CareerBuilder Reveals Hot Industries for Job Growth Over the Next Five Years

CHICAGO – June 4, 2015 – Looking to find a new job, make a career change or declare a major? CareerBuilder released a new list of industries that are expected to add jobs at an accelerated pace from 2014 to 2019. The study is based on data from Economic Modeling Specialists Intl (EMSI), CareerBuilder’s labor market analysis arm that pulls data from over 90 national and state employment resources.

The U.S. is projected to create roughly 8 million jobs from 2014 to 2019 – a 5 percent increase – though a significant number of industries will likely experience a greater percentage gain during this period.

“Around one third of all U.S. industries are expected to outperform the national average for employment growth over the next five years,” said Matt Ferguson, CEO of CareerBuilder and co-author of The Talent Equation. “While it’s not surprising that technology and health care made the list, the accumulation of new jobs will take place within a diverse mix of industries requiring a broad range of skills and experience.”

The following industries are among those that are projected to add at least 10,000 jobs and experience at least 15 percent growth in employment over the next five years:

Industry

2014 Jobs

2019 Jobs

Job Added 2014 – 2019

2014 – 2019  % Change

Translation and Interpretation Services

34,431

46,832

12,401

36%

Specialty Hospitals (except Psychiatric and Substance Abuse)

205,998

266,694

60,696

29%

Residential Remodelers

560,396

708,646

148,250

26%

Home Health Care Services

1,344,672

1,677,455

332,783

25%

Wine and Distilled Alcoholic Beverage Merchant Wholesalers

78,668

97,990

19,322

25%

Electronic Shopping

191,400

234,919

43,519

23%

Environment, Conservation and Wildlife Organizations

60,233

73,465

13,232

22%

Continuing Care Retirement Communities

437,292

531,030

93,738

21%

Marketing Consulting Services

258,114

313,256

55,142

21%

Offices of Physical, Occupational and Speech Therapists, and Audiologists

353,514

428,893

75,379

21%

Computer Systems Design Services

893,689

1,083,160

189,471

21%

Portfolio Management

213,997

252,526

38,529

18%

Solid Waste Collection

143,197

167,397

24,200

17%

Internet Publishing and Broadcasting and Web Search Portals

164,637

192,240

27,603

17%

Exam Preparation and Tutoring

116,009

135,389

19,380

17%

Nail Salons

136,724

158,897

22,173

16%

Beer and Ale Merchant Wholesalers

106,721

123,970

17,249

16%

Medical Laboratories

188,151

218,197

30,046

16%

Pet Care Services (except Veterinary)

93,663

108,299

14,636

16%

Sports and Recreation Instruction

153,428

177,160

23,732

15%

About CareerBuilder®

CareerBuilder is the global leader in human capital solutions, helping companies target and attract great talent. Its online career site, CareerBuilder.com®, is the largest in the United States with more than 24 million unique visitors and 1 million jobs. CareerBuilder works with the world’s top employers, providing everything from labor market intelligence to talent management software and other recruitment solutions. Owned by Gannett Co., Inc. (NYSE:GCI), Tribune Company and The McClatchy Company (NYSE:MNI), CareerBuilder and its subsidiaries operate in the United States, Europe, South America, Canada and Asia. For more information, visit www.careerbuilder.com.

CareerBuilder Media Contact
For all media inquiries and interview requests, contact:

Jennifer Grasz
(P) 773-527-1164
(E) jennifer.grasz@careerbuilder.com

Career Alternative Special Events for February 2016

3 SPECIAL EVENTS THIS MONTH!

Have You Ever Feared Being Downsized?
Have You Ever Struggled to Find a Job That Utilizes Your Skills?
And Fairly Compensates You?
Are You Tired of Making Someone Else Wealthy?


Lafayette: 2/17/16 11:00 am – 1:00 pm Click here to learn more and join us
Baton Rouge: 2/17/16 5:30 pm – 7:30 pm Click here to learn more and join us
New Orleans – Northshore: 2/18/16 11:00 AM – 1:00 PM Click here to learn more and join us

If you’ve ever considered business ownership and are ready to know how to make that a reality,
Small Business BIG POTENTIAL is a great start.

These FREE events will showcase leading franchise opportunities coming to Louisiana in the next two weeks.

These workshops will answer all your questions about franchise ownership.

How to find a franchise opportunity that meets your specific financial goals

How you can stay in your current job AND start a new business

How you can finance your business opportunity
*Lunch included PLUS FREE book, “The Franchise Rules” for the first 30 people to register. Must attend the event to receive your book.
Contact: Ted Fireman, Franchise Expert, Consultant & Coach | Owner, FranNet Louisiana

504.459.9404 | tfireman@frannet.com
FREE Top Franchises Business Expo in Louisiana
Successful Franchisors who are interested in expanding in Louisiana are coming together to MEET YOU!

