In 2011, Intel publicly announced that it was hiring 1,000 software engineers over the course of the year in the United States. Now that 2012 has begun, the company aims to do the same in Europe in the hope of improving the growing tech industry.
However, with Europe boosting efforts to develop its evolving technology-based sectors, employers in the United States may increase their staffing in order to compete with international organizations and appeal to foreign demographics.
According to the Microsoft Careers Talent Network, there is a new job posting for an Executive Producer-IEB-Microsoft Studios-Core Publishing. There are additional reports that Microsoft is working on a “AAAA” game, and the open position may be to aid development along. Traditionally, video game developers rate high-priority games with three A’s, and Microsoft’s intentional inclusion of an extra letter indicates its serious intent to revolutionize the marketplace with this new concept.
With Microsoft attempting to alter the world of video gaming through effective project management, international and domestic developers may seek to employ new talent to compete with the tech giant.

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Increasing demand for computer applications and data is prompting a technology industry hiring drive, according to Bloomberg.
From January to February, online job listings for occupations germane to computer and mathematics increased more than 2 percent. Open opportunities dwarfed jobhunters by a ratio of more than three-to-one. Tech career website presently has 12 percent more listings as compared to one year ago.
“This feels like the beginning of another tech-driven jobs boom,” chief economic strategist Michael Mandel with the Progressive Policy Institute in Washington told Bloomberg. “The broad communications sector resisted the downward pull” prompted by the economic recession and “is going to be a leader in the expansion.”
Applications have helped create roughly 466,000 new jobs in the U.S. since the Apple iPhone first made its appearance on the markets.
Apple helped create 514,000 jobs in the U.S. as a result of its various personal devices such as the iPad, iPod and iPhone, according to a study cited by The New York Times. The Cupertino, California-based company released the results of its study late last week.

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Now here’s an interesting business indicator:

By Eric Platt. for Business Insider.

Ken Downing was at the airport late Friday, waiting for his flight to London  to depart. Downing, the head of womenswear at Neiman Marcus, had only just  completed the first leg of a month of fashion shows that span New York, London,  Milan and Paris.

For him, the week that had just ended meant a series of conversations with  buyers who will ultimately pick through the more than 300 collections shown,  including big names like Marc Jacobs and Diane Von Furstenberg, and smaller ones  like Peter Som and Joseph Altuzarra.

But for some traders, economists, and pundits, the month now proves one more  thing beyond fashion: an indicator of how the economy will perform over the coming  year.

“Like the stock markets, hemlines are going up and down daily and  seasonally,” Mr. Downing says.

The Hemline Indicator

The Hemline  Indicator was reportedly first introduced by University  of Pennsylvania Wharton School professor George Taylor, an idea that women’s hemlines fluctuate and can  even indicate macroeconomic performance.  The higher the hemline, the  better the economy looks.

From afar, bloggers and editors have offered anecdotal  evidence regarding the direction of hemlines.

But for the first time, Business  Insider conducted a full analysis of hemlines at New York fashion week,  measuring some 2,092 images from 25 designers, comparing year-on-year changes in  the length of skirts and dresses.

The findings were pretty clear: hemlines are getting  shorter.

Click  here to see the individual results from New York Fashion Week >

The Results

The BI Hemline Index is calculated by measuring hem length as a percentage of  the length from floor to waistline.  The shorter the hemline, the higher  the index.

Overall, average hemlines in 2012 registered a 44.38 on the  index, up from 35.04 for the Fall/Winter 2011 collections.

Complete looks from each designer were measured, however skirts and dresses  were the only data points fed into the data set.  Measurements were taken from images provided post-show.

On first glance, hemlines appeared to fall, with designers like Marc Jacobs  showing little skin. However, when deconstructing outfits and measuring the  skirts shown over pants, hemlines jumped. At Mr. Jacobs show for instance, the  Hemline Index read at 45.6, compared to 41.1 last year.

Eighty percent of the designers included in the analysis registered shorter  skirts and dresses. Rodarte, the quirky womenswear label designed by Kate  and Laura Mulleavy, eschewed the floor grazing gowns of 2011, showing half  as many. Rodarte jumped 17 points on the Index, to 37.0.

Amanda Brooks, fashion director at Barney’s, said hemlines had moved  both higher and lower on the runway this season.

“I would say in terms of the dress or skirt silhouette, it’s kind  of anything goes right now,” Ms. Brooks says. “I wouldn’t say we’re seeing super  short, to me what’s looking the most fresh personally is this mid-calf with a  big slit up the front or an open vent. We’ve seen that on a lot of runways the  last few seasons, and I think it’s addressing the same moment as the idea of the  gaucho.”

