Job Search Tips for Women in Celebration of Women’s History Month

March is Women’s History Month, an annual observation dedicated to highlighting the contributions of women in history. The female presence in the workforce is increasing in just about every industry. With women working more, their earnings have become a growing share of the family income. For those currently looking for work, here are some strategies to employ during your job search.

Put your Social Skills to Work and Network Effectively

According to a Brandwatch blog, women are biologically wired for social networking.  When it comes to the Internet, women are more engaged than men. Take advantage of your digital savvy and use the Internet, social media and job sites as the basis of your job search.  The natural charisma, articulation, and grace of women can be powerful tools of persuasion. Show off your confidence by creating conversations, leading groups, and attending multiple in-person networking events. LinkedIn is a forum for connecting and networking.  There are many helpful groups that you could join to interact with like-minded people.  All-women networking groups have cropped up in recent years and can be easily found through LinkedIn.

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Hard to Fill Jobs Series – Blog 1

The unemployment rate has dropped since 2008, but there is no doubt that there are lots of people without jobs and are looking hard to find one. Despite the current unemployment rate, many good jobs go unfilled. The main reason seems to be greater number of jobs in certain fields and not enough talent to fill those positions.

Each year, human resources consulting group named ManpowerGroup releases its Talent Shortage Survey, geared towards determining which professions are struggling the most to find the skilled professionals they need to carry out their business functions. 45% of employers surveyed this year reported that talent shortages resulted in a reduced ability to serve clients, while 37% reported reduced competition and productivity. Topping the list for the fifth year in a row is skilled trade workers, a group of professions that have been on the list every year since 2008, and topped it every year since 2010. Rounding out the top three are restaurant and hotel staff and sales representatives as economic recovery continues and spending on restaurant meals and vacations grows.

The areas that are facing the shortages the most are:

Skilled trade- Skilled Trades occupations are jobs that are prevalent in manufacturing and construction. Skilled trades can provide a promising career path. Electricians, are by far the largest of all the skilled trades with more than 600,000 jobs in the U.S. Also included under skilled trade are a host of production occupations such as welders and industrial machinery mechanics. Nearly 60 percent of all skilled-trade workers are employed in manufacturing, and another 17 percent work in construction.

We at America’s Job Exchange are starting a new series where we will focus on one hard to fill job each week and show you what skills it entails and other details like salary and projected growth outlook.

This week we will take a look at the job of an electrician.

Title: Electrician


  • Install, maintain, and repair electrical wiring, equipment, and fixtures. Ensure that work is in accordance with relevant codes. May install or service street lights, intercom systems, or electrical control systems.

Primary responsibilities

  • Plan layout and installation of electrical wiring, equipment, or fixtures, based on job specifications and local codes.
  • Connect wires to circuit breakers, transformers, or other components.
  • Test electrical systems or continuity of circuits in electrical wiring, equipment, or fixtures, using testing devices, such as ohmmeters, voltmeters, or oscilloscopes, to ensure compatibility and safety of system.
  • Use a variety of tools or equipment, such as power construction equipment, measuring devices, power tools, and testing equipment, such as oscilloscopes, ammeters, or test lamps.
  • Inspect electrical systems, equipment, or components to identify hazards, defects, or the need for adjustment or repair, and to ensure compliance with codes.
  • Prepare sketches or follow blueprints to determine the location of wiring or equipment and to ensure conformance to building and safety codes.
  • Diagnose malfunctioning systems, apparatus, or components, using test equipment and hand tools to locate the cause of a breakdown and correct the problem.
  • Work from ladders, scaffolds, or roofs to install, maintain, or repair electrical wiring, equipment, or fixtures.
  • Advise management on whether continued operation of equipment could be hazardous.
  • Maintain current electrician’s license or identification card to meet governmental regulations.

Skills Needed:

  • Troubleshooting — Determining causes of operating errors and deciding what to do about it.
  • Repairing — Repairing machines or systems using the needed tools.
  • Active Listening — Giving full attention to what other people are saying, taking time to understand the points being made, asking questions as appropriate, and not interrupting at inappropriate times.
  • Critical Thinking — Using logic and reasoning to identify the strengths and weaknesses of alternative solutions, conclusions or approaches to problems.
  • Judgment and Decision Making — Considering the relative costs and benefits of potential actions to choose the most appropriate one.
  • Installation — Installing equipment, machines, wiring, or programs to meet specifications.
  • Active Learning — Understanding the implications of new information for both current and future problem-solving and decision-making.
  • Complex Problem Solving — Identifying complex problems and reviewing related information to develop and evaluate options and implement solutions.
  • Equipment Maintenance — Performing routine maintenance on equipment and determining when and what kind of maintenance is needed.
  • Instructing — Teaching others how to do something



  • Post-secondary certificate


  • Median wages (2013) $24.28 hourly, $50,510 annual

Job Outlook

  • Projected growth (2012-2022): faster than average (15% to 21%).





AJE Virtual Career Fair-Helpful Tips for a Great Seeker Experience!


Virtual job fairs have existed for a while but now are becoming more mainstreamed and being recognized as a very useful tool by both job seekers and employers. Companies looking to match job openings with candidates with the right skills are turning to virtual job fairs to reduce cost and also to expand reach. In these online events candidates and employers meet in a virtual environment but are able to have ‘face to face’ meetings and discussion. Job seekers can sign in and upload resume to be matched with employers, or are able to simply browse companies’ online “booths”. These “booths” are often staffed by recruiters and hiring managers and candidates can ‘line-up’ to ‘speak’ with them directly on topics such as job openings, growth opportunities, compensation, benefits and company culture.

