Read where C&A Industries and our affiliates have made the news in our
industry and in our community.
For media inquires, contact the Marketing Department by phone at 800.574.9829
or by
email.
Job seekers are redefining what it seems
to ‘go social’ during job hunt
Midlands Business Journal – December 30, 2011
(Aureus Group)
As more people have turned to the touch of the screen or click of the key, as
opposed to the traditional “shake of the hand” in their search for a job, global
and regional staffing and employment firms have taken notice and are adapting by
providing leveraging technology themselves. Of course, with this technology
comes its own challenge (which can’t be ignored) of how to use the tools popping
up everywhere, according to Regional Manager Chris L. Carlson of Aureus Group.
“Choosing which ones are the most efficient and effective in each skill set is a
daunting and expensive task,” she said. “It’s our core business so we invest the
resources and measure results and annually tweak the tools we use. “I believe
this is one of the variables driving the growth in the staffing industry.
Companies are increasingly using recruiting partners more strategically for
hard-to-fill positions.”
Management, training, coaching helps
employees move up with confidence
Midlands Business Journal – December 30, 2011
(C&A Industries, Inc.)
Leadership and management courses can help companies identify people to promote
and empower individuals to better understand their own career paths. With
employees representing four generations working within C&A Industries, training
requires a constantly changing and varied approach leading to something new each
year, said Liz Hall, executive director of training and development. “Pathways
to Success,” a 12-week program focused on helping people develop as business
leaders and explore advancement opportunities, is the newest in-house training
program to launch at C&A Industries. When departments needed new managers, Hall
said, people came to her asking for a way to give employees with identified
potential the opportunity t to preview the next position, to practice certain
skills and to decide what the next step for them might look like. “Of the firs
12 people who completed the program, three of them were promoted, two decided
that they were in a better place where they were at and the rest are continuing
to search for a leadership opportunity that fits them,” Hall said. No matter
what the outcome, she added, “Pathways to Success,” and other in-house career
development programming helps with retention, company loyalty, and provides
managers with better leadership resources within the department. It is also
another tool among a long list of both online and in-house training resources
available to their employees. “If we can create an empowerment of leadership,
that gives people a sense of ownership with the direction of the business,” Hall
said. “It also gives them a better knowledge base of the company and contributes
toward the overall positivity of the workforce, knowing that the company is
willing to make an investment in them.”
Developing and engaged culture,
attracting a knowledge workforce top priorities
Midlands Business Journal – November 25, 2011
(Aureus Group)
Attracting and retaining the right people in an environment with no shortage of
openings for those with highly technical or specified sill sets is
overwhelmingly the biggest challenge facing those in employment and staffing
circles, according to local professionals. “Companies that attract and retain
the right people create a compelling offering for their customers,” said Chris
Carlson, regional manager of Aureus Group. “The organizations who strive to be a
preferred employer are increasing their market share. Although some turnover is
good, its expensive, so getting the right people on the bus in the right role
producing the right results is essential.” She also said the so-called “soft”
elements – such as engaged associates – has become hard. “Data clearly shows
highly trusted companies attract more employees and have better employee
engagement and retention,” Carlson said. “This soft stuff results in hard
dollars.” Carlson indicated one need only look to the list of Fortune 100 Best
Companies to work for list, featuring the likes of Zappos, Google, and
Microsoft. “The primary criteria to make the cut in Fortune’s list of 100
companies measures the level of trust that employees have in the company and in
senior management,” she said. “The Great Place to Work Institute developed this
measure; it makes great sense: Trust is a measure of the quality of a
relationship.” “When we trust a person, group, or organization we feel confident
that they will do what is right, consider our interests in a fair manner; we
tend to feel good about such stewards, especially when times are uncertain or
risky.” Another hard fact: the knowledge workforce is in demand, according to
Carlson, who referred to a specific need for auditors at all levels in both
private and public practice, as well as tax professionals and .NET and Java
developers.