Assembling the List

Business Insider chose 25 of  the most influential designers that show at New York fashion week, clothes that  will end up on hangers during the second half of 2012.

Beyond Marc Jacobs and DVF, the list includes 3.1 Philip Lim, Alexander Wang, Bill  Blass, Calvin Klein, Carolina  Herrera, Christian Siriano, Donna Karan  Collection, J.  Crew, Jason Wu, Jill  Stuart, L.A.M.B., Michael  Kors, Nanette Lepore, Oscar de la  Renta, Prabal Gurung, Proenza  Schouler, Ralph  Lauren, Rodarte, Thakoon, Theysken’s  Theory, Tommy Hilfiger Women’s and Vera  Wang.

The names were chosen based on two key factors. The first, the designer  have strong artistic relevance. Marc Jacobs collection, which will sell vastly  fewer pieces than the offshoot Marc by Marc Jacobs brand, was  used for the  official index because the impact from his mainline will be far  greater.

In a  review last February, Nicole Phelps, Executive Editor of, noted  that one retailer remarked that, “We have to come [to Marc Jacobs] in  order to find out what we’ll be seeing next season.”

The second component: the brand be commercially viable, weather through  wholesale, partnerships with broadline retailers like Target, or through  their own sales channels.

Jason Wu, Rodarte and Proenza Schouler have all had  surprising success with capsule collections at mass retailers, while Michael  Kors and Ralph Lauren have an ever expanding retail network.

Click  here to see how long hemlines were for all 25 designers >

A Contrarian View

Not everyone is convinced that hemlines hold much weight when predicting  economic performance.

“It’s interesting, as a fashion director I no longer believe hemlines are a  conversation on trend because its so particular to a designer and their point of  view,” Mr. Downing says. “We are seeing hemlines below the knee, at the knee,  and some that are still quite short.”

I caught up with Jeffrey Monteiro, the creative director of Bill Blass,  after his show on Thursday evening, the last collection at New York fashion  week.

“For me it’s just proportion,” he says. “Let’s make it longer, let’s  make it shorter, and once we find a proportion we like we just keep going with  it.”

Most designers mirror that viewpoint, that the economy has little effect on  what they present. But that is hard to argue, when designers almost unanimously  moved to a black and neutral color palette as Lehman  Brothers failed.

“The customer is definitely looking for something that will give her fashion  credit in her wardrobe. This whole idea of when the economy went upside down  that all that she would buy would be basics and there would be the return of the  black turtleneck, was not what we saw in the luxury market,” Mr. Downing  says. “She didn’t stop shopping, she just was not shopping as robust as she  was before.”

Hemline Index aside, one of the best predictors of economic growth is  consumer spending, and so far Mr. Downing is happy with what he sees.

“We feel very positive about the spring trends in stores now and customers  are responding very favorably.”

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By Caroline Levchuck

After you’ve landed a new job, the excitement of starting
something new may be accompanied by anxiety and guilt over leaving
the familiar and perhaps some good friends, too. Even if you’re
leaving mostly enemies behind, it’s still a good idea to leave your
job in good standing.

Corporate alumni associations are sprouting up all over the
Fortune 500, at companies including GE, Procter & Gamble and
Yum! Brands, and it’s in your best interest to be a part of these
burgeoning professional networks. In fact, if you handle your
transition properly, your former employers may even view your
ascension elsewhere as a PR asset.

“Whatever the circumstances are around your departure, keep your
mind on the big picture and don’t do anything that could come back
to haunt you,” says career coach Deborah Brown-Volkman.

She recommends three steps for wrapping things up at your old
job and departing with a pat on the back from your boss.

Write Down Everything You Do and How It Gets

Forget job descriptions. They rarely tell us precisely what an
individual does day-to-day or reveal the “It’s not really my job,
but I kind of do it anyway” responsibilities that grace any
worker’s plate each week. Also, in an age of zero redundancy at
many companies, you cannot rely on even your supervisor to
understand what you do and how you do it.

“Often a boss feels like, ‘I don’t know what this person does –
I only know she can’t leave!’” Brown-Volkman says.

So, do your boss and colleagues right by creating an exhaustive
list of everything you handle, along with detailed instructions on
how to handle it. Your coworkers will appreciate you for having
this thorough document — and for having done so much during your

Remain Until You Train the New You

Two weeks’ notice may be the minimum an employer requests, but
most companies will appreciate a more lengthy lead-time so you can
help train your replacement. If you do so, your boss will be
indebted to you. You’re also sending a message that you want your
former coworkers and employer to succeed.

