Employment/Recruitement

New Unemployment Claims Rise For First Time In Nearly Two Months, But Number Of Americans Receiving Benefits Falls Sharply

Economy/Business News, Employment/Recruitement

Last week’s new unemployment claims were higher than the previous week’s revised claims of 375,000, which marked the lowest level during the pandemic, and much worse than the 360,000 claims economists were expecting.

The number of Americans filing claims under the Pandemic Unemployment Assistance program, which extends benefits to self-employed workers not eligible for traditional state programs, also jumped, hitting 118,025, according to the weekly data released Thursday.

Despite the rise in new weekly claims, the total number of Americans receiving any form of benefit fell sharply to 14.8 million in the week ending May 29, about 560,000 less than the week prior and much lower than the 30.2 million weekly claims filed in the comparable week last year.

Crucial Quote

“What the claims information doesn’t tell us is how much faster the job market will heal or where so-called full employment will ultimately be because the latest data tells the story of more than 9 million job openings and an equal number of officially unemployed,” Bankrate senior economic analyst Mark Hamrick wrote in a Thursday email, referring to the Federal Reserve’s goal of full employment, which would mean the only people unemployed would be those unable to work. “The easiest part of putting people back to work occurred from May through August of last year, when more than a million jobs per month were added to payrolls.”

Big Number

5.8%. That was the unemployment rate in May, according to the Labor Department’s monthly jobs report, down from 6.1% in April.

What To Watch For

On Wednesday, the Fed said it wants to see more progress in the labor market, which is still down 7.6 million jobs since the onset of the pandemic, before it moves to raise rates and tighten policy. The Fed has long insisted the economy is still fragile and in need of assistance due to the ongoing pandemic, but the central bank is likely to change its messaging in light of expected job growth by the end of this year. Officials on Wednesday said they are looking ahead to two interest rate hikes by the end of 2023—sooner than previously expected.

Key Background

At least 26 states—including Alabama, Mississippi and South Carolina—have announced they will stop participating in the federal government’s supplemental unemployment benefits program, which provides an extra $300 a week to jobless Americans, by July 3. Some officials are claiming the payments disincentivize workers to find jobs, but in a note to clients late last month, JPMorgan economists said the early end to the unemployment insurance, which is set to expire in September, looks “tied to politics, not economics.”

They argued that many of the states that have announced the early reduction are not showing signs of a tight labor market or strong earnings growth—two factors used to justify ending the enhanced benefits. Meanwhile, some states have moved on legislation that would authorize one-time “signing bonuses” for unemployed residents who find work.

International Labour Convention

International Labour Organization has adopted the Employment Promotion and Protection against Unemployment Convention, 1988 for promotion of employment against unemployment and social security including unemployment benefit.

Bullish Jobs Prediction: Bank Of America Says Employment Will Return To Pre-Pandemic Levels By Year’s End

Employment/Recruitement

Daily Life in New York City Around The One-year Anniversary of The COVID-19 Shut Down

Following blockbuster data showing the U.S. added 917,000 jobs in March, analysts from Bank of America said they expect jobs to return to pre-pandemic levels by the end of the year if that pace of improvement continues.

It’s a much more aggressive prediction than other experts, including the Federal Reserve and Treasury Department, have taken so far this year.

Federal Reserve chair Jerome Powell has said that while he’s optimistic that hiring will pick up in the coming months, it’s “not at all likely” the U.S. will reach maximum employment this year.

In a hearing before Congress last month, Treasury Secretary Janet Yellen said she believes the economy may return to full employment next year.

Bank of America’s analysts said they expect “considerably more job creation” in the leisure and hospitality sectors—two areas hit hardest by the pandemic—in the months ahead as the U.S. economy reopens.

The growth Bank of America is predicting also comes with a risk, the analysts said: jobs could continue to accelerate beyond pre-pandemic levels right as trillions of dollars in stimulus spending kick in and the economy reopens in earnest.

Samfiru Tumarkin LLP Employment Lawyers

Employment Lawyer Alex Lucifero answers questions about Employee Rights When Businesses Reopen during the COVID-19 Pandemic in Canada. Can my employer discipline or fire me if I don’t feel safe returning to work when the business reopens? Can my employer recall me from work and put me in a different job, or give me different responsibilities? Can my employer recall younger employees before older employees, in an effort to protect the latter from COVID-19? Lucifero, an Ottawa employment lawyer and partner at Samfiru Tumarkin LLP, joined Annette Goerner on CTV Ottawa Morning Live, where he answered those questions and more.

All those factors could lead to dangerous overheating and inflation, which could destabilize an already fragile economic recovery and rattle investors.

Crucial Quote

“We saw the economy gain traction in March as the American Rescue Plan moved and got passed, bringing new hope to our country,” President Biden said during prepared remarks on Friday. Biden’s flagship pandemic relief bill authorized another $1.9 trillion in federal stimulus spending.

Big Number

9.7 million. That’s how many people are now unemployed across the country, according to the Labor Department, down from 22 million at the onset of the crisis last spring.

Key Background

Biden unveiled his next legislative effort, the $2+ trillion American Jobs Plan, earlier this week. That plan is designed to revitalize American infrastructure and manufacturing and jumpstart the transition to clean energy and industry. The Georgetown University’s Center on Education and the Workforce estimated that the plan would create or save 15 million jobs over a decade and that three-quarters of the infrastructure jobs it creates would be for workers with no more than a high school diploma.

10.1 Million Americans Are Still Unemployed As Rate Ticks Down To 6.3%

business News, Covid19 News, Employment/Recruitement, Salary/Income

The United States added just 49,000 jobs in January, according to data released by the Labor Department Friday—less than half the 100,000 added jobs economists were expecting as the pandemic continues to force layoffs in industries such as retail and hospitality despite gains in white-collar jobs.

The unemployment rate ticked down to 6.3% in January, from 6.7% in December; the metric hit a record high of 14.7% in April.