Celebrity Staff’s Lincoln
operations steady with its administrative focus
Midlands Business Journal – November 4, 2011
(Celebrity Staff)
In an industry highly sensitive to the whims of market forces, Celebrity Staff
has maintained an even keel by focusing on a few basic principles in the Lincoln
market – sticking to three core client categories (administrative, management,
and legal positions), providing value added services, and nurturing the early
stages of the employer-employee relationship, according to Patty North, regional
manager. Keeping to these core areas has allowed the company to develop a level
of expertise that delivers clients a staffing solution within three business
days 80 percent of the time. Roughly 65 percent of the time, candidates and
employees are matched the same day and all without the usual headaches
associated with hiring. “Many of our clients are small businesses who don’t have
the time to look at, in some cases, hundreds of resumes and then go through the
interview process,” she said. Last year the company rolled out a series of
webinars addressing various hiring “best practices” topics, as well as a monthly
e-newsletter and blogs by members of the Lincoln offices. “We have always
provided consultative services to applicants but we do the same for the
companies we work with,” she said. Just as we coach an applicant on the
importance of being on time and presenting themselves in a professional manner,
we also coach our companies on how to provide a better workplace experience.”
North says she sees a fresh prospective with today’s college graduates, who are
“much more realistic because they have been raised on technology and all they
have been hearing the past four years of college is how bad the job market is,”
she said. “As a result they are willing to do what it takes to get their career
started.” Another customer segment that is on the rise are people returning to
the jab market after retirement. Much of this segment is driving growth in
Celebrity Staff’s temporary employment segment.
Openings, high pay positions
available in tech world, report area professionals
Midlands Business Journal – October 21, 2011
(Aureus Group)
Most businesses have some type of high-tech equipment these days, and running it
and keeping it up-to-date takes staffing. Security engineers, database
administrators, and developers, specifically mobile, java, and NET, are
sought-after-employees. Companies are willing to pay well-experienced
professionals up to and sometimes more than $85,000 annually for all those
positions, said Gabe Romero, branch manager of the Aureus Group Systems Division
in Omaha. Romero said that those interested in technology shouldn’t just follow
the hottest trends. They should follow their own interests. “Once you find your
calling, always update your technical skills and be prepared to enhance or
change your direction of the technology is changing,” he said. A Bachelor’s
degree is a plus in many of these jobs, but the majority of these positions are
looking for hands-on work experience and/or specific technology education. This
includes specialty schools and technical certifications, Romero added.
Tax pros advise starting tax prep
early to maximize savings, assure accuracy
Midlands Business Journal – October 14, 2011
(Aureus Group)
If you aren’t getting your records in order soon, it may be too late – as tax
planning isn’t just a process that occurs when people start to think about
filing tax returns. It should be year-round and starts with finding professional
partners you gel with. “You’re not just looking for someone to take over the
accounting – you are looking for someone that will be a key advisor to your
business,” said Chris Carlson, manager of the Aureus Group , a C&A Industries
recruiting affiliate, which specializes in placing finance and accounting
professionals. “They will be giving you advice about an area of critical
importance – your money.” “Don’t wait for an upcoming deadline to begin looking
for an accounting. The worst time to shop for an accountant is during the busy
season – January to April.” Considerations when selecting such a professional
include: identify the scope of the work required of an individual or form;
solicit referrals from other owners or business resources; conduct focused
interviews, asking oneself, “Does he/ she specialize in businesses like mine?
Does he/she “get” my company and its needs? Will the partner delegate the work
to new staff?” Carlson also urges obtaining at least two references from former
employers or clients and checking up; also, verify education and credentials.
“The length and success of the candidates’ relationship s are good indicators of
your future experience,” Carlson said. Also on the savings front, Aureus Group’s
Carlson stressed the more legwork organizations do in-house means less expense
associated with tax preparers’ time.
Area staffing firms work to help
companies find, hire right employees
Lincoln Business Journal – August 15, 2011
(Celebrity Staff)
Staffing firms still play a significant part in helping companies find the right
employees. The biggest growth in staffing agencies is being seen in temporary
clerical help and higher-level positions, said Sheri Conner, recruiter at
Celebrity Staff. Celebrity Staff sees the great demand in two opposite ends of
the spectrum, Conner said. An increasing number of companies are seeking temp
workers to do work like data entry and other clerical tasks. Businesses often
hire temp workers for special projects that are short term. The other high
demand area is in high-level niche positions, for example a grant writer, Conner
said. Celebrity Staff hires [along with direct hire] both strictly temp workers
and match hire, in which workers start as temp workers for 90 to 120 days then
go permanent [direct hire] if the match is successful, Conner said. “Employers
can look at it as a working interview,” she said.