“It’s hard to give a lot of notice because your next employer
may be waiting anxiously for you to start, and many people want to
take a week off between jobs,” Brown-Volkman says. However, she
urges departing workers to spend “as much time as you can with your
replacement or colleagues who will be temporarily handling your
workload. Train them so they’ve got it down cold.”

Also, tap your own network for a potential replacement. You may
even be eligible for a finder’s fee if you refer the right person
for the job.

Wish Everyone Well When You Leave

Brown-Volkman advises giving all your coworkers a heartfelt
farewell and offering them a few words of encouragement and
appreciation. “Even if you don’t like someone, bury the hatchet,”
she says. “It takes a big person to do that, but you never know
when you’ll meet this individual again.”

Also, she points out that former coworkers are the best
candidates to join your professional network. “You will always have
common ground with these folks,” she says. “They’re easy to stay in
touch with. There will always be some bit of news or gossip you can
bond over, and that makes it less awkward to pick up the phone and

All of this is for the future — the big picture, she adds. “You
could end up working for some of these people,” she says. “You may
need a favor. You just don’t know, so make sure you leave on the
best possible terms.”

See the original post here: The Right Way to Resign

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As many areas of the economy still struggle to rebound, the information technology (IT) sector appears to be on its way to recovery with two major companies announcing expansions.
In Indianapolis, the consumer review website Angie’s List said it plans to double its staff at its local headquarters, adding as many as 500 new jobs within the next four years.
The company, founded by its only employee Angie Hicks in 1995, said it will pour more than $11 million to expand its campus and train new workers.
The news comes after another information technology company, Knowledge Services, announced plans to expand its headquarters and add 200 new jobs in northeast Indiana.
In North Carolina, IT service company HCL Technologies said it will be adding to its local workforce in Cary, hiring about 300 new employees by next spring.
The Wake Forest Times Observer reports that HCL’s Cary office is already the India-based company’s fastest growing U.S. facility.
HCL is among a number of other high-tech companies that have announced expansions in the area, including Xerox subsidiary Affiliated Computer Services, who said it will hire about 250 local workers next year.

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Two new reports have found that hiring and revenue in the high tech sector are on the upswing, with more computer software companies struggling to find qualified workers.
According to the September WANTED Analytics report, more than 28,000 jobs for computer applications software engineers were posted online, a 23 percent growth over the past year. Companies on the West Coast had the highest rate of placement for computer specialists during September.
Along with the rise in the number of jobs posted online for software engineers, the report also found that the number of companies looking to hire applications workers grew by 66 percent since 2009. Some of the most in-demand jobs included positions with specialities in Java, .Net and Linux.
A second report by Research and Markets has found that revenue from the U.S. software sector has a combined annual revenue of approximately $220 billion, with about 60 percent of industry profits generated from software publishing.
The report found that the U.S. computer industry currently consists of approximately 500,000 companies, the largest of those businesses include Activision, Blizzard, Microsoft and Symantec.

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Computer technicians in the U.S. can expect promising job prospects in the coming months, according to recent reports.

For instance, recently reported that 18 states and Washington D.C. have fewer graduates with computer-related degrees than the total number of available jobs. In California alone, the number of open positions is almost triple the amount of new computer science graduates in the Golden State.

As a result, tech-savvy job seekers who have a background in computer software or information technology, should have little trouble finding career opportunities. According to NetworkWorld, Moody's Analytics has predicted that approximately 138,000 technology jobs will be added in 2011.

“The recovery, which started in the big areas like Silicon Valley, has now spread to all of these other places,” said Alice Hill, managing director at

Furthermore, a new survey by the Illinois Technology Association reveals that the growth of the technology industry is helping reinvigorate the Prairie State's economy in the wake of the recession. According to the poll, which questioned more than 100 tech-related companies, about 40 percent of respondents said that they experienced revenue growth of at least 20 percent in the previous six months.

