Alexandra Levits Water Cooler Wisdom The Future of Project Management with Moira Alexander

Alexandra Levit's Water Cooler Wisdom The Future of Project Management with Moira Alexander Project management thought leader Moira Alexander chats exclusively with The Fast Track about issues such as the difference between Project Management and change management, the unique requirements of remote project management, and the most effective use of software tools to complete project management and non-PM related tasks. Moira Alexander is the founder and president of Lead-Her-Ship Group, as well as a project management and IT columnist for CIO Magazine whom I’ve often admired and cited. Her book Lead or Lag: Linking Strategic Project Management Thought Leadership was justreleased this month. Here, Moira sounded off on some of our burning questions related to the field of Project Management in late 2016. What’s new and different about the field of project management this year? Project Management (PM) is a field driven by business strategy and it’s under increasing pressure to not only execute project specific requirements, but also provide evidence it can effectively link efforts back to higher-level company-wide, and even industry based goals. This makes it necessary for project, portfolio, and program leaders to take on the role of a true partner with company leadership in this regard. There’s also a continued trend towards a higher degree of global visibility that’s creating an environment where transparency, accountability, and social responsibility are significant factors in measuring project, portfolio, and program success. This year and well into the future, I believe successful delivery will mean project professionals will need to sharpen their technical knowledge, adopt hybrid methodologies with increasing frequency, and greatly expand on their softer skills to influence positive results. What are some key differences between project management and change management? Although project management and change management share a closely linked relationship, they are completely different disciplines with distinct roles and responsibilities. You could also think of change management as a subset of Project Management. The role of project management: Project Management involves the actions and activities required in the actual implementation of a product or service. Project management professionals manage all project specific activities from initiation to close, and ensure stakeholder goals are successfully accomplished. They facilitate project meetings, maintain communication with all stakeholders, and ensure projects remain within scope. Project managers should work with the company leadership to ensure there’s alignment with business strategies and help to mitigate risks. Ultimately, Project Manager focus is project specific activities that enable a company’s vision. The role of change management: Change management monitors and manages only the impact of changes that result from organizational and project management activities. It involves the implementation of strategies to deal with change (sustainability aspects). A Change Management professional guides, communicates, documents, and implements effective strategies to manage change. They help company leadership, employees, and other stakeholders through the transition as changes occur, and improve process adoption and buy-in to reduce anxiety and resistance. The primary focus should be the impact of change on people and processes. For the rest of Moiras interview, head over to the QuickBase Fast Track blog.

REYES International - Why ReYES International Needs A Resume Writing Service?

REYES International - Why ReYES International Needs A Resume Writing Service?So you have decided to get into the real estate investing business, but are not sure what to do about getting people to like you? Maybe you have friends who own properties and are very happy with them, but they don't seem to sell. You don't know where to go to learn what to do? Perhaps you need help from a professional such as a land agent, but is it worth the money?Maybe a good resume writing service is just what you need to jump start your real estate career. Imagine you getting involved in the business right away and having no previous experience, but that's the beauty of it - you can learn how to be a successful investor.One such company is REYES International. ReYES is a leader in the 'all about me' industry. ReYES International provides professionals to help with a wide range of real estate related services. These include job-related training, listing services, government documents, state forms, proper ty assessment reports, education and training guides, materials for tax stamps, and property management services. And they offer it all for one affordable, one-time payment.This is one great way to attract the attention of a potential buyer so you can get them to read your resume. Let's Eat, Grandma, will help you land that one best deal. Let's Eat, Grandma, makes your own resume, making it easy for anyone to put together.The job training part is important. It will set you apart from other real estate agents out there. It makes it easy for those that do want to work for others, but can't afford to do it.REYES International has a mailing list, listing the latest trends in the industry, and is showing you listings from different companies. If you are interested in seeing a property, you can view it by appointment, or even without being there. You can take a look at a variety of properties and make an informed decision when you look at their market reports, price charts, and current ma rket stats.REYES International uses state forms to meet and greet clients. They help provide free information for the general public about laws and regulations in the different states in the United States. The REYES International real estate investment community manager has personal knowledge about local real estate markets and is very knowledgeable. Being on their mailing list gives you easy access to these invaluable resources.Looking for a listing that shows their market in your area? Good Luck!

