with a "Candidate Spotlight" on CPGjobs. A Candidate Spotlight is your opportunity to tell recruiters and hiring managers about your background and experience, leadership qualities, and significant career achievements in your own words.

Your Candidate Spotlight is a great addition to your online presence and will be featured on the CPGjobs Blog, on Twitter in the most popular career hash tags, and at our LinkedIn Group, CPG–Recruiters!

Becoming a Candidate Spotlight is easy and will only take about an hour of your time.

All Paid Members of CPGjobs are eligible for a "Candidate Spotlightquot;, so why not take advantage of this benefit?

Interested? Just give us a call at 626–535–0143 or email michael.carrillo@cpgjobs.com to get started!

Sharing the Love

We want to extend a special thanks to all of you who have taken the time to comment on your personal experience with CPGjobs.

We recently created a place on the CPGjobs Blog where you can post your thoughts about working with us, and many of your testimonials are featured here.

We are working hard to provide a superior level of service to ALL candidates who use CPGjobs to manage their careers, and we welcome you sharing your personal experience with us on our Blog, in your LinkedIn Profile Status Update or on our Facebook Page. We love the props!

Feel free to post your comments at any time, (you can do so anonymously if you wish).

We love hearing from you!

Job Titles: What´s In A Name?

Of all the career controversies swirling around these days, the subject of job titles and their importance is one of the most hotly debated. Why is this so?

First let me say that there is – particularly in start–ups, technical companies, and among some knowledge workers. Many argue that in collaborative work environments, hierarchical structures are unnecessary, outdated and even counter–productive.

A number of career experts suggest that an interest in job titles is nothing short of silly – what matters is what you accomplish in your job, not what you´re called.

Having worked with candidates through multiple career changes over many years, I have to say that I disagree with this philosophy for several reasons:

Psychological / Emotional: Job titles have a much more significant effect than simply determining a pay grade and can have a deep psychological effect on employees – even determining how they perform in their jobs. A post on http://www.integrityhr.com/ Integrity HR pointed this out very effectively, "Many people hold a large amount of intrinsic value with their job title, which means there is a large likelihood that the name of one´:s job title and what that title means to them can develop into a self–fulfilling prophecy."

Responsibility and Authority: Like it or not, there is a natural credibility difference between "Manager" and "Coordinator", "Supervisor" and "Specialist." While these subtleties may sometimes escape senior management, humans by nature have http://www.tlnt.com/2011/04/15/are-job-titles-still-a-big-deal-in-the-modern-workplace/ a higher level of regard for the direction and input of authority figures in the workplace. That influence and authority can have a large impact on an employee´s ability to do his or her job effectively.

Effective Performance and Productivity: Job titles very much follow the adage, "eIf the shoe fits, wear it." If you have the title of "Assistant" and you are actually performing the job functions of an assistant, no problem. But what if you´ve taken on new job responsibilities that require you to lead your own projects or you are being held accountable for results? Being stuck in a job title that doesn´t fit can be a drain on your productivity. You may feel disrespected – and this will inevitably affect your performance. Additionally, inappropriate job titles may make it difficult for you to access needed resources or to gain access to important meetings, especially in larger organizations.

Translation in Career Change: I don´t have to tell any of you how tough the job market is. Recruiters take exactly thirty seconds to scan your resume, and their impression in that momentary review will determine whether you´re in the trashcan or on the call list. Candidates are sourced based on many factors, not the least of which are keywords – including job titles. For example, if you´re functioning as a packaging manager, but have the title of packaging supervisor…

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5 Tips For Creating a Resume That Doesn´t Scream "I´m Over 50!"

Kathy Keshemberg, NCRW, CCMC

Many of us are embarking on the next phase of our career, having been with the same company for 20+ years, and ready to try something new. But, how do we design a resume that won´t scream "I´m over 50!!"? Here are some tips that might help.

