Career Resources : Draft a Winning Resume

Okay, folks, for all of you who have spent lots of money on resume writing seminars, books, tapes and resume services, we’re about to show you the “real deal” for free. Let’s get down to the basics. Your resume is going to be utilized by organizations throughout the world to rank you amongst your peers. Since you are not submitting a video resume, and don’t have a voice to tell people all about yourself, it’s important that your resume do it for you, in the best, most concise way.

First, forget everything you learned in high school about your resume. Unless you just entered the working world, you should not have a one-page resume anymore. I know that some of you may think, “I’ll be able to elaborate when I’m in the interview.” Typically, with a “one-pager” there will BE no interview. You simply won’t be able to compete. Whether a recruiter submits your resume, or you’re answering an advertisement, you are going to be competing with at least 5, and as many as several 100 other candidates. Why not make the best impression you can, on paper or electronically, before you WOW them in person? Let’s begin, shall we?

On the top of your resume, you should list your name, address and contact number. If you have a private work number, it wouldn’t hurt to include it. We’d like to think that most Human Resource Directors are savvy to the whole “confidentiality” thing! One of the most important things to include in this section is an email address. In this technological world, it is imperative to have an email address so that you can be contacted at any time. If you don’t have one… get one!

The next section that you probably have on your resume is an “Objective.” Right? Well, take it off! It is completely passé to include this on the resumes of today. You’re applying for a particular job and the hiring authority knows that as well. Don’t waste precious time and space telling them. Instead, you can include a small section called “Achievements.” Here, you can list, in bullet formation, about 5 accomplishments that you are particularly proud of without getting too verbose. Wait until you are describing each job individually to give the details.

Speaking of which, let’s move on to the “meat” of the resume. First, in big, bold letters, label this category (i.e.: Job History, Employment Background, etc.). Then, starting with your most recent company, list your positions. Try to make the resume as simple to understand and concise as possible. If you have held several positions with one company, you should not list that company every time. Simply put the Company name once with the TOTAL years of employment next to it. For that special touch, may we suggest putting a website next to each property or next to the parent company. Below that, specify the individual job titles and the dates that you held that position. For example:

HYATT HOTELS & RESORTS (1992-Present)
Grand Hyatt New York (1995-Present)

General Manager (1998-Present)
(1) Increased GOP by 19 to 28%, Occupancy up 34.6%, ADR up 5% to $312.87, RevPar up 10.8%

(2) Reduced labor costs by 23%, while increasing Guest Service Scores by 5 points to 88

(3) Nominated for and won “General Manager of the Year” for 1998

(4) Developed and implemented a $26 Million renovation project for the entire facility

Rooms Executive (1995-1998)
(1) Ranked #1 out of 106 domestic properties for Guest Satisfaction

(2) Received Industry Award for Excellence in Front Office Service

(3) Exceeded budgeted occupancy by 12% and ADR by over $23

(4) Strongly participated in the increase of GOP from $5.3 Million in 1995 to $14.6 Million in 1998 (or 43.6%)

Park Hyatt Washington (1992-1995)

Assistant Executive Manager
(1) Initiated quality control programs, resulting in improvements in Customer Service from the lowest in Hyatt Hotels to 1 of the top 5 in the Company

(2) Implemented a Rooms Merchandising weekly meeting and a 24-hour Guest Service Hotline

(3) Responsible for a budget of $35 Million

(4) Directly oversee Housekeeping, Laundry, Front Office, PBX, Reservations, Revenue Management, Guest Relations, Security, Engineering, Concierge, Bell and Valet Parking

(5) Heavily involved in union activity and contract re-negotiations

We have illustrated two important points: (1) Make sure to only list the parent company once, and (2) List job titles to the left and dates to the right. Remember, people are reading your resume like they read a story. Since, in general, people read from left to right, it is important that your resume flow much the same way. Additionally, peoples’ eyes are drawn to what stands alone. Many people mistakenly organize their resume with dates off the left, all alone, surrounded by a blank write page, and job titles and descriptions centered in the middle or off to the right. Not only are they emphasizing the dates of their employment (rather than title or accomplishments), but they are also limiting the writing space for each position. See the example below:

HYATT HOTELS & RESORTS (1992-Present)

1995-Present Grand Hyatt New York

General Manager (1998-Present)
(1) Increased GOP by 19 to 28%, Occupancy up 34.6%, ADR up 5% to $312.87, RevPar up 10.8%

(2) Reduced labor costs by 23%, while increasing Guest Service Scores by 5 points to 88

(3) Nominated for and won “General Manager of the Year” for 1998

(4) Developed and implemented a $26 Million renovation project for the entire facility

Rooms Executive (1995-1998)
(1) Ranked #1 out of 106 domestic properties for Guest Satisfaction

(2) Received Industry Award for Excellence in Front Office Service

(3) Exceeded budgeted occupancy by 12% and ADR by over $23

(4) Strongly participated in the increase of GOP from $5.3 Million in 1995 to $14.6 Million in 1998 (or 43.6%)

1992-1995 Park Hyatt Washington

Assistant Executive Manager
(1) Initiated quality control programs, resulting in improvements in Customer Service from the lowest in Hyatt Hotels to 1 of the top 5 in the Company

(2) Implemented a Rooms Merchandising weekly meeting and a 24-hour Guest Service Hotline

(3) Responsible for a budget of $35 Million

(4) Directly oversee Housekeeping, Laundry, Front Office, PBX, Reservations, Revenue Management, Guest Relations, Security, Engineering, Concierge, Bell and Valet Parking

(5) Heavily involved in union activity and contract re-negotiations

Notice how your eyes are drawn to the left side of the page. Can you see how the dates are the only thing emphasized in this example? Did you also notice how limited your description space will be? Also, please note that we only used the years of employment, rather than the month and year. Unless there are no unexplained breaks in your job history, you might be better served organizing it this way.