Building a Skilled Sales Team

Building a Skilled Sales Team How do you develop an effective  sales team? How do you develop an effective  sales team? A lucrative sales team is the lifeblood of a company. The financial, production, and human resources departments contribute to the overall long-term success  of the company, but they cannot function without the sales team continuously wrangling in new orders. To that end, the sales team must be on their ‘A’ game at all times. Here are three tactics to help your sales team perform at the level that the company requires. Sales Team Top Tip #1  Hire Talent Don’t short change yourself by advertising and hiring entry level sales people. Try to craft your job postings for applicants that have slightly more educational or work experience. This will net you applicants who have a higher base skill and knowledge, as well as a few more entry level people who are confident they have the drive and intelligence to succeed. Managers should ensure that they are focusing on hiring talented individuals. Here are three aspects to look for in applicants: Natural Intelligence. In Ohio University’s infographic Why Focus on Hiring Talent, Joe Santana, the co-author of Manage I.T., defines talent as a “a natural predisposition to be highly effective in certain areas.” Book smarts will allow the individuals to learn fast. Emotional Intelligence. Sales people must be able to utilize emotional appeals and analyze based on vocal tones and body language how those appeals are being received. High emotional intelligence will also give sales people the ability to deal with failure to close the deal with grace. Formal Education. According to Chris Moberg, a professor at Ohio University, individuals who have graduated from a formal sales education program will perform better and learn quicker than individuals without one. You won’t always be able to locate someone with that level of training, but you should always be on the lookout. Sales Team Top Tip #2 The Right Leader The sales manager is a crucial position. That individual is charged with hiring the sales team, ensuring the team has the skills to succeed, offering guidance to steer the team in the right direction, and giving feedback when team members falter. Sales managers should have a strong work ethic, natural or honed leadership skills, and a genuine interest in helping others. New managers will no doubt make a number of mistakes, but with proper training, an open line of communication with their employees, and diligent attention to detail, they can become skilled leaders. Sales Team Top Tip #3: Know the Product Part of sales training is an in-depth understanding of the product or service they are selling. Sales members should know what products are offered, who the target demographic is, and what the customer or client may need to know about the delivery of the product. Now this is imperative, the sales team must not only understand the product from the sales side, but also the production side. At my current work, I can’t tell you how many problems we had because the sales team didn’t set realistic expectations when explaining the service. A less than ideal sell, can be just as bad, if not worse, than not making a sell. Unrealistic expectations can lead to dissatisfaction with the service, a demand for a refund of services rendered and negative company reviews. This can leave the company on worse standing than where it started. Sales is a vital aspect of most companies. The sales team tirelessly hunts down new leads, they use every skill in their possession to sell their product or service, and on a daily basis they experiences rejections ranging from polite to downright nasty. With the proper employees, management team, and understanding of the product, the sales department can lead the company to success.

