St. Louis Job News and Opportunities
St. Louis Job News and Opportunities
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Job News & Opportunities
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St. Louis Jobs News and Opportunities

Online Job Fair at CBL Area Malls
ST. LOUIS, MO, (SLFP.com), May 10, 2013 - Imagine finding your next job ... while lounging in your pajamas! CBL properties are hosting an online job fair to fill positions at their five CBL Malls in St. Louis. Job seekers can visit the mall websites May 13 - 26 to browse a complete list of stores that are hiring! Instructions are available on line to apply for the jobs via retailer websites or in person at the stores.

More than 20 mall retailers including: Aeropostale, Body Central, Charmning Charlie, CJ Banks, Hallmark, Icing, Loft and New York & Company are accepting applications and interviewing for a variety of seasonal, full-time and part-time positions including sales associates, managers and more.

"Many stores have immediate openings they are looking to fill," said Sean Phillips, regional marketing director. "This job fair is a great opportunity for people to find the perfect job - whether it's a part-time position or a full-time job."

Available positions and participating stores vary by mall. For more information and a complete list of opportunities, visit the mall websites.

Chesterfield Mall - www.Chesterfield-Mall.com

Mid Rivers Mall - www.ShopMidRiversMall.com

St. Clair Square - www.StClairSquare.com

South County Center - www.ShopSouthCountyCenter.com

West County Center - www.ShopWestCountyCenter.com


What Workers Want: Employer Branding in a Rebounding Job Market
ST. LOUIS, MO, (SLFP.com), April 23, 2013 - As competition for talent heats up in the US and confidence levels among American workers continues to climb, new research conducted by Randstad US will arm employers with the insights they need to cultivate and optimize their employer brand - everything from their carefully crafted value proposition to the public's perception.

"An employer brand is a billboard for the organization, and the importance of this public sentiment goes beyond recruitment efforts," said Jim Link, managing director of human resources for Randstad US. "Clearly, company reputation impacts attractiveness among potential candidates. It is also clear a strong employer brand will further drive bottom-line results by creating a stable workforce, increasing productivity, and engaging key stakeholders. This affects all aspects of the organization, and when managed effectively, can elevate leadership and visibility within the company's industry."

In order to help employers learn how to develop and deliver on this brand promise, Randstad took a closer look at what workers expect and want from a prospective employer. Key findings include:

Show Me The Money ... And, Give Me Security And A Nice Working Environment Top Three Factors in Choosing a New Employer

Competitive salary and benefits
Long-term job security
Pleasant work atmosphere

Over the last several years, many Americans have witnessed or personally experienced salary freezes, temporary furloughs, layoffs, and even long periods of unemployment. Given these recent strains, along with continued unease around the state of the economy, it may come as no surprise that US workers seek financial security first and foremost. Even so, money isn't everything. A pleasant work atmosphere follows closely as one of the top factors in choosing a new employer.

It's All About R-E-S-P-E-C-T

A majority of workers want recognition for their good work (52 percent)
Around half of employees tout the importance of open and honest communication (51 percent)
Forty-nine percent of America's workforce wants the respect of their colleagues

A pleasant work atmosphere is linked closely with job recognition, open communication, respect, and even fun and friendship. A good first step in building and sustaining an employer brand is to craft a culture that values employees, recognizes their contributions, and celebrates successes. Encouraging social connections among workers will not only nurture a sense of team spirit, it will also strengthen and solidify a feeling of shared commitment and accountability.


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Pique the Interest of Peak Talent

Just over half of workers find a job interesting when it makes good use of their existing skills
Even so, 43 percent of employees are interested in the acquisition of new skills
For 39 percent of US workers, a job is considered "interesting" when new ideas are valued

People seek employers that offer the opportunity to acquire new skills while making use of their existing capabilities. In order to attract and retain top talent, companies must provide an avenue for continued learning, whether through traditional training channels or participation in cross-functional teams and activities. Supporting professional development initiatives and fostering career advancement will go a long way in retaining talent and maintaining a high performing workforce. Spread the Word

Employers should research what people are already saying about the company when drafting a blueprint for their employer brand. In a social media age, word of mouth communication is both accelerated and amplified. Company decision makers should use these digital conversations as an informal focus group and consider what's being said online as a benchmark for their brand value.

Employers can facilitate positive social mentions by encouraging current employees to serve as brand ambassadors. Additionally, engaging in dialogue with potential candidates will create an online talent community, which will establish a pre-employment connection with prospective employees.


SLATE Missouri Career Center To Help Dislocated Hostess Workers
ST. LOUIS, MO, (SLFP.com), April 23, 2013 - SLATE MISSOURI CAREER CENTERS, a service provided by the St. Louis Agency on Training and Employment (SLATE) announces over $1.2 million immediately available to assist workers throughout Missouri affected by the closure of Hostess Brands, Inc.

In March, the U.S. Department of Labor (DOL) awarded a National Emergency Grant (NEG) to the Missouri Division of Workforce Development to supplement funds available under the Trade Adjustment Assistance (TAA) program. Jobseekers formerly employed by Hostess Brands are now eligible for training reimbursement and supportive services such as transportation assistance and emergency aid in addition to the career guidance, workshops and other Missouri Career Center services available at no cost.

Eligible individuals can contact SLATE's Downtown location at (314) 589-8000 or the Central West End location at (314) 877-0916 for more information. City of St. Louis Mayor Francis Slay states, "SLATE has the staff and resources to help anyone formerly employed with Hostess. I encourage them to take advantage of this opportunity."

DOL approved a total NEG amount of $2,183,749 depending on the state's continued need for assistance. These funds will help serve workers at 39 sites in Missouri and Missouri residents who were employed at worksites in Kansas and Oklahoma. The St. Louis area (St. Louis City, St. Louis County, and Franklin/Jefferson counties) is home to an estimated 435 workers eligible for assistance from both the TAA and the NEG.

The closing of Hostess Brands laid off an estimated 18,000 workers from 864 company locations in 48 states. Federal, state and local agencies nationwide are acting to ensure those affected are able to reskill and rapidly find new employment.


Archived Stories:
State Parks Youth Corps Returns to Help Young People with Summer Employment
High Unemployment, Growing Skills Gap, and Demand for Survival Services Key Concerns Among City Officials
SLATE to Conduct Virtual Recruitment Event
Track Which Industries Are Growing When Paving a Career
CareerBuilder and EMSI Release Top Growth Areas for Temp Jobs
Mayor Slay To Recognize Six Show-Me Heroes Employers
Travel Employment Drive's Nation's Economic Recovery

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