Who Should Attend? 
You’ve Been Downsized 

You’re Looking for Alternative Investments

You’re Not Ready to Fully Retire

You Want to Start a Business With a Proven Concept

You’re Curious about Franchising Opportunities


Why You Should Attend?

This “must-attend” event is for anyone who wants to:
Be Your Own Boss

Build Long-Term Equity

Start a Business and Keep Your Job

Receive Personal & Free Consulting Services


What To Expect:

Following the presentations, you’ll have the opportunity to meet face-to-face with Ted Fireman, Local Franchise Expert from Frannet Louisiana, franchisors from top franchises, franchise funding specialists, and other resources to help determine if business ownership is right for you.

*Free Event Parking
**A light lunch will be served before presentations

Meet with recession-resilient companies expanding in Louisiana:
Senior Care Services

Residential Services

Floor Coverings

Graphics/Signage

Health & Fitness


Agenda:

Check-in, Meet Ted Fireman and Top Franchise Companies
Franchisor Presentations
Meet with the Franchisors, Talk to the Experts

Can’t make it for the entire event? That’s okay! Drop in when you can!

Meet Your Local Expert:

Ted Fireman | 504.459.9404

FACET Welcomes The Transition Team to The Global Outplacement Alliance

As a Founding member of the Global Outplacement Alliance (GOA), FACET is pleased to welcome Donald R. Truza and Anne Marie Truza, Principles of The Transition Team (Knoxville, TN | Detroit, MI), Inc. to the GOA.

The Global Outplacement Alliance is a cohesive network of national and international career service specialists providing seamless, best in industry career management, outplacement, and talent management services.

In 1998, Donald R. Truza, SPHR, CMF, an eight-year operating partner of the firm, assumed the reins of The Transition Team as CEO and moved the Executive offices to Knoxville, Tennessee while still maintaining regional office in Michigan.

Don also has the distinction of being President Emeritus of the Outplacement Industry’s official professional association: ACF International, and also former Vice President of Human Resources for Sea Ray Boats.

FACET is pleased to welcome a firm with such prestige to the Global Outplacement Alliance.

IT’S A JOB; NOT A LIFE SENTENCE

By Peter Berner for Pilot Career Moments

It’s a job; not a life sentence.

Stuck in a bad place? Going nowhere at work? Frustrated, bored, angry, disappointed? Mad at yourself for making a lousy career move? Sorry you took the money and wound up in the job from hell?

Don’t fret and don’t sweat. You paid the initiation fee to Club Career.

You will probably make even worse career moves in your working lifetime. That’s okay.  The important word here is “move”.

As long as you are on the move- learning, growing, challenging yourself and changing- you will be making the right career moves- even if they don’t work out the way you expected. You will learn from your mistakes. You will become wiser, sharper, and more attentive to the clues about what you need to be fulfilled and accomplished at this thing called ‘work’. It’s a job; not a life sentence.

Take great care of yourself, and your career.
Peter at Pilot Workplace Advisors

What Comes First: The Training Or The Monitoring? Tackling The Issue Of Monitoring Employee Social Media Use

This post comes to us from our friends at Firestorm, and is an important topic for Human Resource Pros – what are the ethics involved in monitoring employee social media use?

DOWNLOAD AND READ THE FULL INSIGHTS PAPER: The Right and Responsibility of Social Media Monitoring

worriedAcross the world, nearly one in four people have a social media account. This could be Facebook, Twitter, Instagram, Google+, Tumblr…the list continues. According to eMarketer, the number of social network users will increase from 1.47 billion in 2012 to 1.73 billion this year. That’s an 18 percent increase in just two years.

A couple of years ago, while watching a livestream of President Obama’s visit to Facebook, as the President walked in to the room, every single person raised their smartphone above their head.  ‘This is the new salute,’ I thought. This is ‘Social.’

—Karen Masullo, EVP of Social Media, Firestorm

We’ll throw some more numbers at you; more than 1.1 billion Facebook users upload 350 million photos a day. In just one minute, more than 100 hoursmore than 100 hours of video are uploaded to YouTube. During Hurricane Sandy, Instagram users posted 10 storm related images per second.

In addition, 64 percent of employees visit non-work related websites each day. This number increases to 86 percent following March Madness. More recently, the World Cup final blew through all previous social  records: Facebook reported that 88 million (including 10.5 million in the U.S., 10 million in Brazil, over 7 million in Argentina, and 5 million in Germany) people had more than 280 million social interactions related to the final. And the match broke the record for the highest level of Facebook conversation for any single sporting event.

The final also set another social-media record: 618,725 tweets per minute on Twitter at the end of the match, exceeding the previous 580,166 tweets per minute during Germany’s 7-1 squash of Brazil.