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That cute, affable guy who brags of his drunken exploits on may be meeting a lot of other partiers online, but
he’s probably not getting added to the “friends” lists of many
corporate recruiters. A recent study by the executive search firm
ExecuNet found that 77 percent of recruiters run searches of
candidates on the Web to screen applicants; 35 percent of these
same recruiters say they’ve eliminated a candidate based on the
information they uncovered.
“You’d be surprised at what I’ve seen when researching
candidates,” says Gail, a recruiter at a Fortune 500 company who
recently began looking up potential hires on the Web. “We were
having a tough time deciding between two candidates until I found
the profile of one of them on MySpace. It boasted a photo of her
lounging on a hammock in a bikini, listed her interests as ‘having
a good time’ and her sex as ‘yes, please.’ Not quite what we were
looking for.”
“Another time I went to a candidate’s site and found racial
slurs and jokes,” Gail continues. “And there was yet another
instance where a candidate told me he was currently working for a
company, yet he left a comment on a friend’s profile about how it
‘sucked’ to be laid off, and how much fun it was to be
As the amount of personal information available online grows,
first impressions are being formed long before the interview
process begins, warns David Opton, ExecuNet CEO and founder. “Given
the implications and the shelf-life of Internet content, managing
your online image is something everyone should address –
regardless of whether or not you’re in a job search,” he says.
Because the risks don’t stop once you’re hired.
Twenty-three-year old Kara recently took a job as a management
consultant at a high-profile practice in the Los Angeles area. An
Ohio native, with no friends or family on the West Coast, Kara put
up a profile on MySpace in the hopes of meeting new people.
Kara was judicious in how she set up her site: “I didn’t fill
out that cheesy questionnaire many people post, where you describe
your best feature and say whether or not you shower every day.” she
says. “I used a photo that was flattering but not at all
provocative and was even careful what music I chose.”
Within a few months, Kara met many others online who shared her
interest in biking and water sports. One Friday morning, Kara
decided to call in sick and go surfing with a few of her new pals.
That weekend, unbeknownst to Kara, her friend posted some of the
day’s pictures on her profile and sent Kara a message saying, “We
should call in sick more often.”
Unfortunately for Kara, her boss happened to be patrolling
MySpace to check up on her college-age daughter and came across
Kara’s site and the dated photos!
Mortified, Kara says she learned an important lesson — not only
about honesty, but about how small the world of online social
networking can be and how little control you have over any
information put out there.
Not all employers search candidates and employees online, but
the trend is growing. Don’t let online social networking deep-six
your career opportunities. Protect your image by following these
simple tips:
  1. Be careful. Nothing is private. Don’t post
    anything on your site or your “friends” sites you wouldn’t want a
    prospective employer to see. Derogatory comments, revealing or
    risqué photos, foul language and lewd jokes all will be viewed as a
    reflection of your character.
  2. Be discreet. If your network offers the
    option, consider setting your profile to “private,” so that it is
    viewable only by friends of your choosing. And since you can’t
    control what other people say on your site, you may want to use the
    “block comments” feature. Remember, everything on the Internet is
    archived, and there is no eraser!
  3. Be prepared. Check your profile regularly to
    see what comments have been posted. Use a search engine to look for
    online records of yourself to see what is out there about you. If
    you find information you feel could be detrimental to your
    candidacy or career, see about getting it removed — and make sure
    you have an answer ready to counter or explain “digital dirt.”
This article is courtesy of

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When it comes to finding a new job, the most successful seekers
know that the best jobs are not always just about salary. The truth
is, there are a lot of factors that go into every great
opportunity, and these are not always the same for everyone. If you
are looking for a new job or career, the important thing is that
you know what your priorities are before you start your job search.
Doing so might just save you from regretting your decision in the
future. Consider the following workplace values.
While salary isn’t everything, it is important. After all, you
can’t use your health care to buy groceries. But you need to
determine just how important it is to you. Start by figuring out
just how much you need or want to make to be happy. How much do you
need to pay your bills, have some fun and still save for the
future? Then ask yourself how much extra you need above and beyond
the basics in order for you to be truly satisfied. Once you have a
range in mind, you can use it to help guide your search.
While salary is the top dog for some, the quality of benefits
ranks higher for others. Think about your life and figure out what
kind of benefits are really important to you. If you have a history
of health problems, you should make sure your company’s health care
plan is one that offers low co-pays and provides affordable access
to specialists. Check to see if the company offers flexible
spending accounts for uncovered out-of-pocket expenses. Are you a
woman who is planning on starting a family? If so, you should learn
about and understand the company’s maternity benefits. If you are
not sure exactly which benefits you need or what kinds of benefits
are available, you can look at leading companies? Web sites.
Family-Related Factors
For some, a company’s family friendliness is not a factor.
However, it is a major issue for others. Do you need a company that
can give you a flexible schedule? Do you want a company that puts
an emphasis on work/life balance? Some companies offer
family-related services such as on-site childcare, flexible
scheduling, dependent care reimbursement accounts and more. Other
companies do not put as much of an emphasis on families. Make sure
you know what you are looking for in this area.
Retirement is something many younger workers neglect to think
about, but it’s an important area to consider. Perhaps having a
higher-than-average salary is not as important to you as ensuring
that you’re taken care of down the line. If so, you need to look
closely at the company’s retirement plan. Does it offer a matching
401(k) program? What about profit sharing, pension or stock
options? Most companies have some method of helping employees plan
for the future – make sure you pay attention to this factor.
While location sounds like a secondary factor, it can be a major
deal maker or breaker for some. Do you live in a city with a great
deal of traffic? Is there access to public transportation? Would
you mind spending two hours in the car each day getting to and from
work? Some people don’t mind a long commute, but others shudder at
the thought. If you are someone who can’t stand being in the car
for long periods of time, make sure you don’t settle for a job that
is 40 miles away.
While some individuals do not need much time off during the year,
others desperately need vacation time to re-energize. If vacation
time is important to you, make sure you know how much you are
getting and whether or not you can actually use it. Vacation is one
area in which prospects can often negotiate when getting a higher
salary is out of the question.
Other Factors
Do you have other personal priorities you need to consider? What
about training and educational opportunities? Or how about actual
work hours? At some companies, working 50 to 55 hours a week is the
norm, while others have employees punching the clock at exactly 40.
Is it a big deal to you to work overtime? What about the overall
work environment? Do you want a big corporate campus complete with
a cafeteria, company convenience store, and maybe even a health
club, or will you be happy in a small office with 10 employees?
The bottom line is that knowing what your priorities are at the
beginning of your job search will help you make sure you are moving
in the right direction and focusing your energy on jobs that will
truly meet your needs.
This article is courtesy of