Applicants urged to research prospect
companies through online searches
Midlands Business Journal – July 29, 2011
(Aureus Group)
For Chris Walker, branch manager of Aureus Group, most of the professionals
working with Aureus Group are looking for opportunities to advance in their
chosen career field – as opposed to a few years ago when people were making more
drastic career choices to get or keep a job. “Most of our clients are looking to
add talented and skilled employees to handle the increased demands for their
products and services,” she said. ”Some of these clients are experiencing this
increase due to the rebounding economy, some are in industries that weren’t
affected by the economic downturn and some are with new companies that are
experiencing rapid growth.” IT systems careers, driven by innovation tied to
mobile and cloud technologies, as well as accounting and finance careers, driven
by organizations’ needs to use such expertise to increase revenue and reduce
costs, represent hot career fields. Regardless of career field, Walker also said
it’s important to never burn a bridge and to do that homework on the company to
get to know the prospect employer. Managing one’s online presence is also
important. “Online social networking sites are becoming more popular with
employers as a way to search for more information on potential employees before
they make the decision to hire,” she said. “Be sure to Google yourself often to
catch any unflattering comments or photos and keep private content private on
your social networking profiles.” Be aware of the opportunity to interview the
interviewer, by making a list of thoughtful and smart questions. “Most employers
will not take a candidate seriously if they don’t come prepared with questions –
it shows a lack of interest,” Walker said.
Networking proving more beneficial than
job postings for career seekers
Midlands Business Journal - July 29, 2011
(Aureus Group)
The best way to find a job is through networking, staffing
experts agree. A job seeker must let others know he or she is
looking for a job, said Linda Aughenbaugh, senior recruiter with
Aureus Group. Most jobs are not posted but rather are learned
about through recruiters, Aughenbaugh said. Aside from working
with a recruiter, telling others is the best way to find a job,
she said. “Network, network, network,” Aughenbaugh said. Reach
out to everyone you know and make them aware that you’re looking
for a new career opportunity.” Aughenbaugh also advises people
to keep an eye on Internet job boards, as many companies now
post their openings. She suggests not posting a resume on a job
board unless the job seeker is unemployed. Those who are
employed need to be more discreet and instead should work with a
recruiter, she said.
HR professionals face challenge of
changing work dynamics, post-recovery demand
Midlands Business Journal – June 24, 2011
(Aureus Group)
Human resource management personnel have always had substantial responsibilities
placed on their shoulders, but in a changing professional landscape, Human
Resource Association of the Midlands leadership indicated challenges loom larger
than in prior years. Chris Carlson, regional manager of Aureus Group, addressed
temporary hiring. “Companies no longer believe in filling every position with a
permanent employee whose real cost to a company only begins with a salary and
extends to benefits, payroll taxes, vacation time, holiday pay, and a host of
other expenses,” Carlson said. “The outdated stereotypes of ‘temp workers’ who
help out for a few busy days in a mail room or fill in for a vacation is not
today’s reality.” “There are 3 million people in the U.S. going to work each day
as a ‘temp’ or ‘contractor’ – increasingly skilled and highly-educated workers,
including accountants, attorneys, chief executives, doctors, engineers,
information technology professionals, nurses, medical techs, pilots, and
software developers.” Carlson said that many employees thrive on the challenge
of diverse assignments or view temporary or contract work as a way to test-drive
prospect employers – or as a quick way to land a permanent gig. In general,
Carlson said staffing firms are an extension of HR departments to complement
their strategic recruiting efforts. “A company that can get the right people in
the right positions at the right time and at the right price has a tremendous
advantage over less astute competitors,” Carlson said. In addition, it was noted
small firms may not be able to have HR professionals on staff, so they act as a
consultant on elements like market salaries and job descriptions, whereas larger
organizations may tap into staffing expertise for sourcing high-level employees
or technical skill sets. As a strategic recruiting partner, Carlson noted there
as some considerations HR professionals can make to assure a strong partnership
and process. “All successful partnerships begin with good communication and
clear expectations,” she said. “Understanding an organization’s mission, values,
talent gaps, and potential career paths help us create a compelling story to
source top talent that will fit culturally.”