Career Risk Pays Off - VocationVillage

Career Risk Pays Off - VocationVillage Imagine having two job offers from which to choose, one from a relatively unknown startup and one from a Fortune 500 corporation. Thats the career situation faced by Kelly Gray soon after she graduated from college. In this interview, Kelly shares her story with VocationVillage.com.Where did you attend college?I attended college at the University of Colorado at Boulder School of Journalism and Mass Communication.What was your college major?I considered pre-med and anthropology but advertising was the one I stuck with in the end. I also graduated from the Presidents Leadership Institute with a Certificate in Leadership. I highly recommend people listen to their heart versus the expectation to be a doctor or a lawyer or whatever safe bet expectations may be placed upon you. I was lucky enough to have parents that stood behind me 110%.What volunteer experiences and college internships did you complete?I volunteered on several occasions with Habitat for Humanity, helped Josie Heath and t he Community Foundation with the Culture of Giving Campaign, started a nonprofit on campus called CSAC (College Students Against Cancer), and interned with El Pomar (where they taught us how investments work by giving us make-believe money to invest in different markets).During my Junior year, I also interned with Pepsi (PBG) in the Denver Marketing dept. While at Pepsi, one of my most dear mentors, Linda Doner, empowered me with knowledge, responsibility, and high expectations. I started out interning over a summer to promote the Mountain Dew, Pepsi, Livewire, and Dr. Pepper brands via street teams. Once the summer ended, I was hired on to continue working with Pepsi through my senior year. I worked M, W, F and weekends at Pepsi, and had classes Tu, Th at CU. During the Pepsi experience, I learned not only how to market, but how crucial it is to work in conjunction and support of the most important department, Sales. I then completed the interviews for their College Hire program, r eceived a job offer, and accepted on the condition that I could start three months later so I could take a quarter-life crisis trip to see the world.You had this job offer from Pepsi and you planned a big trip. How, then, did the second job offer happen?A bit of background: During my senior year, this nice guy named Lyndon Duke Hanson walked into our advertising class led by one of my favorite professors of all time, Bill Weintraub. He had this silly, fugly (fun and uglyto most people) boating shoe with holes in it and he wanted to see what types of creative campaigns we could brainstorm. A few groups of us had a fantastic time developing campaigns that not only highlighted the shoes boating benefits, but the lightweight, anti-microbial benefits. (Looking back, we should have positioned it as the perfect kids shoe that adults can cleverly wear, too!) Hindsight is 20/20. The shoe was known as Crocsâ„¢ and we all had a blast thinking about how to market it. I even got a free pair of b aby blue Crocsâ„¢! After wearing them and loving them, I went and bought a red, holy pair of Beach Crocsâ„¢ for $30. Best investment I ever made. I graduated, kept in loose contact with Duke, borrowed money for a plane ticket from my younger brother, sold my beloved 1987 Jeep wrangler to pay him back, and hopped on a flight to London.I was happy to have the job offer from Pepsi and I loved working there. But I was haunted during my trip by the idea of working for Crocs. I didnt have a job offer from them, but there was just something about Crocs that made it a super appealing prospect. I knew that it might be more interesting, less established, less structured, and would allow me to be a bigger fish in a small pond. I was still a tadpole compared to those with whom I was about to go to work, but my 22 year old ego made me feel unstoppable.Crocsâ„¢ BeachAs I traveled through Granada, Spain, and Chiang Mai, Thailand, hobby photographers would stop me to ask to take pictures of my shoe s. My red Beach Crocsâ„¢ captured everyones attention. No one had seen anything like it. One specific instance I remember was when we were in a flower village in the mountains of Chiang Mai. I was sitting on a stoop of a home with dirt floors, beautiful children, and a Pepsi sign written in Thai. There I was, in the middle of a foreign country, and Pepsi was there and had been there for a long time. Yet the shoes on my feet had never been seen or worn there before. They wanted to see moreor at least take pictures. Mind you, I had braids in my hair that went down to my mid-back, but no one wanted to take pictures of my hairthey just wanted to focus on my feet.When back in Bangkok, I sat down at an internet cafe and started stalking poor Duke via email. He was always super nice and open-ended about potentials, but made no promises. So I continued to check in at every chance I could. I also sent him pictures of me and my Crocsâ„¢ in foreign countries along the way. I was sort of shamel ess and I am so lucky he didnt put me in his spam folder.The trip continues, we end up back in LA a month or so later, at which point I realized I had no money to get from there to Denver. In steps mom and dad, who flew me home to Colorado Springs. Once again, I emailed Duke, and lo and behold, he asked if I could be in Boulder the next day for an interview. I unbraided my hair for nine hours, borrowed clothes from my mom for the interview, borrowed my dads baby (his Mustang), and drove up the next day. I saw Duke for a few seconds, and then I was led into a room to wait to speak with the VP of Sales, Mike Margolis. I had never met anyone like him. He was fast, furious, told me I was perfect for the job, and boom he was gone. Off to the next sale.I then worked out the details of the position with Crys Margolis, who was clearly the one herding cats. Long story short, the money available for the position in this startup environment was $20,000 less than what I was offered at Pepsi. S eeing the mixture of my desire, concern, and uncertainty of which way to go, Crys was nice enough to give me 24 hours to think about it. I dont even remember the car ride home. But when I got there, I called her back and took the job. My gut said to go for it and I was young enough to take the risk and deal with the consequences of it being the wrong choice.How did the people at Pepsi take the news?It all worked out. With Pepsi, the city of my assignment changed and there was a restructure in management as to whom I would report, so since the terms of the job offer had changed, we mutually dissolved the contract. I am still a fan of Pepsi and when I drink soda, I still prefer Pepsi. There were some really wonderful people there and I enjoyed every minute of my learning and mentoring experience there.Can you describe how you made your career decision?To sum it up, I guess I considered the following:1. What is my growth opportunity at Pepsi/? Is that the path I want? 2. I know what the next 5-10 years will look like in their system.am I OK with that kind of predictability/preset path? 3. Where can I learn the most about business as a whole versus just marketing? 4. Do I want a sustainability product to work with or one that is skyrocketing, yet unpredictable? 5. Where can I make more impact? 