What does this mean? Essentially, employees today of all ages and skill levels spend a great deal of time on the Internet, including social media sites. As long as the surfing doesn’t interfere with work-related tasks, it’s not an issue, right? Wrong.
Not only can the use of social media during work hours be detrimental to your business, but so can off-the-clock Internet use.

There’s a nation-wide debate regarding social media: Should companies monitor employee social media activities? When is the line of ethical and non-ethical crossed? But first, what exactly is social media monitoring?

Monitoring is the process that keeps you on top of what others are saying about your organization, brand and results. It alerts you to online customer requests, comments and when two-way communication is expected. Monitoring keeps you informed of relevant industry discussions, data and opportunities. It also positions you to track your competitors or learn what your employees are saying to one another about your organization and clients. Most important, it allows you to spot opportunities and risks and manage both in real or nearly-real time.

REAL-LIFE CASES

RightsandRespPaper

The Right and Responsibility of Monitoring Employee Social Media Use

The number of cases of employees being fired because of online posting is astronomical. You may find numerous examples on the Firestorm Blog. Here are a few that stand out:

In 2009, Timothy DeLaGhetto took to Twitter to publicly complain about his work uniform at California Pizza Kitchen. The former server tweeted to corporate, “black button ups are the lamest s**t ever!!!” Corporate took noticed, figured out at which restaurant he was employed, and the rest was history. Making the most of the firing, DeLaGhetto then created a YouTube video entitled “Twitter Got Me Fired!!!” to explain to his fans (from his point-of-view) the termination. The video has more than 500,000 views.

In June of 2010, former Pittsburg Pirates’ mascot, Andrew Kurtz, 24, was fired after voicing his opinion online. The former mascot posted, “Coonelly extended the contracts of…”read the rest of this paper…download the full insight paper here…

1.9 Million of you use 123456 as a Password and it has to stop

We found this recent post by our partners at Firestorm eye-opening:

What’s this all about?  Adobe was recently hacked and about 150 million people’s account details have been leaked.

passwordFrom News.Softpedia “Cybercriminals have managed to steal over 130 million encrypted passwords after hacking Adobe’s systems. However, since the company did a poor job of encrypting them, security experts have already managed to crack most of them.”

That’s because Adobe used the Triple DES (3DES) hashing algorithm in ECB mode to encrypt the password. This type of encryption provides some clues to what the passcode might be.

This, combined with the fact that Adobe’s database also contained password hints, made it trivial for experts to crack them.

Stricture Consulting Group has published a list of the 100 most common passwords used by the Adobe customers whose details were stolen by cybercriminals.

Unsurprisingly, the most common password is “123456,” used by 1,911,938 people. “123456” is followed by “123456789,” a passcode set by 446,162 individuals.

The top ten also includes “password,” “adobe123,” “12345678,” “qwerty,” “1234567,” “111111,” “photoshop” and “123123.””

First thing you need to do?  Go to http://adobe.cynic.al/http://adobe.cynic.al/ and check to see if your email is on the list.  Change your Adobe password immediately, and please use a complex password.

Considering Passphrases as opposed to Passwords

From technet.microsft.com:

The key differences between pass phrases and passwords are:

(1) A pass phrase usually has spaces; passwords don’t

(2) A pass phrase is much longer than the vast majority of words, and, more important, longer than any random string of letters that an ordinary person could remember.

Although a pass phrase could simply be considered a very long password, typically it is constructed of a sequence of words, or something similar to words.

Second, you need to understand the difference between password guessing and password cracking. Password guessing is when someone sits at the console or at a remote machine trying passwords. Guessing is not relevant to this article, because if an account has a relatively complex password, guessing will not succeed anyway. If guessing succeeds, the cause is either incredible luck on the part of the attacker, or a weak password.

Strong Passwords and Passphrases

From Microsoft Security: A strong password is an important protection to help you have safer online transactionssafer online transactions. Here are some steps to create a strong password. Consider using some or all to help protect yourself online:

  • Length. Make your passwords at least eight (8) long.
  • Complexity. Include a combination of at least three (3) upper and/or lowercase letters, punctuation, symbols, and numerals. The more variety of characters in your password, the better.
  • Variation. Change your passwords often. Set an automatic reminder to update passwords on your email, banking, and credit card websites every three months.
  • Variety. Don’t use the same password for everything. Cyber criminals can steal passwords from websites that have poor security, and then use those same passwords to target more secure environments, such as banking websites.

There are many ways to create a long, complex password. Here are some suggestions that might help you remember it easily:

What to do Example
Start with a sentence or two. Complex passwords are safer.
Remove the spaces between the words in the sentence. Complexpasswordsaresafer.
Turn words into shorthand or intentionally misspell a word. ComplekspasswordsRsafer.
Add length with numbers. Put numbers that are meaningful to you after the sentence. ComplekspasswordsRsafer2013.