Aureus Group’s Romero leads division to
revenue gains with recruiting efforts
Midlands Business Journal – May 20, 2011
(Aureus Group (Gabe Romero – one of the Midlands Business Journal’s 40
Under 40 Winners))
In 2010 as branch manager for Aureus Group, Gabe Romero led the company’s IT-IS
staffing division to a 60 percent growth in revenues. “The entire year of 2010
was a huge breakthrough for our division,” he said. “Our team did a great job of
tuning out the bad news that was pervasive at the end of 2008, all of 2009, and
into 2010.” “If you listened to the media, you could really get into a state of
paralysis, but our team just concentrated on the things they could control,” he
said. One of the most rewarding opportunities his job provides is working with
people, according to Romero. “The relationships I have built within our company
and those relationships I have built with our clients and candidates is my
favorite part of what I do. I am a people person,” he said. “I truly enjoy
building meaningful relationships and my position has been a great way for me to
create those.” Romero said the next decade will provide opportunity for his team
to be a major player in not only the regional market but nationally as well.
“Everyone is well aware that there will be a talent vacuum that will occur as
the baby boomers leave the workforce and take their knowledge and experience
with them,” he said. “Finding passive talent, that is, experienced professionals
that will consider a career move but are not actively looking for that move,
will be absolutely critical.”
Effective ways to work with outside
firm to match employers, workers
Midlands Business Journal – May 13, 2011
(Celebrity Staff)
Omaha area employment firms aim to combat unemployment, help businesses find
qualified candidates, and help prospective employees find the right company.
Different staffing firms provide different services, so it is important to know
what is needed and what is not, said Patty North, regional manager of Celebrity
Staff. Most staffing firms provide temporary or permanent positions or both,
North said. Some firms specialize in specific areas of employment. Whatever
services a firm provides, firms are noticing more people seeking work because of
higher unemployment, she said. While more people have come to Celebrity Staff to
find a job, many are not qualified for the type of jobs available. As jobs
become fewer, employers have made their job requirements more specific. A higher
number of applicants can make a staffing firm’s job more difficult, North said.
All applicants must be reviewed and, with more people competing for jobs, there
are an increasing number of applications to sort through. Company personnel
often do not have time to sift through a large stack of job applications to
determine who is qualified, North said. A staffing firm will sort through the
applications and narrow the numbers down to who is qualified. Celebrity Staff
will conduct initial interviews to determine who is qualified, then send a
manageable number of qualified candidates to the firm to be interviewed, she
said. “We do a full comprehensive interview before we represent someone to the
client,” North said.
Online search methods prove popular
for job seekers, recruiters
The Lincoln Business Journal – May 1, 2011
(Celebrity Staff)
Search engines, social media platforms and other online efforts are being
utilized by both candidates and employers, and while hiring is occurring due in
part to these efforts, there are still issues to overcome. In Lincoln and
throughout Nebraska, things are picking up for job seekers, said Elizabeth
Ambri, branch manager for Celebrity Staff. According to Ambri, employers are
currently taking longer to make final hiring choices, which creates issues for
those who have interviewed for particular jobs. “I have seen scenarios where a
candidate has interviewed and then it is 30 days or more before the company
makes a hiring decision,” Ambri said. She said candidates struggle with the
options of continuing to interview with other companies or waiting for the
hiring manager to make a decision. “It’s a tough place for a candidate to be in
because they shouldn’t put all of their eggs in one basket, but it doesn’t
always bode well if they accept another position and then the company they
initially interviewed with comes back with an offer,” Ambri said. “It can also
make the candidate feel as though the company really isn’t that interested in
them in the long run.”
As equipment, approaches to technology
evolve, office personnel follow suit
Midlands Business Journal – March 18, 2011
(Celebrity Staff)
Gone are the days of office services being reduced to stacks of paper and a few
pieces of equipment. And it’s not just the devices that are now office staples
that have become increasingly sophisticated, according to Patty North, regional
manager of Celebrity Staff. “The amount of filing, data entry, and what we would
think of as ‘entry –level’ work has become more obsolete as more business
correspondence is handled via email or is scanned into client files and online
processes have drastically reduced the need for employees to ‘enter’ that data,”
she said. “Now, office and administrative professionals have to be able to do
more process evaluation – meaning, do checks of the customer data to review for
errors, as one example.” She added, “Automated phone systems have replaced the
need for someone to handle volume calls and businesses have taken other tasks
within their organization and shifted them to elevate the role.” In addition, an
administrative or office support professional may also handle marketing
materials, distribution, inventory collections, and help management with sales
presentations, according to North. “We are seeing very blended roles which means
today’s office professionals must be diverse in experience, flexible in the type
of work they will do and savvy with the inter-workings of a business so they may
step in wherever they can,” she said. North indicated one of the biggest
mistakes a business owner can make is to overlook the importance of the
individuals to the overall organization – after all, these professionals often
represent the first impression a customer or would-be customer has of one’s
business. “Many times when a customer has a negative experience, they will tell,
on average, seven to 10 people, and most often it does not go back to you,” she
said. “They don’t tell you they weren’t happy, they just don’t come back. Can
you afford for that to happen from someone answering the phone or following up
with customers? Most of us can’t.” North said hit helps to not only look at the
daily tasks this individual will perform, but also the expectation one has of
how the individual will contribute. She also suggests meeting with other key
managers to ask for their input, particularly if this person is going to provide
support. Generally speaking, if all parties aren’t on the same page when it
comes to roles and d expectations, then that leads to the wrong hire and costs
associated with replacing the person or lost productivity, she said.