6. Which one seems more fun? 7. Where can I network most and meet other industry players? 8. Which one might I only get one shot at in life? (Crocs won) 9. Which one does my gut want? Why? 10. Which one is a bigger growth challenge?Did you feel confident about your choice or did you have moments of doubt?Are you kidding? I was terrified. I didnt sleep that night. Mostly because of the money I left on the table and how much that meant to me at the time. I felt confident in my decision, but ones like that can be somewhat numbing. Especially when some people thought I was insane for taking the road less traveled. The way I got over it quickly was to accept that I had made my decision, stop asking others to share his/her opinion, and to own MY decision and stop wasting time questioning myself. After the first week of not having time to think in that startup environment, I was having so much fun that doubt really never returned as to whether or not I had made the right decision. I felt so fortunate to work with the people at Crocs. Mike Margolis is probably the most brilliant salesperson Ive ever met. George B. Boedecker, Jr., Duke Hanson, and Scott Seamans were visionaries and it was a once-in-a-lifetime opportunity to learn from them. None of them were (or are) conventional, and they were therefore magnificent in their unique ways.What would you have done differently, if anything, if you had the chance?One, I would have taken better care of my health during the time I worked at Crocs. I gained about 30 pounds and I didnt even notice it happening until I saw some pictures and didnt recognize myself. All of this was completely preventable. I was too concerned with being the fastest racehorse in the bunch. It became a goal to get there before the VP of Sales (sometimes as early as 5:30 am) and stay until everything I had on my desk was finished. This was an unhealthy rule of thumb because when youre in a startup environment, its nearly impossible to get everything done in a day. I stopped teaching fitness classes for a while, and I was so exhausted when I returned home in the evening that Id simply eat, have some wine to relax, and hit the bed. Wash, r inse, repeat. Over time, I just developed unhealthy life/work balance that is all too common. It can burn people out, even if they dont think it will get to them. Eventually, I got myself back on track. I now teach fitness classes most every day of the week, and I walk the talk of promoting healthy life/work balance.Two, I would have been less afraid to ask for what I wanted in terms of pay, exploring shares, etc. I didnt pay close enough attention to some of the evolutions taking place and I knew hundreds of people were waiting in line for my role. I was too afraid to ask for what I wanted in fear of what.that theyd say no? It makes no sense when I look back. Rookie move.Overall, are you happy with your choice to go with Crocs rather than Pepsi?Yes! It certainly paid off in terms of experience, knowledge, networking, and know-how. I had vested shares when we went public. While I certainly could have tried to negotiate for more, I did OK for a person my age and the CEO was generous to allow me to have any participation.I dont have any villas anywhere as a result, but it was a strong launching point for someone in her early 20s. Some people go an entire career without experiencing that type of momentum or IPO environment.What are your future career goals?I love marketing, the constantly evolving world of technology and social media, and ways to use it to change opinions and behaviors of the masses. My goal is to use my skills in this area to serve the greater good. I think that there is a huge amount of responsibility that marketers and advertisers should acknowledge and use wisely. We have the ability to speak to the masses, and that can often be abused for the right marketing budget. I feel like I have a responsibility to know that whatever Im helping proliferate in the market isnt going to harm the kid in front of me in the grocery line in some roundabout fashion. I see lifestyle brands and health and wellness brands as my passion industry, but I love any ch allenge that crosses my desk/inbox. Products and services are so much fun to position, brand, and place on shelves, online, or on influential people. In a broad sense, my goal is to continue to work with visionaries who have products and services I believe in. I like to be the hired gun and the Marketing Department down the hall that can work in lockstep with them to work toward the same common goal. I want to travel more with my career.I want to help create more success stories. I want to do more freelance writing for publications. Writing is an enormous passion of mine and I need to dedicate more time to it. If Im lucky, a million dollar idea of my own will sneak into my brain at an unexpected moment as well. Truth be told, if I did win the lottery tomorrow, Id still want to do what I do. Id just be a little harder to catch on my frequent flights around the world.What advice do you have for other people just starting their career?Each scenario is different and requires special con siderations. That being said, I do think its very important to be honest with yourself and others as to what type of work environment you thrive in. Some people shine in corporate environments where there are systems, protocols, and paths in place. Some people shine in startup or smaller/privately held environments where you can wear several hats and pitch new protocols and ideas. I like both environments, but I find that new ideas and systems are well-received in non-corporate environments most of the time. My brain just happens to operate on the what could be plane versus this is what it isdont tinker plane. Some people operate under a predefined to-do list. Others need little direction and just run with projects. Some people thrive at both, but at different times in his or her life.Know what youre getting into and WHO youll be working with. Know the expectations up front and dont be afraid to ask where they see YOUR role going in 2, 5, and 10 years. Often we are asked that questi on in interviews, but we dont turn the table and ask what they are willing to invest in us.I cant stress how lucky I have been to have the mentors and opportunities Ive had. People can make or break your work environment and your development and you have a choice as to the people with whom you will align and from whom you will learn. There are many good managers, but try to seek managers who are leaders who want to also teach you leadership skills. Seek environments where they dont just groom you to fit the role they need filled, but groom you to grow and thrive as a person and as a professional. Now more than ever, workplaces are trying to create a healthy and evolving work environment focused on investing in their human capital.Lastly, dont just depend on what you learned in college. Especially in my industry. Your career grows when you make the effort to stay in lockstep with the developments in your profession. My marketing and advertising textbooks said nothing about Facebook, as it wasnt mainstream yet. Social Media hadnt boomed yet. Now we cant imagine what life would be like without it.The game change. Make a commitment to change with the technology and trends that will continue to shift moving forward.Kelly, thank you so much for telling your career story.

