Thinking of Relocating? Here are America’s Most Employable Cities

22 08 2017

We all want to find a great job, but depending on where you live, it can be difficult. In some cities, you can have excellent qualifications but struggle to find a well-paying job. It really does vary from city to city. Luckily, this infographic from Hansen & Company, will help you find a city in the United States with really high employment rates. If you live near one of these places, it is well worth checking out what jobs available in the area.

If you live down south, there are some great opportunities in cities throughout Texas. Plano, Texas is seeing some great employment growth and people working in the city enjoy a healthy median annual income.

On the west coast, we are also seeing some good opportunities opening up. Irvine, California is a real up and comer and has a very low unemployment rate. Find out more about the best cities to find a job in the infographic!



Recruiting: It’s More Than Just Showing Up

14 09 2010

In the current economic state that our country (and others around the world) is facing with the recession, the unemployment rate is sky-high despite the efforts of many.  What we’re beginning to see is the light at the end of the tunnel, with companies starting to hire again, actively recruiting in their communities.  What the recession has taught (and is still teaching us) is that we can’t keep doing things the way we’ve always done them.

The recruiting landscape is ever-changing.  In order to remain effective and relevant, recruiters are being forced to either roll with the punches or risk becoming obsolete. 

Here are a few ideas and suggestions on how recruiters can stay on top of their game as they prepare for career fairs, both on campus and in their communities:

Find your voice.  Your employer brand is a big deal to prospective candidates.  How do you describe the career opportunities available?  Are your job descriptions and company brochures written in Legal-approved “corporate speak” or are they simplified, and easy to understand?  Beyond the basic career fair collateral, are you using platforms like YouTube, blogs, and other social media sites to promote your company with real people, showing candidates a true “day in the life”?  The topic of employment branding is a big thing to cover and deserves its own blog post, so I’ll elaborate more in the near future. 

Make a commitment.  Do you show up on campus once or twice a semester for career fairs and wonder where the students are?  Do you do the same thing at a general community career fair?  Making a commitment to local community or campus organizations and groups will not only help you educate potential candidates on your company, culture, and career opportunities, but it can be a positive branding opportunity.  Ask yourself this question when you start measuring your results: Am I giving as much as I expect to receive?  More?  Less? 

Show up.  One of the biggest issues in recruiting is that it’s a field where the need is immediate and not typically thought about long-term.  When a company experiences a hiring freeze or doesn’t have any positions open at the current time, they tend to pull out of career fairs, off campus and out of the community.  In my opinion, this is the wrong approach.  You’ll be hiring again in the future, right?  Why not view this as an opportunity to start filling a pipeline of candidates?  Even if you can’t afford to fly corporate recruiters across the nation to participate, I would encourage you to engage your local managers if possible.  They’re the voice of the community.  You can still communicate that you’re not hiring at the moment, but focus on the fact that you want your company to stay top of mind when the positions do open up.  Branding is the main point here.  Be honest, but take resumes, think about the pipeline, and continue to educate the masses on the opportunities available with your company. 

Show up prepared…and coordinate.  “Show up” is intentionally reiterated here.  If you’re a recruiter working with a large company that has field operations, think about coordinating with the local managers and corporate so that you’re representing one enterprise at the career fair.  Nothing is worse than showing up from corporate, only to find out that the local representative are already there or from the other side, showing up from the field with you (most times) limited supplies and have corporate show up with the nicer, fancy materials and booth collateral.  What message are you sending to candidates? 

Have a clue.  The last point that I’d like to mention is that if you’re recruiting at any event (unless it’s a specialized, industry-focused event), have a general knowledge of the common entry-level positions with your company.  Just because you don’t recruit for that job, doesn’t mean that it’s ok to tell candidates “well, that’s not my area of responsibility” or worse, make something up.  The best approach to this is to simply say, “You know, I’m not 100% certain on that area, but I’d be happy to take your resume back to the right person.  In the meantime, please be sure to apply online for the jobs of interest.”

Here’s the call to action: 

Job seekers: What are you frustrated with regarding recruiters at career fairs?  Tell us – we can’t change without your input!

Recruiters:  How can job seekers and career services work with you to maximize your recruiting experience?  What do you wish we (or you) would do better?  Same thing goes here as it does above – tell us so we can adjust!

Career Services: What are the challenges you’re hearing from both sides?  Again, we can’t fix it if we don’t know it’s broken.

Have a comment?  I welcome them!  It helps with transparency.  Please leave your comment below.  I’ll be sure to respond as soon as possible.  If you prefer not to have your comments publicize, you can email me directly at  I’d love to hear from you. 

Let’s work together to change the world of recruiting and job seeker resources for the better!

3 C’s: FREE Job Seeker Resources

27 07 2010

We all need a little simplicity in the job search, right?  While some have really figured this out, many websites and resources have brought more complexity than simplicity.  Let’s call it “simplexity”.  I took this idea and broke down job seeker resources into three basic categories: Career Services, Corporate, and Community.  It doesn’t have to be crazy complicated.  Instead, bring the simplicity back you’re your job search.  Without further ado, lease find the 3 C’s of FREE Job Seeker Resources below. 

Career Services

  • Most college students have no idea of the services they provide.  I know that I didn’t discover Career Services until it was too late.  NACE (National Association of Colleges & Employers) recently surveyed over 13,000 graduating seniors regarding Career Services.   Resume help was rated in the top percentile, with interview preparation ranking in the lowest.  Here’s the full story:  Top 5 Career Services.  Take the time to discover what they can help you with in your career search. You’re already paying for it with tuition and fees, so use it!


  • There’s a lot that can be learned from the corporate side of things.  Whether it’s a corporate recruiters on campus leading an information session about their company, corporate blogs, or company websites (yes, there are some good ones out there), it’s a great way to learn about common entry-level positions, the history, culture and how you’d fit within the company.   It’s all about doing your homework, here.  If you want the inside look, check out  It’s a free site that provides insight into salary, interviews, job seeker and employee reviews and more.  Help the recruiter help you.  Learn about the company BEFORE you approach their booth at a career fair. 

Community (traditional & online)

  • Face to face networking can sound scary, but there’s a ton of value in this.  That’s why I’m putting face to face above online networking.  Each can complement each other, but if you can, I would suggest networking as much as you can in person.  It’s easy to do through campus or community organizations such as Young Professionals Network or something similar.   Meet new people in the community – they may be able to help you.  Go with a plan in mind, though.  Don’t just toss out business cards left and right.  Know why you’re connecting and don’t make it all about you.  Ask how YOU can help.
  • Social media like Facebook, Twitter, and LinkedIn are popular social networks that have millions of job seekers, recruiters, and HR professionals participating.  It’s a great way to learn more about them, build your personal brand (increasing Search Engine Optimization, or SEO), and build your credibility within the network.  Another great social network is Brazen Careerist.   Also, don’t underestimate the power of blogs (like Campus to Career) to help you in the job search, mature as a professional, and maintain your personal brand.  Here are some of my favorite job search/HR blogs: Keppie Careers, Pongo Resume, Real Career Management, Ms. Career Girl, and new to the blog scene, Mr. Career Guy.  Check out the Blogroll on the right side of the page for more recommendations.
  • Don’t stop networking just because you found (or didn’t find) a job.  Use this opportunity to build your reputation and pay it forward, helping those that may find themselves in the same situation that you were recently in.

Everyone takes a different approach in the job search.  I would encourage you to use all the resources that are available to you (especially the ones that are FREE).  

I wish you the best in your job search.   If I can help with anything, please let me know.  Just click the “Let’s Connect” tab at the top of the page.  I’m easy to find.  🙂  As always, thanks for reading.