In-demand professionals require
degree, experience in field, staffing experts say
Lincoln Business Journal – March 1, 2011
(Celebrity Staff)
There are careers in demand in a variety of positions that require education,
experience, or a combination of the two.Celebrity Staff has seen demand for
medical billers and coders as well as legal support staff, according to
Elizabeth Ambri, branch manager. Health care providers depend on biller and
coder positions to be reimbursed for the services they provide. Law firms had
put off hiring support staff roles and are now becoming busier. Ambri added call
center staff and customer serviced representatives are being needed as companies
are having internal shifts or seeing demand for their services. Ambri said for
positions such as medical billers and coders, candidates will need a degreed or
certificate, while in the legal field, it is preferred that candidates have a
degree for paralegal, legal assistant and legal secretary positions, but a firm
will look at someone who has years of experience. She added that there are many
positions that don’t required degrees such as call centers and customer service
positions, but employers are more likely to hire a candidate who has solid work
experience.
C&A Industries to Participate in
University of Nebraska-Omaha Career Fair
February 28, 2011
(C&A Industries, Inc.)
C&A Industries, Inc., a national leader in staffing and recruiting, will be
participating in the Spring Career Fair hosted by the University of
Nebraska-Omaha. The event will be held Tuesday, March 8, 2011 from 10 a.m. – 2
p.m. in the Milo Bail Student Center Ballroom. Students of all majors are
invited to attend.
Representatives from C&A will be available to speak with students about internal
career opportunities with the company as well as other opportunities available
with client organizations through C&A’s specialized staffing and recruiting
firms.
For more information about C&A, visit
www.ca-industries.com.
Preparing future leaders requires
ongoing training methods
Midlands Business Journal – February 25, 2011
(Aureus Group)
Developing a business succession plan is an ongoing process. When deciding who
will eventually take the leadership role, preparing potentials is key in making
that final decision. Change is the buzzword when it comes to business succession
and will continue as technology furthers capabilities of businesses of all
sizes. “Small and large firms need to engage technology and get the right person
in places for every job,” said Chris Carlson, regional manager with Aureus
Group. “Some of tomorrow’s jobs don’t even exist now so if a firm plans to grow,
more managers will need to be acquired or developed.” Business leaders should
look for potentials that surround themselves with talented individuals without
being threatened, Carlson added. “The team approach versus dictator hierarchy
will attract the best talent available,” she said. “The real key in succession
management is to create a match between the firm’s future needs and the
aspirations of the individuals,” Carlson said. “Retaining talented people is to
provide them with growth opportunities that keep them stretching and engaged.”
Carlson suggested recruiting and retaining leaders is a strategic challenge that
all businesses should address. The average college graduate is expected to
change jobs seven times over the next 10 years, she said.
C&A Industries Named Among Best Places to
Work for Third Consecutive Year
February 24, 2011
(C&A Industries, Inc.)
C&A Industries, Inc., parent company to a portfolio of leading staffing and
recruiting firms – Aureus Group, Aureus Medical Group, AurStaff, and Celebrity
Staff - has been named among the “Best Places to Work” in Omaha for the third
consecutive year.
The annual initiative, sponsored by the Greater Omaha Chamber of Commerce and
Baird Holm, recognizes a select number of companies based on the results of
surveys which measure employee satisfaction and engagement. C&A has been named
in the category of organizations with more than 250 employees.