America’s Job Exchange (AJE) is very proud to unveil its first virtual career fair, February 12, 2015, 12pm-5pm. On the actual day of the event, employers will have a chance to chat with candidates in a real-time live chat that is timed so that they can interact with numerous talented job seekers. The advantages of a virtual job fair are that candidates can be part of a recruitment event from the comfort of their own home. In one day, they are able to meet a multitude of recruiters and hiring managers from different companies. The travel expense is completely eliminated and there are ample networking opportunities. Also, much of the information in an online job fair can be digested at the job seeker’s own pace. Sometimes there are live one-on-one chats with high level executives that a job seeker would probably not have had access to in a traditional job fair.

Here are some helpful tips for a smooth seeker experience at our virtual career fair:

  • Answer questions about skills, experience and interests to decide company compatibility
  • Communicate with hiring managers and recruiters through instant message and other online technologies
  • Apply immediately to posted jobs
  • Visit virtual ‘booths’ to learn more about companies and also through their message and video boards

Before the Fair:

We will inform you about the organizations that are participating prior to the fair through email blasts. Select companies that you are interested in and conduct research on them. You should research company products, culture, news and events. Visit their website and see what job openings they have posted. Prepare questions for the hiring managers and recruiters. Your questions should reflect your knowledge of company needs and that you are the best candidate for them.

Update your LinkedIn and other social media profile. Along with that, also update your resume.

During the Fair:

On the day of the virtual fair, turn off your cell phone and sit in a quiet and non-distracting space in case recruiters/employers want to Skype with you. Have a hard copy of your resume handy to refer to while you speak and an electronic copy accessible so you can upload as needed. You need to dress well for the virtual job fair just as you would for a regular job fair, as this will help you respond in a professional manner. During a virtual job fair, a lot happens through Instant Messaging. Be mindful of being professional even while conducting a chat session. Take careful notes to keep track of people with whom you had conversations. During chats, keep on topic and do not deviate or appear familiar. An important thing to remember is to be patient as recruiters and hiring managers have multiple conversations going so there might be a delay. It is a great idea to network with other candidates to expand your network of contacts while you are waiting for responses from recruiters. Exchange leads and ask for referrals. If you come across a company that you are interested in but do not see an open position at the moment, just let the recruiter know and inquire if you can follow up and keep in touch.

After the Fair:

Quickly after the day of the virtual fair, send out thank-you emails and letters by mail. Connect with contacts on LinkedIn and stay in touch. Keep monitoring your social presence and make it stronger as you can be sure that recruiters and employers will revisit your social sites after they have had a chance to connect with you online if they are interested.

Check out our video for more information about this event.

Good luck and hope you have a great experience at our virtual job fair!


From the NILG Floor

August 5-8, 2014, were a few busy days for America’s Job Exchange. Exhibiting at NILG, we were in the midst of the electrifying atmosphere of the 50th year of the Civil Rights Movement and a host of employers who were actively seeking to recruit talent of diversity and understand the compliance issues that are related with affirmative action and EEO hiring.

We were happy to display our compliance solution to many prospective customers and thrilled to see many of our existing customers who stopped by to say hello. The new regulations that have tightened the requirements for diversity hiring, especially for veterans and candidates of disability, make outreach and OFCCP compliance related steps even more critical. Outreach and reporting are two sides of the same coin, so effective outreach has to go hand in hand with meticulous and organized reporting. Continue reading

The Value of Understanding Adverse Impact

Adverse impact is the analysis of selection rates of protected and non-protected groups. According to the guidelines “a selection rate for any race, sex or ethnic group which is less than four-fifths (or 80%) of the rate for the group with the highest rate will generally be regarded by the Federal enforcement agencies as evidence of adverse impact, while a greater than four-fifths rate will generally not be regarded by Federal enforcement agencies as evidence of adverse impact.” For example, say there are 135 applicants: 72 non-minority compared to 63 minority.  Seven of the 72 non-minority applicants were hired, which is a 9.7% hiring rate. On the other hand, 3 of the 63 minority candidates were hired making the hiring rate 4.8%.  The 80% rule states that the selection rate of the protected group should be at least 80% of the selection rate of the non-protected group. So, in this case, the adverse impact is 49.5%. Common adverse impact analyses have been traditionally minorities vs. non- minorities, or males vs. females. Now, more detailed analyses are conducted to understand the “favored group.” Continue reading

Transform Your Military Resume for the Civilian Workforce

Transform Your Military Resume for the Civilian WorkforceMost employers know that hiring veterans is a smart business decision for the multitude of skills and attributes they bring to the table. It is also true that in spite of that knowledge, many recruiters pass over military resumes simply because they do not understand them.  Now that you are back from duty and ready for civilian life, take time to create a resume that has high impact.  Demilitarize your resume.


Veterans already possess skills and training that transfer easily to the civilian workforce.  They also have the proven ability to learn new skills fast.  Your discipline, determination, perseverance and the ability to work under pressure are big attributes. Veterans are trained to meet deadlines in a timely fashion in spite of any stress.  They understand the importance of sticking with a task till it is completed. Make sure those skills are highlighted to match the job you want.  Have a clear goal and match your military skills to that goal.

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