Some Simple Tips to Writing Corkey Things on Resume

Some Simple Tips to Writing Corkey Things on ResumeWriting worked things on resume can be quite tough if you have not a clue about it. But in the world of computer and internet, there are many things that you can use for your resume to make it attractive.The first and the most important aspects of your resume are its appearance. All you need to do is to put the proper colors and fonts so that your resume looks amazing. There are also some websites that can help you in this matter.But before going ahead with your own resume, you should know that how the resume looks like before it is even read. This is because sometimes the writer fails to give the necessary information. If you do not know anything about creating resume, then you can consult any computer savvy person for it. He can help you in creating a well-written resume in a very short time.It is very difficult to come up with corkey things on resume because there are many rules and regulations related to this matter. You will not be able to finish with the writing if you do not follow all these rules and regulations. Therefore, the best thing that you can do is to get the help of someone who knows about this kind of thing.The next thing that you should consider is that what would be a simple resume? The simple resume must contain the basic information like name, address, contact number, last job that you have been involved in, types of education that you have got and all the other details related to the job. All these facts should be included in the simple resume.Besides this, the core things on resume that is simple must contain some numbers so that it can help the readers find out your work history. There are many sites which can help you in this matter. They provide different versions of resume and you can choose the one which suits your requirements.If you are looking for some job, then you will surely be interested in knowing the job requirements in detail. Therefore, you should have the job descriptio n at hand before you write your resume. All the information mentioned in the resume must be true to the details that you have mentioned in the job description.The final touch for the resume is its presentation. All the things mentioned above must be correctly mentioned in the resume so that the reader gets the right impression about you. Once the resume has been designed and created according to the requirements of the reader, you can confidently write a corkey things on resume for the readers.

148 Monica Rosenfeld - Public Relations Specialist - Jane Jackson Career

148 Monica Rosenfeld - Public Relations Specialist - Jane Jackson Career Monica Rosenfeld is Sydney’s Public Relations specialist. She is the director of PR agency WordStorm PR. Previously she was a producer at Channel Nine’s ‘A Current Affair’  where she says she learnt how NOT to do PR!With a solid background in public relations, Monica is passionate about educating businesses on how to use the media’s thirst for content to their advantage and position them as THE influencers in their field.Monica has worked with hundreds of businesses and specialises in entrepreneurs, disruptors and the not-for-profit sector. She helps increase their credibility in the public eye, builds trust and increases their bottom line by putting their brand in the media spotlight.Monica Rosenfeld and her team have worked with brands such as Dilmah Tea, Sumo Salad, Just Cuts, Muffin Break, JUCY Campervans, Lindt Chocolates and Relationships Australia.So how did Monica’s career journey begin? Listen to find out how she’s worked with brands including Manolo Blahnik, Vivienne Westwood before becoming a powerful PR professional and Sydney’s leading PR expert!  Want to build YOUR Personal Brand to attract the right opportunities?   Learn the 3 key Secrets to Personal Branding for Career Success in this FREE Masterclass today!  Where to find Monica Rosenfeld:FacebookWordstorm PRTwitterTo listen to more of Janes interviews with fascinating professionals who have amazing career changes, click here