“To once again be recognized as among Omaha's best serves as yet another
affirmation of the fantastic people who work at C&A. Our employees make it one
of the finest companies to work for and a national leader in the markets we
serve,” said Scot Thompson, Chief Executive Officer. “This award is not only an
honor for our organization, but also for each employee who has helped to make
C&A what it is today. Thanks to their passion, effort, and dedication, we've
achieved incredible growth and success - and our future is even more exciting."
C&A will be recognized along with other Best Places to Work recipients during a
luncheon on May 5, 2011.
Corporate attorneys assist businesses to
form structure, start out on the right foot
Midlands Business Journal - February 11, 2011
(Celebrity Staff)
Most businesses will need legal assistance at some point. That is why corporate
attorneys exist. The right corporate attorney can be hired by seeking referrals
from other companies, said Monica Fuehrer, senior account manager with Celebrity
Staff. Corporate council should be used for complex transactions such as
international mergers and acquisitions, spinoffs and breakups, private equity
and strategic investments, real estate transactions, securities offerings and
other capital raising transactions, said Fuehrer, who handles attorney search
and placement for Celebrity Staff. Some intellectual property work such as
patents is arduous and is best referred to outside counsel, she said. The
expertise of outside counsel also should be sought out for the most challenging
corporate litigation matters. When choosing a corporate attorney, Fuehrer
advises establishing an outside counsel management program with performance
measures. The progress of the program needs to be monitored. Outside counsel
should be viewed as a strategic resource, she explained, noting a company should
limit the number of firms with which it assembles strategic partnerships. “Align
outside counsel with your business objectives and ensure they understand your
decision-making process,” Fuehrer said. Fuehrer advises seeking referrals based
on experience. “Select firms with a track record of promoting excellence at the
expense of short-term profit,” she said. Where appropriate, use other resources
and services in place of traditional law firms, such as temporary staff,
contract attorneys or legal research organizations, she said.
Demand for IT pros growing across all
types of industries
February 11, 2011
(Aureus Group)
“Technology jobs are increasing more rapidly than other disciplines, second only
to the health care profession,” said Chris Carlson, regional manager with Aureus
Group. “IT jobs are also one of the nigh paying careers in demand. Relatively
new career paths having to do with computers are popping up everywhere.”
Healthcare information management professionals and healthcare information
technology are in great demand, Carlson said. “This is because of the new
regulations requiring electronic medical record enhancements and automation
overhaul. The goal is to use computers and digital technology in medical
facilities to increase the efficiency and effectiveness of clinical healthcare
for patients and providers,” she said. “A bachelor’s degree in computer science
combined with a master’s in business administration is very desirable,’ Carlson
said. “The business savvy, financial understanding and interpersonal skills
intertwined with the technical education will definitely position a candidate
for success.”
Demand increasing for IT hires
across various industries
Midlands Business Journal – January 21, 2011
(Aureus Group)
Aureus Group’s Systems division has seen an increase in both contract and direct
hire positions in the IT industry, with the largest increase in the need for
contract staffing, said Gabe Romero, branch manager. The skill sets in highest
demand have been for network security engineers, project managers, and ERP
administrators and developers, he said. Romero added the technology field has
also seen a growing need for IT professionals driven by industries such as
finance that are using technology to improve internal and external efficiencies.
Romero suggests employers have a clear, consistent and timely approach to the
recruitment process. He said the process should include an organized screening
process, including technical assessments, phone or face-to-face interviews,
detailed reference checks, and a deep market search. “The challenge is often
completing this process in a timely fashion,” Romero said. “When you have the
right person, it’s key to be positioned to make a decision and still maintain
the consistency and clarity of the recruitment process. Outsourcing your search
can also be your best strategy depending on your circumstances.”
Oldest worker recipient, staffing
experts offer advice to growing senior workforce
Midlands Business Journal – January 21, 2011
(Aureus Group)
Facing a “forced” or necessary career change can be stressful enough 10 years
into one’s career, let alone 20 or 30 years. Jon Duncan of C&A Industries’
Aureus Group stressed the importance of staying positive. “You have to wake up
each day believing that this will be the day that you get that job,” the
executive sales manager said. “Nothing speaks louder than a negative attitude in
an interview and it could cost you the job. In order to stay positive, find
something to occupy your time so you are not sitting at home thinking about not
being employed. Think about volunteering or working a part-time position until
you find a permanent one.”