There are now 10.1 million unemployed people in the United States, compared to 10.7 million in December, the government said; job gains in professional and business services and education helped offset losses in industries including retail, healthcare, transportation, warehousing and hospitality.

Despite the decrease in unemployment, the number of permanent job losers increased to about 3.5 million in January, from 3.3 million in December—about three times prepandemic levels.

Another grim sign of a still-reeling job market, 400,000 Americans left the labor force last month, pushing the labor force participation rate slightly down to about 61.4%.

Of the 7 million people in America who want a job but are not actively seeking employment, about 4.7 million were prevented from looking for work due to the pandemic, the Labor Department said.

January’s report continues to show stark differences in unemployment by race, with minority groups such as Black Americans and Hispanics facing above-average unemployment rates of 9.2% and 8.6%, respectively.

Crucial Quote

“After contracting in December, the labor market returned to growth in January, as some economic lockdowns eased, which allowed more businesses to stay open,” James McDonald, the CEO of Los Angeles-based Hercules Investments said Friday. “While it’s encouraging to see the economy added jobs in January, we are still far away from pre-Covid-19 employment levels.” Overall, there are still 10 million less jobs than there were before the pandemic.

Big Number

17.8 million. That’s how many people were still receiving some form of government unemployment benefit last week—shockingly high compared to the 2.1 million total claims filed in the comparable week in 2020, according to weekly data released Thursday. That’s higher than the number of unemployed Americans, due to a startling number of people who’ve dropped out of the labor force because they’re no longer looking for work.

Key Background

The Congressional Budget Office said Monday that it does not expect employment will reach prepandemic levels until 2024–echoing similar estimates from economists predicting that the labor market recovery will severely lag the broader economic recovery in the years to come. Dallas Federal Reserve President Robert S. Kaplan said Thursday that the next two to three months will remain challenging for the economy even though widespread vaccination efforts should help curb some of the downside economic risks of increased Covid-19 infections.

Tangent

After an all-night session, the Senate narrowly approved a budget resolution Friday morning that will allow Democrats to move forward on President Joe Biden’s lofty $1.9 trillion stimulus proposal without any Republican backing. It’s likely the package will need to be trimmed down to satisfy some of the more conservative Democrats, but experts, including Vital Knowledge Media Founder Adam Crisafulli, still estimate the resulting bill could total as much as $1.7 trillion and hit President Biden’s desk before the current enhanced federal unemployment benefits expire on March 14. Biden’s plan extends the enhanced benefits of $400 per week through September.

Unemployment Insurance For Self Employed Individuals

Crisis Strategy, Employment/Recruitement, Insurance Tools

In the midst of recent economic hardship, the federal government has bolstered the financial assistance offered to businesses and improved the benefits of unemployment insurance for self-employed individuals. If you’re self-employed and wondering what aid you qualify for, we’ll help guide you through the process and what you need to know.

What is unemployment insurance?

Unemployment insurance is a government program that provides financial assistance to those who are out of work through no fault of their own. When people say they’re “collecting unemployment,” they’re really referring to collecting unemployment insurance payments.

This program is funded by the federal and state governments, with the federal authorities setting the program’s general guidelines. However, state governments are in charge of administering the program. This allows states to decide additional eligibility requirements and to set their own restrictions on how much and for how long residents can receive their benefits.

What is unemployment insurance?

In general, states review and average an employee’s earnings over the past several weeks and calculate each person’s benefit amount based on a percentage of that average (typically around 50%).

For example, if your state’s benefit rate is 47%, then your state might

average your weekly wage from the past 52 weeks and then
calculate a weekly benefit to you based on 47% of that average.

At this rate,

if your average wage for the past 52 weeks is $650 per week, then
you would receive $305.50 per week in unemployment insurance during each week that you remain eligible for the benefit.

Are unemployment insurance payments taxable?

Yes. You’ll report your income from unemployment insurance on your income tax return. That amount will be subject to federal income taxes and state income taxes for some states. When setting up your benefit checks with your state, you may choose to have taxes withheld from your payment.

How do you know if you qualify for unemployment insurance benefits?

There are three main eligibility requirements for unemployment insurance benefits.

The first is that you’re “unemployed through no fault of your own” as defined by the law in your state. This typically means that you didn’t quit your job but rather that you lost your job because of a lack of available work.

There are some exceptions to this.
Check with your state’s unemployment office on the specific details for your state.

The second main eligibility requirement is that you have earned a minimum amount of wages and worked for a minimum amount of time at your job. Whether or not you have maintained employment for consecutive quarters in the previous year also plays a part in this.

Each state sets these minimums.
All states look at your recent work history and earnings during the previous year. They typically call this your “base period.”

The third main eligibility requirement in most states is that you’re able and available to work and are actively seeking employment. In most places, this means you must engage in a good faith search for employment.

States often set a number of how many searches and employment contacts you must complete per week.
Additionally, if you’re offered suitable employment, you must accept it.
You’ll also need to continuously file weekly or biweekly claims to maintain your eligibility.

Are there changes to unemployment insurance benefits for self-employed individuals due to the pandemic?

Yes. The Coronavirus Aid, Relief and Economic Security (CARES) Act included Pandemic Unemployment Assistance (PUA) that allows for benefits to some workers who typically wouldn’t qualify for unemployment insurance. Self-employed workers may qualify under PUA, including

freelancers,
delivery drivers,
independent contractors and
other “gig” workers whose income has been cut or eliminated due to the pandemic.

If you’re in this group, you can claim up to 39 weeks of benefits, and those benefits are available retroactively beginning with any weeks of unemployment on or after January 27, 2020.

As with typical unemployment insurance, how much you’ll receive varies by state.
Unless new legislation is passed, unemployment insurance for self-employed individuals will expire on December 31, 2020.