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The amount of knowledge you have about a potential employer, and
on the industry in which you hope to work can give you a
competitive edge. This pertains both to making initial contact with
employers and before going on interviews. In addition, having
information on a company is also invaluable when it comes to
evaluating a job offer.
You should know the company’s industry, what they do, who some
major clients are, and the names of some of the company’s
higher-ups, i.e. CEO, President, etc. You should also know who is
in charge of hiring for the position you are seeking.
Here are some resources to find company information.
  1. Corporate Websites-Most businesses use their home pages as a
    marketing or communication tool for generating and retaining
    business. They may also provide annual reports, news articles,
    business ventures, and information about products and services. You
    should spend a good portion of your research time reviewing the
    information available at your company’s home page. You can locate a
    company’s web page by using a search engine such as
  2. Directories-Here you can get information on public and private
    companies, although you may be limited with private company
    information. A couple sites to check out are:
  3. Press Releases-Like an annual report, press releases present
    information in a way that appeals to the media, and in turn to the
    consumer. They are generally written by professionals who know how
    to make even the most damaging news somewhat palatable. If you need
    to find out newsworthy information about a company they are a good
  4. Local newspapers-Local newspapers usually publish articles
    about companies in their city or town. This is often the only place
    you will find information on small, local companies. Some
    newspapers publish special business sections once a week. You will
    also find information about employees at those companies. Should
    someone win an award or special recognition, a local newspaper is
    where you would find it. You are probably wondering what this bit
    of trivia could mean to you. Well, imagine this scenario. You learn
    you are going to be interviewed by Joanne Manager. You do a little
    research and find out that she just won a 10 kilometer race. It
    just so happens that you’re a runner as well. Isn’t this a great
    way to establish rapport?
  5. National Newspaper-While the New York Times is not
    planning to change its name to the U.S. Times, it can
    serve as a source of national information. The same can be said of
    other newspapers across the country, like The Boston
    , The Chicago Tribune, and The Washington
    , to name only a few. Articles on larger U.S. and
    international companies are featured in the pages of these
    publications. If something newsworthy happens you will probably
    find it in any large newspaper. Many are also available
  6. Business Journals-The most well known is The Wall Street
    . There are also smaller, more local business journals.
    You can find information on local companies as well as companies
    with a wider geographic scope. These journals provide a good way of
    tracking who has moved where, what companies have what clients, and
    which companies are relocating to your area. Openings of new
    businesses should also be announced in a business journal.
  7. Industry Journal-These publications follow companies within
    different industries. This is a great way to become more
    knowledgeable about the industry in general. You can look at trends
    and upcoming changes to determine how you can best make an impact.
    Remember, you are trying to show potential employers what you can
    do for them.
  8. Professional Journals-These journals keep you apprised of
    goings on in your field. In addition to providing company
    information, professional journals give insight into changes in a
    particular field. These publications also contain advice about how
    to do your job better. Being able to discuss new medical billing
    software with the office manager of a doctor’s office will show
    your level of expertise and interest in the field.

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