Refrain from omitting dates. Excluding graduation dates and/or dates of early positions so that your age cannot be calculated is an outdated strategy. Without graduation dates the reader may assume you are older than you really are. And, if you are invited for an interview, your reputation could be damaged for not being forthright once it is discovered that you attempted to shave 20 years off your age. Save everyone time and include dates of your entire career history and educational background. The truth will come out eventually and if the company discriminates against older workers, then you don´t want to work there anyway!

Don´t emphasize your tenure in the work force. Beginning your opening summary with "25 years of experience" is not a good strategy. Instead, talk about recent experience. For example, if you´ve been on a relevant project that relates to the position you are seeking for the past 10 years, focus on that time span instead of your entire career. Or simply don´t mention the number of years of experience, and focus on your value proposition instead. What is it that differentiates you from the competition? Those qualities will grab the reader´s attention more quickly than the number of years you´ve been working.

Highlight recent experience. The "weight" of your resume should be on experience gained in the past 10–15 years. Anything before that should be condensed. For example, if you have worked for Coca Cola from 1989–Present, you might want to include complete information about ...

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Harbor Freight Tools

26541 Agoura Road
Calabasas, CA 91302
Phone: (805) 377-2223

Website: http://www.harborfreight.com
Facebook: Harbor Freight Tools
Twitter @harborfreight
LinkedIn: Harbor Freight Tools
Blog: http://blog.harborfreight.com


ABOUT THE COMPANY

Harbor Freight Tools is a privately owned, high growth multi&ndashchannel retailer and leader in providing high quality tools at the lowest prices in the industry. The Company was founded in 1968 in a garage in North Hollywood, CA., initially selling industrial supplies. Harbor Freight changed course in the 1970´s when it started developing direct relationships with various tool manufacturers, essentially eliminating the middleman. Since then, the company has grown and leveraged these relationships.

Today, Harbor Freight is one of the country´s largest tool and equipment multi–channel retailers, with over 350 retail stores and a customer base of over 10 million, offering more than 5,000 tools and equipment items, including products marketed under such brands as Central Machinery, Chicago Electric, Pittsburgh, and Drillmaster. Harbor Freight Tools is a leader in marketing products directly to the consumer through its catalogues, website and company–owned retail stores.

MISSION

In 1968, Harbor Freight Tools had a mission to make it easier for working people to get the best value possible on top–quality tools they could trust. Now, more than 40 years later, that mission has made Harbor Freight Tools one of the largest tool and equipment multi–channel retailers, with over ten million customers taking advantage of their low prices and satisfaction guarantee.

EMPLOYEE PHILOSOPHY

Harbor Freight is committed to invest in and build "best practices" in everything from retail, to inventory, e–commerce, technology, and merchandising. As such, the company seeks out top–tier talent at all levels, looking for select high–energy professionals, who are creative problem–solvers and are seeking an environment that supports, nurtures and properly compensates talent and who have demonstrated a capacity to be top performers at their respective levels. Harbor Freight prides itself in having "large company resources with a start–up feel," providing a collegial and collaborative culture dedicated to high achievement.

Harbor Freight supports and promotes people based not on politics, but on their relative contribution, skill set and accomplishments, and are dedicated to providing generous pay for performance compensation and long–term careers. People who can combine personal accomplishment, leadership and a true commitment to teamwork will thrive at Harbor Freight Tools.

The Company offers an extensive benefits package to its employees, in addition to competitive base pay and bonus.

Health and Wellness:

Comprehensive, affordable health care coverage is one of Harbor Freight Tools many offerings. We offer the choice of a PPO and HMOs in many locations, as well as a number of programs that help make it easier to stay healthy as well as maintain a positive work / life balance. Health coverage includes medical, dental, vision, prescription drug, life insurance and long term/short term disability.

Other Benefits:

Harbor Freight Tools understands the challenge to balance a busy work / life schedule. For that reason, they also offer the following additional benefits to employees:

• Paid Time Off
• Tuition Reimbursement
• Flexible Spending Accounts (FSA)
• 401k Plan with a discretionary company match
• Employee Discounts

See all opportunities at Harbor Freight Tools on CPGjobs here.

www.cpgjoblist.com

service@cpgjoblist.com
626-535-0143
535 East Jackson Street
Pasadena, CA 91104

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