Additionally, under the CARES Act, the Pandemic Emergency Unemployment Compensation (PUEC) program allows states to extend unemployment benefits for up to 13 weeks. This legislation also provides flexibility to states in determining what is considered “actively seeking work.” You don’t have to meet the same requirements to qualify if you’re unable to search for work because of:

Quarantining,
restrictions or
illness due to the pandemic.

These benefits will also expire on December 31, 2020.

Can you qualify for unemployment benefits if you’ve been furloughed?

During normal times, furloughed workers often don’t qualify for unemployment insurance. However, if you were furloughed because of the coronavirus, you likely qualify for unemployment benefits through the CARES Act.

How do you apply for unemployment benefits?

Unemployment benefits are requested through the same state agencies as before the pandemic. In most states, the application is simple and can be completed online, over the phone or in person.

Unemployment benefits can be a great help to those currently out of work. If you’re self-employed and needing assistance, there’s no harm in applying for this government-funded relief.

TurboTax is here to help you navigate the different COVID-19 relief programs that you might be eligible for. Get up to date information, tax advice and tools to help you understand what coronavirus relief means to you empowering you to get more money in your pocket in this time of need at our Self-Employed and Small Business Coronavirus Relief Center.

For more tax tips in 5 minutes or less, subscribe to the Turbo Tips podcast on Apple Podcasts, Spotify and iHeartRadio

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A Scary Number of Retail Companies are Facing Bankruptcy Amid the Coronavirus Pandemic

business News, Crisis Strategy, Economy/Business News, Employment/Recruitement, Retail/sales

The sign outside the J.C. Penney store is seen in Westminster, Colorado February 20, 2009. Department store operator J.C. Penney Co Inc posted a 51 percent drop in fourth quarter profit on Friday, and said its loss in the current quarter would be deeper than Wall Street estimates as shoppers hold off on spending. REUTERS/Rick Wilking (UNITED STATES) – GM1E52L0AQI01

The retail death march persists. Somewhat under-the-radar, Italian luxury goods retailer Furla filed for Chapter 11 on Friday after being hit hard from the COVID-19 pandemic. The company is looking to close stores and cut debt as part of the reorganization. The retailer, founded in 1927, plans to emerge from bankruptcy with a greater focus on e-commerce.

Furla joins a long list of well-known retailers that have buckled during the health crisis.

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New York City-based department store chain Century 21 filed for bankruptcy in September and said that it will shut 13 locations that for years served up deep discounts on designer wares. The company pinned the blame on the COVID-19 pandemic and uncooperative insurers who were supposed to help provide the company with fiscal support during tough times.

Bankrupt J.C. Penney, meanwhile, received a bailout in September from landlords Simon Property Group and Brookfield. The consortium valued the century old department store — which went bust back in May — at some $1.75 billion. A total of 650 stores will stay open, down from the more than 1,000 pre-pandemic.

“It takes a long time to kill a retailer,” Forrester retail analyst Sucharita Kodali told Yahoo Finance Live “So as long as they are able to pay their bills, which if they have an owner they will — they can absolutely be around. But that doesn’t mean death for J.C. Penney is totally off the table.”

Kodali added that J.C. Penney “may not be a great customer experience, but at least it’s alive and open. They can figure out what the plan B over five to ten years could be for that space.”

‘That’s a scary number’

States have allowed malls and retailers to reopen, but the situation remains precarious as COVID-19 infections are now back on the rise. Consequently, it’s reasonable to expect malls and stores are shutdown — or shopping times restricted —again before year end. That will raise the prospect of a fresh wave of bankruptcies in early 2021 after what could be a lackluster holiday shopping season.

“I think many of these companies will file [for bankruptcy], and it’s not a handful. It’s several dozen. And that’s a scary number,” Stifel managing director Michael Kollender, who leads the consumer and retail investment banking group for the firm, told Yahoo Finance. “It’s far more than we have seen over the last several years combined.”

Kollender and his colleague James Doak at Miller Buckfire — Stifel’s restructuring arm, where Doak is co-head — have worked on dozens of consumer and retail bankruptcies in recent years, including Aeropostale, Gymboree and Things Remembered.

“We will see some major chains go away and not come back,” Kollender added. “These are chains that were struggling before the situation. COVID-19 will put them over the ledge.”

The pandemic has toppled several household names this year. Stein Mart, a 112-year-old discounter, filed for bankruptcy in early August and will look to close most of its nearly 300 stores. The company cited significant financial stress brought on by the COVID-19 pandemic for its decision.

August also saw Lord & Taylor — the oldest U.S. department store founded in 1826 — file for Chapter 11 bankruptcy protection after being crippled by COVID-19 store closures. The company was purchased for $100 million from Hudson’s Bay by fashion startup Le Tote in 2019. Le Tote also filed for Chapter 11.

Men’s Wearhouse-owned Tailored Brands also filed for Chapter 11 in August, too. The company said it had received $500 million in debtor-in-possession financing from existing lenders.

Meantime, Ascena Retail Group, the owner of Ann Taylor and Lane Bryant, finally filed for bankruptcy protection in late July. The company, which has been circling the bowl for years, will look to the courts to help it shave $1 billion in debt. But it’s likely the retailer will be far slimmer post bankruptcy than its current 2,800 store count.

Regional retailer Paper Store filed for Chapter 11 in July as well. The operator of 86 stationary and card stores in the Northeast said it’s looking for a buyer.

New York & Co. parent company RTW Retailwinds also filed for Chapter 11 bankruptcy protection in July after years of growing irrelevance in malls. The women’s apparel company — which changed its name to the bizarre RTW Retailwinds as part of a rebranding in 2018 — operates 378 outlet and and mall-based stores across 32 states. It may close all of its stores as part of the filing.

“The combined effects of a challenging retail environment coupled with the impact of the Coronavirus (COVID-19) pandemic have caused significant financial distress on our business, and we expect it to continue to do so in the future. As a result, we believe that a restructuring of our liabilities and a potential sale of the business or portions of the business is the best path forward to unlock value. I would like to thank all of our associates, customers, and business partners for their dedication and continued support through these unprecedented times,” said RTW Retailwinds CEO Sheamus Toal in a statement.