More strategies for strong passwords

Test your password with a password checker

A password checker evaluates your password’s strength automatically. Try Microsoft’s password checker.

Characteristics/Examples of Weak/Bad Paswords/Passphrases

  • Do we have to say 123456?
  • Your name in any form – first, middle, last, maiden, spelled backwards, nickname or initials
  • Your user ID or your user ID spelled backwards
  • Part of your user ID or name
  • Any common name, such as Joe
  • The name of a close relative, friend or pet
  • Your phone number, office number or address
  • Your birthday or anniversary date
  • Simple variants of names or words (even foreign words), simple patterns, famous equations or well-known values
  • Your license plate number, your social security number or any all-numeral password
  • Names from popular culture (e.g.: Beatles, Spiderman, etc.)
  • Any password that is offered forth as an example
  • ILoveYou
  • Permutations of the username
  • Family or pet birth dates
  • Family or pet names or acronyms built from them
  • Hobbies or activities
  • Work or school-related information or work/school acquaintances
  • Names of places visited or worked
  • Important numbers such as social security, phone or account numbers
  • Common words from dictionaries including foreign language
  • Common dictionary word permutations
  • Names or types of favorite objects
  • All digits or all the same letter or letter sequences found on keyboards

What Next?

Read this article in Digital Trends by Geoff Duncan, that states in part: “…even our seemingly innocuous accounts can be stepping stones to PayPal, Amazon, iTunes, credit cards, bank accounts, and identity theft — and those are precisely what serious attackers want. With so much of our day-to-day lives now online and password breaches becoming so commonplace, an ounce of prevention — say, 16 random characters — can be worth a pound of cure.”
Related articles

A Tale of Two Candidates

By guest contributor and FACET Transition Consultant Karen M. Carroll

Recently, we had two candidates from different client organizations with very different needs.  We’ll call these candidates “Mary” and “Jane.”

Mary is a Senior-level, dual Master’s degreed Engineer, with an exceptional career history.  While Mary is technologically savvy, she had a bare-bones LinkedIn profile as she had held her previous position for more than 10 years and did not use LinkedIn to network or develop new business for her company.  Her resume was very, very long.

While Mary has a tremendous business network, and was very comfortable approaching them regarding her transition, she did have a need to present her qualifications, skills, abilities and background – her marketing materials – in a more compact and succinct manner.  Additionally, she was aware that interviewing requires preparation and practice, and her ideal target company has a very stringent interview process.

During our initial assessment with Mary, and because “boutique” Outplacement firms like Facet have the ability to completely customize a program, we created a program within the 6-month time-period her former employer offered; we collaborated on her new resume, created a complete LinkedIn profile and trained her on usage, and held several face-to-face interview role-playing sessions.  Mary took advantage of all resources offered, deeply researched her target companies, and successfully transitioned into her new role – after considering three offers – at her number one employer preference. Her entire experience took 5.5 months, and as a part of her negotiation package, requested her new employer sponsor a one-month on-boarding program in lieu of another benefit she did not need.

Our second candidate “Jane” was of a different mind-set when she first engaged in her program; she was angry, she was hurt, she was scared.  By acknowledging and engaging in her transition program she would be acknowledging the reality of the end of her former position. She was resistant.

As a consultant, our first job is to listen.  It is critical we understand the candidate’s current state in order to appropriately keep our client companies informed of any future challenges or potential risks, and in order to best assist the candidate in moving forward.

Again, by having the ability to communicate with the candidate and customize a program, rather than try and fit Jane into a cookie-cutter template, we were able to meet her as she needed to be met; through the virtual program option her sponsoring employer selected, we helped her inventory her skills and accomplishments – of which there were many – and this exercise alone helped her see her worth and focus her energies on moving forward.  As she was fluent in social media, we worked together to choose the best social tools and resources that would be “active” rather than “passive” tools.  We Skype interviewed to help hone her skills in this area, and recorded the sessions for playback and analysis.  We provided access to virtual tools and resources that addressed every aspect of her transition.  Jane has moved forward effectively, and potential damage to her previous employer was mitigated.

Many outplacement companies today market “new” solely virtual programs with the promise of reducing cost by reducing consultant interaction time.  There is nothing “new” in taking quality out of a program to reduce cost.  At Facet, we know that each candidate requires specific tools and services in order to move on in their career, and through the guidance of a seasoned transition consultant, we manage the delivery of these “Classic” services – whether virtual or face-to-face – in a cost- and time-appropriate manner that does not abandon the candidate, and we have been doing so successfully for years.

Have questions on the best solution for your company?

Call us at 888-868-8973 and learn more about our custom solutions via this video