A new report has found that the search for top executives to lead in nearly all sectors continues despite concerns over the financial stability of the U.S. and European economies.

Here is the original post: Executive outlook report finds hiring boom continues despite economic concerns

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A new report has found the combination of consumer demand and the advancement of business applications for new technology continues to drive job growth in the high tech sector.
According to the Jones Lang LaSalle report, which tracked 18 markets, jobs in the high tech industry are increasing at nearly four times the national average of other occupations since the height of the economic downturn in February 2010. The report also found high tech companies drove up the demand for office space and an increase in venture capital investments.
Of the more than half million office jobs created since last year, the report found 127,000 positions were in the high tech services with San Francisco, Silicon Valley and Baltimore adding the biggest numbers to the high tech workforce over the past year and a half.
The report comes as officials in Pennsylvania are hoping the area will become a major high tech hub alongside Silicon Valley and Massachusetts.
Pennsylvania has seen a 1.6 percent increase in the number of high tech jobs from 2009 to 2010 with Franklin County having one of the highest concentrations of high tech companies in the state due to its lower tax base and overhead, according to the Bureau of Labor Statistics.

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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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A new study has found that approximately 466,000 jobs have been created in the “app economy” in the U.S. over the past five years.

According to the research by TechNet, jobs for computer software applications, along with the broad communications sector, are now leading sources of hiring strength in the labor market.

“America's app economy – which had zero jobs just 5 years ago before the iPhone was introduced – demonstrates that we can quickly create economic value and jobs through cutting-edge innovation,” said Rey Ramsey, president and chief executive officer of TechNet. “Today, the app economy is creating jobs in every part of America, employing hundreds of thousands of U.S. workers today and even more in the years to come.”

The research also found that the highest percentage of app jobs are now being created in the New York City area and San Francisco, as well as in parts of Georgia, Florida and Illinois.

Meanwhile, Acxiom Corporation has announced plans to add 150 employees at its Central Arkansas operations, according to the Log Cabin Democrat.

The mobile app, email and social media company said it plans to recruit for software developers and product management positions from a number of local universities.

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That cute, affable guy who brags of his drunken exploits on
FaceBook.com 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
unemployed!”
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 Careerbuilder.com

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