And the list of now defunct retailers is almost endless.

Brooks Brothers filed for bankruptcy in July. It has been dealt a twin blow to its finance from closed malls and a shift away from preppy clothing. The company would up being sold to the duo of Authentic Brands Group and Simon Property Group for $325 million.

GNC has walked through death’s door after knocking on it for years. The 85-year-old vitamin seller filed for bankruptcy in late June after years of battling waning sales and a debt load north of $1 billion. GNC plans to shutter up to 1,200 stores across the U.S. The company operates more than 5,800 stores.

NEW YORK, NEW YORK - AUGUST 07: A person wears a protective face mask outside the GNC store as the city continues Phase 4 of re-opening following restrictions imposed to slow the spread of coronavirus on August 7, 2020 in New York City. The fourth phase allows outdoor arts and entertainment, sporting events without fans and media production. (Photo by Noam Galai/Getty Images) — A person wears a protective face mask outside the GNC store as the city continues Phase 4 of re-opening following restrictions imposed to slow the spread of coronavirus on August 7, 2020 in New York City. (Photo: Noam Galai/Getty Images)

“Some companies are just not going to survive this,” says McGrail, who is the COO of one of the world’s largest asset disposition and valuation firms, Tiger Capital Group. Its McGrail’s team — which often includes store associates of a stricken retailer — that hangs the “Everything must go” signs and works to fetch top dollar on fixtures and other inventory.

Such is the current life for McGrail and others in the retail bankruptcy and restructuring fields. In talking to a host of experts, one thing is abundantly clear: more retail bankruptcies are very likely over the next twelve months.

Even for those retailers emerging from bankruptcy, vendors are likely to be tepid to ship them product while at the same time tightening payment terms as the pandemic rages on.

That one-two punch usually kills a wounded retailer for good.

Then there is the general uncertainty on how people will view going back to the mall in the new normal of social distancing. That fog of war is poised to persist well beyond the coming holiday season.

“We are in a retail tsunami,” Kollender said.

This story was originally published on June 24, 2020, and has been updated.

Brian Sozzi is an editor-at-large and anchor at Yahoo Finance. Follow Sozzi on Twitter @BrianSozzi and on LinkedIn.

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6 Recruiter Tips To Getting Your Resume Seen And Landing An Interview

Employment/Recruitement, Recruiting Tools, Resume/Job Search

According to the career website, Ladders, recruiters spend only 7.4 seconds reviewing a resume. Meaning, you as a job seeker have less than 8 seconds to make an impression on them. Most job seekers want to share everything about themselves in their resume, therefore, their resume becomes cluttered and overwhelming for the recruiter. Moreover, the resume lacks a clear purpose making the recruiter confused about how a candidate’s skills will translate to the role in which they’re applying.

The career site discovered the resumes where recruiters spent the most time and focus had

an overview or mission statement at the top of the first page
a clear flow with title headers and marked sections supported by bulleted lists of accomplishments
relevant keywords presented in context throughout the resume

Here are six recruiter tips you can implement right away to get your resume seen and land a job.

Keep It Stupid Simple (K.I.S.S.) Recommended For You

Most of the time, the people hiring for the role have never worked in that position. For this reason, keep your resume simple and make sure it’s easily understood since they’ll be the ones reading it. To get noticed at a glance, Ben Lamarche, general manager of Lock Search Group, emphasized, “be sure to bullet point your most marketable skills and relevant management experiences. Don’t go into so much detail that a reader can’t form a quick mental picture of you as a candidate.”

Deepak Shukla, founder of Pearl Lemon, an SEO agency, said “cut out any fluff or experiences that are not relevant to the position. This puts greater emphasis on the information that actually matters to the recruiter.” Also, try to keep your resume to one page, but no more than two pages. David Reitman, Esq., owner of DLR Associates Recruiting, recommended to “focus on the past 5-10 years.” He said, “anything further in the past should simply be mentioned with no more than one line describing job duties.” Avoid repeating information. If your last job was similar to your current job, don’t restate everything you did; instead say, “duties substantially similar to..”

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Utilize The Words In The Job Description

Job seekers often complain about not getting their resume past the applicant tracking system (ATS). The reason being is because the ATS looks for specific keywords that are already in the job description. As a job seeker, it’s important to tailor your resume to include those keywords that are relevant to your experience.

Yaffa Grace, founder of The Essential Resume, advises her clients to take a yellow highlighter and highlight words that come up multiple times in the job description. She said, make sure you only use those keywords if you have the experience reflected in that keyword. You can do this by supporting those keywords with professional experiences that demonstrate you’re knowledgable. The worst thing you could do is lie about or exaggerate your experience. The interview will uncover those lies. If the interview doesn’t, your performance on the job surely will.

Lastly, if you’re going to claim you are detail oriented, make sure to review your resume for mistakes and have someone else look it over too. The quickest way to land in the rejected pile is by contradicting what you claim.

Tailor Your Resume To The Position

Most job seekers have multiple resumes. Each resume is tailored specifically for the role in which they’re applying by using the keywords in that job description. If you have a broad background and are applying for various types of positions, it’s important you tailor your resume to speak to the skills of those positions. For example, if you’re applying to a developer position, you would want to move non-relevant positions to “Additional Experience”, personalize your summary and skills section as well as the bullet points from your current and previous positions.

Chris Waltenbaugh, payment processing expert at Payment Depot, explained “for me, the resumes that stand out are the ones that show the person has taken time to think about the position in which they’re applying and carefully crafted a document that demonstrates their understanding and what’s unique about them that will bring value to the job.”

Focus On Specific Accomplishments Rather Than Vague Responsibilities

Rather than listing out generic bullet points from the job description, use specific examples that demonstrates what you’ve accomplished not just what you did. For example, using a statement such as “Increased employee retention rate by 45%” is a stronger statement than “Improved the employee experience.” It not only hones in on a specific outcome but it demonstrates your success that can benefit the company in which you’re applying.