The Skinny on Employee Compensation Its Getting Skinnier and What Does That Mean for Job Seekers

The Skinny on Employee Compensation It’s Getting Skinnier and What Does That Mean for Job Seekers Over the past few weeks Ive been culling information from various compensation surveys, HR Magazine, and presentations by Mercer Consulting and ORC Worldwide to investigate compensation benchmarks for 2009 and trends for 2010.   Here’s what I have learned and what I believe to be the implications for job seekers.2009/2010: Compensation Data: What’s Up?According to research conducted by   ORC Worldwide, hiring is up in certain sectors (manufacturing and service), but there are multiple indicators that companies are continuing to be cautious. Top talent recruiting remains a buyer’s market and new hire compensation is still on the decline. In 2009, 29% of companies surveyed implemented salary freezes, 30% had mandatory layoffs, and 29% reported hiring freezes. According to the 2008-2009 SIRS ® U.S. Budgets Structures Surveys, the average salary increase dipped from 3.8 to 2.7 between 2008 and 2009 and 2010 projections are at 3%. Salary increases outside of the U.S. are following a similar pattern. ORC data suggests that in this tough economy, companies need to “do incentives right” to manage program objectives and employee engagement.Implications for Job SeekersWe know it’s a tight labor market but sometimes knowing the statistics can help give you the push you need to create a more proactive search campaign.   A quick look at these statistics reveals that there are less open jobs to compete for and the importance of defining your unique value proposition and leveraging your network is critical. In addition, given the fact that many companies are experiencing salary freezes, you need to be more strategic in the way you negotiate your compensation package and explore non-monetary or low cost perks over base salary. You will be better prepared to negotiate fair and reasonable packages if you know some of the obstacles on the way in.Looking to the Future: Compensation Strategies for 2010 and BeyondAccording to Mercer’s U.S. Compensation Planning Surve ys 2008/09   there is an increasing emphasis on performance differentiation. The performance rating system appears to be applied more cautiously now to make sure there is enough compensation allocated to reward top performers. Fewer employees are falling in the middle of the performance grading scale and more are falling below the midpoint of the salary increase range. Moving forward, the consulting firm suggests keeping employees engaged and being as transparent as possible when communicating company information to keep employees motivated and productive. While salary budgets are tight, employers can benefit from creating career development opportunities to keep employees interested in their work, implementing alternative work arrangements to cut costs, and proactively assessing pay equity in light of the 2009 Ledbetter Act and emerging Paycheck Fairness Act.Implications for Job SeekersIn some ways this research is good news for job seekers because it shows that more companies are embracing a pay for performance culture and reserving the highest merit increases for the best performers while more carefully scrutinizing the work of average or below average performers. Job seekers have an opportunity to prove their value to a company in a business environment that is already hyper-sensitive to the costs associated with poor performers. Job seekers may find that in this economy, employers are more open to negotiate flex-time, telecommuting, job sharing and other non-traditional work arrangements in their continuous efforts to cut costs. And job seekers may be surprised to find increasing levels of employee engagement through inexpensive but intrinsically valuable rewards programs and career development options.Recovery on the Horizon?According to HR Magazine, a Watson Wyatt Worldwide survey of 179 companies reveals that as of last June, the number of respondents who reported that the worst had passed was nearly double the percentage that reported the same sentime nts two months earlier. Results from the study show that for 2010, 62% of companies surveyed plan to cancel hiring freezes, 55% who had reduced salaries plan to role them back to previous levels, and 70% expected to start matching employees 401 (k) and 403 (b) contributions at pre-recession levels (with more than one-third noting they were unsure when this would occur). However many employers expect to see long-term changes in retirement decisions, staff sizes, and health cost-sharing, which will affect compensation strategies.Implications for Job SeekersThe fourth quarter of 2009 and first quarter of 2010 may reflect an increase in hiring and an improvement in salary offers and certain employee perks. Employers may be more willing to hire and reward high performers because it costs less to maintain good talent with retention strategies than it does to attract new talent.While these observations and statistics don’t necessarily represent every company and every industry, they do o ffer a glimpse into some marketplace trends and present job seekers with an opportunity to be more informed as they navigate their job search.