Petra Odak, chief marketing officer at Better Proposals, shared “one thing that is guaranteed to get my attention when I’m hiring, is samples. We hired for a lot of marketing positions recently and the candidates that stood out are those that supplied a sample of their work. Be it writing, design, marketing copy or something else. Those that went the extra mile and showed us what they can do are the ones that got an interview.” She added, “everyone can write a good resume and cover letter, but a sample shows that you can actually do the work.”

Take It To The Next Level

Grabbing a recruiters attention requires additional effort. Christy Noel, career expert, marketing executive and author of Your Personal Career Coach, expressed, “it’s not enough to solely rely on the job board or portal to submit your application. You should network to find someone who knows a person within the company that can be sent your resume to forward to the recruiter or hiring manager.” She explained “referrals have a 50% likelihood of getting an interview, non-referrals only have a 3% likelihood, so getting that person to submit your resume is critical to your job search.” LinkedIn is invaluable when it comes to networking with people at the company. Websites such as Rocket Reach and hunter.io help to find the email of specific people within the organization so you can send your resume and cover letter directly to them.

Another way to stand out is by being original in your approach. Andrew Taylor, director of Net Lawman, said “you can make your resume stand out by creating an infographic and including a video for your cover letter.”

Craft A Personalized Cover Letter

A personalized cover letter shows the employer you’re serious about the position in which you’re applying. Lawrence Calman-Grimsdale, marketing intelligence assistant at Jump, asserted, “it’s infinitely better to apply to three jobs with tailored cover letters than 100 without.” A cover letter should be well organized, concise and explain specific points from your resume that are relevant to the position. Furthermore, if you have gaps on your resume, make sure to give a brief explanation (health concerns, caring for a sick parent, etc…) so the recruiter isn’t left wondering.

To start, make sure to address the cover letter to the hiring manager in the organization. From there, each paragraph should be broken down into how you found the role and what made you want to apply, expanding on specific parts of your background that are relevant to the role and finally, a wrap up stating your excitement for the role, how they can contact you and thanking them for their time. Follow me on Twitter or LinkedIn. Check out my website.

Heidi Lynne Kurter

I’m a Leadership Coach & Workplace Culture Consultant at Heidi Lynne Consulting helping individuals and organizations gain the confidence to become better leaders for themselves and their teams. As a consultant, I deliver and implement strategies to develop current talent and create impactful and engaging employee experiences. Companies hire me to to speak, coach, consult and train their teams and organizations of all sizes. I’ve gained a breadth of knowledge working internationally in Europe, America and Asia. I use my global expertise to provide virtual and in-person consulting and leadership coaching to the students at Babson College, Ivy League students and my global network. I’m a black belt in Six Sigma, former Society of Human Resources (SHRM) President and domestic violence mentor. Learn more at http://www.heidilynneco.com or get in touch at Heidi@heidilynneco.com.

There has never been a more challenging time to be a recruiter than right now. The talent market is struggling and the misunderstanding between candidates and employers is getting worse and worse. There are many new skills that you need as a recruiter to ensure that you are doing your job correctly and excelling within your own career. Join Anne, Recruiter’s Marketing Whiz, as she points out the 5 skills all recruiters must have today. These pointers will not only help recruiters better themselves within their industry, but it will also show employers what they should be looking for in recruiters. Check out our website and Twitter for more career tips and tricks from Recruiter: https://www.recruiter.com/https://twitter.com/RecruiterDotCom

Combating Unemployment Fraud With Biometrics And Common Sense

Employment/Recruitement, Fraud/Infringement

Some 837,000 Americans filed initial claims for unemployment insurance last week, according to the U.S. Department of Labor. While this reflects a slight decrease from the previous week, initial jobless claims are still stuck above the highest levels reached in the 2008-2009 Great Recession, according to The Associated Press. This number doesn’t paint a completely accurate picture because California, which accounts for more than a quarter of the country’s aid applications, provided the same figure it did the previous week.

Why? Because the State of California Employment Development Department has stopped accepting new jobless claims during a two-week reset period so it can tackle a backlog of 600,000 claims and implement some much-needed anti-fraud technology.

While the U.S. labor market continues to grapple with the effects of COVID-19, government agencies providing unemployment benefits are also grappling with a spike of fraudulent claims related to the pandemic by people using stolen identities.

Using stolen data to steal benefits

Earlier this year the FBI reported that U.S. citizens from several states have been victimized by criminal actors using stolen personally identifiable information (PII) to submit fraudulent unemployment insurance claims online. The ability to obtain PII is nothing new — fraudsters were doing this well before the onset of the pandemic.

Between data breaches, the dark web, phishing attacks, social engineering and impersonation scams, it’s easy for cybercriminals to get their hands on names, Social Security numbers, phone numbers and home addresses. They then have enough information to pose as their victim and file a fraudulent claim online with the ultimate goal of gaining control of communications and payments.

Victims of unemployment insurance theft often don’t know they’ve been targeted until much later, when they try to file their own claim for unemployment insurance or receive a notification from the state unemployment insurance agency. In some cases, this correspondence comes in the form of a physical letter containing the full Social Security number or other valuable PII of the person being defrauded. If the fraudster has already changed the mailing address tied to the claim, the government is unintentionally putting the victim at higher risk for continued identity theft.

Fighting fraud with digital identity verification

It’s clear that the current process of allowing people to file unemployment claims using readily available information isn’t working because there is no way to determine whether someone filing the claim is who they say they are. Data-centric approaches alone do not meet Gartner’s definition of identity proofing because there is no test that the individual claiming the identity is, in fact, the authentic possessor of that identity. The identity assurance achieved with this capability used in isolation is relatively low, relying only on “something you-but-not-only-you know.”

Implementing a biometric-based identity verification process is key to thwarting unemployment fraud amid the pandemic and beyond. Government agencies responsible for each state’s unemployment benefits program need to consider high-assurance solutions with the following four requirements:

Government-issued ID: Asking for a photo of a driver’s license or passport when someone files a new claim establishes the individual’s real-world identity, and AI-powered software can quickly determine if the ID document is real.
Real-time selfie: Determine if the person possessing the ID is who they claim to be. Requiring a selfie also acts as a strong deterrent to fraudsters who generally do not want to show their face while committing a crime.
Liveness detection: Ensure the individual is physically present and not a spoof by incorporating liveness checks which can sniff out if someone is using a video or a picture of a picture instead of a valid selfie.
Ongoing biometric authentication: Require the user to capture a new selfie which creates a fresh biometric that is instantly compared to the original selfie to confirm the account owner is the actual person logging into the account.

By implementing advanced digital identity verification, government agencies can adapt to the modern fraud landscape and prevent cybercriminals from stealing unemployment benefits from the citizens who truly need them, while making it easier and more secure for legitimate users to submit claims and access their accounts.

Robert Prigge

Robert is responsible for all aspects of Jumio’s business and strategy. Specializing in security and enterprise business, he held C-level or senior management positions at Infrascale, Secure Computing, McAfee, Quest Software, Sterling Commerce and IBM.

Entrepreneurs Can Help Fix The Unemployment Crisis For Disabled Communities

Disability/Disorders, Disable Community, Employment/Recruitement, Job/Career Trends

Over the past two weeks I’ve spent time with two individuals who represent the largest minority group in the United States: Americans with disabilities. The first, Ric Nelson, is a 37-year-old entrepreneur in Anchorage Alaska. Nelson has cerebral palsy and requires full-time assistance to manage his physical needs. Nelson is academically brilliant and highly energized to advance the interests of the disabled.

He graduated in the top 10 percent of his high school class and, against high odds, used the scholarship he obtained to secure associate’s and bachelor’s degrees in Small Business Management and Business Administration. Most recently, he completed a master’s degree in Public Administration.

Nelson serves on multiple boards and after eight years of service became chair of the Governor’s Council on Disabilities and Special Education (GCDSE) for Alaska, where he is currently employed as Employment Program Coordinator. I learned from my discussion with Nelson the full extent of the plight of disabled employees.

The National Council on Disabilities (NCD) estimates between 40 and 57 million people in the U.S. are disabled. As of 2018, only 18 percent were employed. Statistics from the Census Bureau show the sum inched up slightly in 2019 but reached only 19.3 percent even prior to the global health crisis.

Not surprisingly, the COVID recession has been disproportionately hard for the disabled, who’ve lost nearly one million U.S. jobs between March and May of this year. Complicating factors include jobs ended due to the extra risk of immunocompromised conditions and the predominance of disabled workers in lower-level positions in industries such as food and service that have been most heavily hit. Concerns for the ability to comply with ADA (American Disability Act) requirements in work-from-home arrangements have also been a factor. Funding for private organizations to support the disabled have suffered as well.

However, Nelson notes that entrepreneurship could be an answer to some of these needs.

One disabled entrepreneur’s story

Christopher Casson agrees. Casson, who just turned 35, is an event and commercial photographer who is on the autistic spectrum. Instead of viewing his traits as a hindrance, he considers them a gift that gives him an unusually high level of focus and allows him to help other employees and entrepreneurs as an activist for disability needs.

In 2018, Casson launched the Autism To ARTism movement to eliminate negative stigma and emphasize strengths and raise awareness for the challenges autistic adults face, as current systems tend to leave them forgotten after high school. After completing associate’s and bachelor’s degrees in graphic design and computer animation, Casson interned with a wedding photography studio and in 2019 established Christopher Casson Photography, LLC.

I met Casson while serving as a coach for the Next Impactor competition that culminated in Chicago in August 2019. Casson was the fourth place winner and also received the Video Vanguard award for a video challenge he’d led.

Six months ago, Casson’s business was ready for launch in March 2020, and then, of course, we all know what happened next. The events industry that had been his primary target disappeared on a dime.

On the advice of an advisor, Casson is now hoping to shift to real estate photography, which is showing steady and even increasing demand. Is this a good idea?

To find out, I interviewed Michael Schoenfeld, a 35-year experienced photographer and cinematographer at the helm of Michael Schoenfeld Studio in Salt Lake City. Schoenfeld is the photographer my agency has used for our own needs and recommended to clients. Schoenfeld has received a number of awards, including multiple Graphis Platinum awards, and was selected as a judge of the Graphis 2020 New talent Annual this year.

Of most interest to me, however, he successfully pivoted from individual photographer to program head of a giant initiative for one of the nation’s top three self-storage companies 1,600 U.S. sites. The company wanted a high-level library of photographs at each U.S. site. When we last spoke about the project in 2018, he was in the midst of bidding, hiring, and organizing an enterprise project levels beyond anything he’d encountered in his photographic career.

“How did it go?” I asked. “And what would be your words of advice to an emerging photographer like Casson?”

An expert weighs in

Schoenfeld was candid. He noted that by and large, photographers enter their industry based on interest and talents, but with virtually zero experience in managing a business or succeeding as an entrepreneur. Failure rates are dismal. Of those who survive, many are capable of producing only $18-20,000 a year.

“Find a way to get some entrepreneurial training early,” he said. “Work you’re a** off. That’s my biggest secret.”

In his own case, Schoenfeld’s enterprise project for his giant and publicly-traded client was every bit as challenging as he believed it would be. The program tested his ability to plan and execute as a program director. He rightly anticipated the variance of abilities in the regional photographers he commissioned was less an issue than the process and rules for tweaking the results to make them consistent across all states.

While he met the deadlines and executed properly in year one, he quickly determined success would come more readily in years two and three by engaging a smaller field of photographers who were tested and proven and assigning a larger regional territory to each. The strategy succeeded, as the program is now in its third year and on schedule for successful 2020 completion in spite of the interruptions from the health crisis.

Similarly, he noted that the region’s largest hospital, which previously engaged him for most of its advertising photography, suddenly noted that it wouldn’t dare to use the photography now as it depicts patients receiving flu shots from practitioners who are not wearing masks.

The hospital asked if it would be possible to photoshop masks into the photos.

Again, it was entrepreneurial problem solving and project/budget management, along with photographic skills, that let him succeed. As he’d kept records of the lighting, color, and specifications for every photograph he’d created, Schoenfeld was able to recreate each photo setting and photograph masks positioned exactly where the people in the original photographs had been. This allowed him to cut and photoshop the masks onto the original photos while maintaining the quality the client required.

Entrepreneurial skills are necessary amidst crisis

Beyond artistic skills and the ability of any photographer, disabled or not, to move beyond being a barely successful practitioner to a growing and sustainable business requires entrepreneurial skills and an unfailing work ethic to succeed. In fact, Schoenfeld notes, it is this set of requirements that is allowing so many international photographers from regions such as India to become surprisingly adept at stepping in and meeting the needs that U.S. photographers would otherwise be able to fill as “their biggest resource is time,” Schoenfeld notes, and they are willing to invest any number of hours required to hone their skills to succeed.

Cheryl Snapp Conner / Entrepreneur Leadership Network VIP

We usually talk about unemployment numbers but what do you think of the fact that in 2015 only 17.5% of people with disabilities had a job? I’m taking on the new challenge of a weekly video blog in 2017. In 2017, help make a difference in the lives of millions. Join me in supporting Handicap International and directly impact the lives of people living with disabilities across 60 countries. http://www.handicap-international.us This content originally appeared in my blog with Handicap International: http://www.handicap-international.us/… ———————— I travel the world as a motivational speaker, and I am the first armless pilot in the world. I’ve taken up my latest challenge to make at least one video blog every week in 2017. Click the subscribe link above to make sure you catch next week’s video. To order a copy of the book Disarm Your Limits, visit http://www.jessicacox.com/store The Kindle version of Disarm Your Limits is available at http://www.DisarmYourLimits.com To order a Deluxe Edition DVD of Right Footed, click store.rightfootedmovie.com Watch Right Footed on iTunes at https://itunes.apple.com/us/movie/rig… Join me on social media: Facebook: http://www.facebook.com/jcmsofficial Twitter: https://twitter.com/jess_feet Instagram: Rightfooted ———————— Video shot and edited by Patrick Chamberlain Find Patrick on Facebook: http://www.facebook.com/mrjessicacox

Why Now Is the Perfect Time to Rethink Talent and Leadership

Business Leadership/Strategies, Content Marketing, Employment/Recruitement, Job/Career Trends

Startups and scaleups worldwide are facing a make-or-break moment with coronavirus, a health crisis with vast and unprecedented economic consequences. Each entrepreneur is in a unique situation, whether they’re well-funded, planning their next funding round or struggling through the uncertainty.

As a result, founders are turning to their VCs and mentors for support and conversations are, unsurprisingly, centred around cash. In the UK, while £81m has gone to startups that haven’t received investment previously, there’s been a 31 percent decrease in deal numbers compared to the same period last year—so it’s a pressing issue.

But cash alone only presents half the story. As startups seek advice on how to weather the storm and find positives in the situation, the conversation broadens. To survive this period of instability, growing businesses should look toward the key cornerstones of success: talent and leadership. After all, the best founders never waste a crisis and now is a good time for them to refocus.

The vision could be great, the founders innovative and cash readily available, but without strong leadership and world-class talent, businesses can’t continue to thrive in this climate. How to look after and manage teams during this time, as well as understanding what staff cuts to make and how, are important considerations that startups are looking to VCs for support and advice on.

A conservative approach.

Any business plans that organizations had in place ahead of the pandemic are now likely to be irrelevant. Businesses need to start from scratch with a clear view of their burn rate and shouldn’t be afraid to rip up the rule book and abandon existing plans. Startups already doing this have looked to renegotiate their office rents, contracts with providers and suspended online advertising, for example.

Reducing such costs is sensible in a challenging fundraising environment. Deals have slowed down and the Pitchbook European VC Valuation Report points toward a decrease in early seed rounds. New investments certainly have stopped and great companies always get funding, but many investors are focusing on how to support their existing portfolio. The crisis isn’t over yet and, with further outbreaks still possible, now is the time to be conservative.

Again, however, never waste a crisis. Take this time to streamline your focus, understand strengths, evaluate your position, and abandon non-essential projects. This crisis could be a good opportunity to make those pivots and big changes you always knew you needed to make, but didn’t due to a lack of bravery or time. Let’s not forget, a conservative approach through a crisis doesn’t mean standing still.

Strong leadership during a crisis.

Communication and leadership are fundamental skills that should run alongside a revised business plan. It’s likely that startups will face difficult decisions during this time, which could include laying off staff, scaling back the business, or even pivoting offerings to respond to the crisis. Above all, it’s critical that employees are kept informed of the latest developments and how they will impact their work.

During my time leading the team at Huddle through the economic crash of 2007 to 2009, we made the difficult decision to make some drastic team cuts, including senior staff, to make ends meet. To navigate through this crisis and ensure productivity was front of mind, we focused on bringing the remaining team together, being totally transparent, keeping busy and focusing on what had to be done. In the long-run, this made our team stronger, bolstered by the bunker spirit.

Strong leadership emphasizing clarity in communication and transparency where possible will avoid confusion and distrust. Employees are likely anxious about their jobs, as well as their responsibilities outside of work, so it’s vital to support them wherever possible. Having open and frank discussions about the business will also build loyalty and trust. Beyond this, establish and communicate a realistic vision and achievable goals which engages the team and inspires everyone to be productive.

Hiring and firing.

Even when business is operating as usual, recruiting the right people who are invested in a startup’s mission and are passionate about its offering is essential for success. When recruiting new hires, a founder should reflect on the following questions: is this person going to help us meet our goals and mission? How do they fit in with the existing team? Will they add value? Finding the right staff and then investing in their training and development is critical for long-term success. It ensures loyalty and prevents high employee churn rate, which prohibits disruption. As a result of COVID-19, candidates will vastly outnumber the number of available positions, which makes it even more essential to invest in the recruitment process.

Of course, for many, hiring isn’t an option right now. Organisations throughout Europe are taking advantage of furlough schemes and using government support where possible to avoid making cuts. Germany has offered significant short term financial support to startups and the UK’s furlough scheme is supporting.

In terms of new hires, a survey of UK startups revealed that 49 percent have frozen recruitment and 32 percent have slowed down hiring to account for negative revenue predictions. Many companies are also making the difficult decision to lay off staff to preserve capital. Beauhurst estimates that 615,000 startup and scaleup jobs were at severe or critical risk due to COVID-19. For founders making the tough decision to let team members go, it’s critical to act quickly, cut hard and cut ones. It’s hard, but also vital to get it right the first time. Making staff cuts more than once damages team morale and results in uncertainty and anxiety.

Startups should be looking toward their VCs for support beyond cash. Yes, conserving capital is critical right now; the lack of clarity with coronavirus is challenging and forcing businesses to make significant cutbacks. Ultimately, however, if founders fail to recognise the importance of strong leadership and finding the right talent alongside a conservative business model, businesses risk losing out even further.

By: Alastair Mitchell– Partner at EQT Ventures

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Five Points To Consider When Looking At The Latest Labor Market Data

Content Marketing, Employment/Recruitement, Labor/Worker Market

The Bureau of Labor Statistics released its latest estimates for the state of the labor market on August 7. The economy gained 1.8 million jobs in July and the unemployment rate fell to 10.2% in July from 11.1% in June. Still, 16.3 million workers were looking for a job but unable to find one and the unemployment rate stayed at double digits for the fourth month in a row. Moreover, the pace of job gains has markedly slowed from 4.8 million new jobs in June to a little over a third of that rate with 1.8 million new jobs in July.

The U.S. is looking at a deep, prolonged recession with massive economic pain for many workers. The continuation of the labor market picture requires swift and large-scale policy interventions from helping the workers hurt the most by the recession and from further worsening the economic outlook.

Five points are worth highlighting with respect to the latest jobs data.

First, the job market slowdown occurred as many states bungled their pandemic response. Several states rushed to reopen their economies in May, even as the virus’ spread was not under control. Many experienced massive surges in new infections. These surges prompted new public health measures, while people also curbed their own activities. Businesses closed and laid off people anew. Job gains stalled and economic pain deepened in states that had taken fewer precautions to stemming the virus’ spread. It is now abundantly clear that getting the spread of the novel coronavirus under control is key to a sustained economic recovery and to quickly bringing people back to work.

Second, this is still a recession that heavily falls on women. White, Latina and Asian women have higher unemployment rates than is the case for White, Latino and Asian men.

This trend reversed, though, among African-American men and women over the spring. Initially, Black women had higher unemployment rates than Black men, but Black men have had higher unemployment rates than Black women in June and July. In July, the unemployment rate for Black men stood at 15.2%, while that for Black women was 13.5%.

Third, all communities of color suffer from higher unemployment than white workers do. The unemployment rate was 14.6% for Black workers, 12.9% for Latinx workers and 12.0% for Asian workers in July 2020. In comparison, the unemployment rate for white workers fell below 10% with 9.2% last month. The difference in unemployment rates by race or ethnicity was thus largest between Black and white workers.

Moreover, the unemployment rate has declined more for white workers than for either Black or Asian American workers. The unemployment rate for white workers dropped by five percentage points from April to July 2020, a little less than the six percentage point drop for Latinx workers. In contrast, the unemployment rate only fell by 2.1 percentage points for Black workers and by 2.5 percentage points for Asian American workers. Slower labor market improvements for African-Americans than for white workers reflect the pattern of “first fired, last hired.” In any recession, Black workers suffer from more widespread, longer-term unemployment than white workers do.

Fourth, people are looking longer for a new job as the deep recession persists. The share of unemployed workers who have permanently lost their jobs grew from 11.1% in April to 22.6% in July. At the same time, the average length of unemployment almost tripled from 6.1 weeks in April to 17.9 weeks in July. As a growing share of workers have difficulties finding a new job amid double-digit unemployment rates, they will face economic hardships such as delayed or deferred rent payments and an inability to regularly pay for food.

Fifth, older workers now have relatively high unemployment rates. The unemployment rate for workers 55 years old and older was 8.8% in July, while that for workers from 35 to 44 years old was 8.1% and that for that for workers from 45 to 54 years old was 7.8%. This is a reversal from prior recessions, when older workers typically had lower unemployment rates than younger ones. Many older workers are staying in the labor market because they often lack savings and have high costs, for instance, from widespread debt and insufficient health insurance.

The Trump administration has abdicated responsibility for identifying and coordinating a national pandemic response. State and local governments have not gotten the pandemic under control in large parts of the country. With the public’s health at a high risk, people are slowing down on their own to protect their health and governments reimpose measures to control the spread of the virus on businesses. Job losses and widespread unemployment continue on a massive scale. To avoid making the recession even worse, Congress will need to quickly provide assistance to unemployed workers, struggling businesses and cash strapped state and local governments at the front line of the efforts to defeat the virus and bring the job market back.

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Christian Weller

I am an economist focusing on retirement security, wealth inequality and economic policy. I care about how people handle economic risks and whether policies to address these risks can help reduce inequality. My research appears both in academic publications and as policy reports for Washington think tanks. I am a professor of public policy at the University of Massachusetts Boston and a senior fellow at the Center for American Progress, Washington, DC.

Source: forbes.com

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A conservative approach.

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