Now, we have mentioned “description space” several times already. What should be included? Understand that while you want to make the resume user-friendly, we don’t believe that it’s necessary to make it totally idiot-proof. In general, most people know the basics of what a Front Office Manager does or a General Manager. However, what should be included is anything that makes you stand out from other applicants. This is your space to brag. Don’t be arrogant… but feel free to highlight your accomplishments. For example, “Increased GOP by x%,” or “Decreased Labor Costs by x%.” Get as specific with your achievements as you can. Don’t be afraid to take credit where credit is due. Since some of your job descriptions might be quite lengthy, force people to read what you want them to read. It is completely acceptable to highlight certain words by underlining, italicizing, or using a bold font. We’ll bet that your eyes were drawn to those words! In terms of organizing the information, some people like to use bullet points, but we find that that wastes a lot of space. Paragraph formation, with an asterisk (*), is a much better use of space. This way, you are not obligated to write whole sentences, which are far too long and boring, but are able to continue your description on the same line. See the difference below:

General Manager

Point 1
Point 2
Point 3
Point 4
General Manager

*Point 1 * Point 2 * Point 3 * Point 4

We also suggest that you put reporting relationships in this section. Since every company has different titles for the same position, it might help to standardize things if you list to whom you reported. We recommend only listing about 10-15 years of job history. If you are senior manager or corporate executive now, no one cares that you worked as a bellhop in the local hotel when you were 16 years old. Besides, although it is illegal to discriminate on the basis of age, we don’t think that you should draw attention to how many years you have been working.

The next section of your resume is vital for survival. In fact, if you don’t have it… don’t bother submitting your credentials at all. We’ll bet that you’re all wondering what it is, huh? Computer skills! List all the programs and systems that you know. The more knowledgeable you are on systems, the more apt you are to be able to learn your future employers’ programs quickly.

Next, you should discuss your educational background. In today’s world, it is so easy to do extensive background checks on people. Do not lie about completing your college degree if you have not done so. On the other hand, if you have a formal degree, say so. There is a huge difference between, “XXX College- Hotel & Restaurant Management” and “XXX College – Bachelor of Science, Hotel & Restaurant Management.” To the trained eye, the former means that no degree was achieved, while the latter illustrates the opposite. If you are comfortable, feel free to mark the year of graduation, as it will most likely be verified anyway.

If you have additional skills and abilities, such as knowledge of a foreign language, or exciting, yet unrelated work experience, you can list them separately. Furthermore, if you belong to any industry-related organizations, it might improve your odds of getting an interview if you mention it. Some people include a section for personal interests and/or hobbies. Remember that this type of information can hurt just as much as help you. Since we spend so much of our time at work, interviewers often factor in their own personal tastes when making a hiring decision. For example, if you are a proud member of The National Rifle Association, and enjoy hunting deer on the weekends, and are interviewing with someone who has an ethical problem with that, you are probably not going to get that job. Be careful about getting too personal on a resume, or an interview for that matter.

With the explosion of internet-based career sites, resumes standards are changing rapidly. Some sites ask you to post your resume in electronic format, such as Microsoft Word, but each site is different. Many sites, such as this one, use resume builders to standardize career information, while others offering a lot of blank space for the “creative” writer. Remember, most of these sites will not even allow you to post your resume without an email address (thus the purpose of our earlier comment about getting your own personal email account). Once you’ve reached the area to post your resume, you must think about how a future employer will view the site. Typically, they are searching for candidates by using a “key word” search. This means that they are asking the computer program to select candidates who specifically mention a skill that they are looking for. For example, Company X will not look for “computer skills,” since those key words will create far too broad of a search. If, however, Company X uses Unix-based computer software, they will most likely search for candidates who have specifically mentioned knowledge of “UNIX.” Take special care when deciding what marketable skills you would like to attach to your record. Remember, unless you identify these “hot” skills specifically, no one will ever find you.

As for accomplishments, you probably will not be able to use as much detail when describing your career successes. Again, try to imagine how someone will be conducting the search to find candidates, and label your achievements appropriately. Some web sites will allow an employer to search for candidates using key phrases, such as “cut costs by over 20%.” If you only mentioned that you have successfully “significantly cut costs” at your last two jobs, your name will not come up on their recruiting lists.

Some sites are not industry-specific, so remember to describe your hotel(s) appropriately. For example, if an upscale hotel property is searching for a department head, they will most likely cut the data by asking for an equally-sized, similarly-ranked facility. Sometimes, just saying the name of your hotel isn’t enough. For example, although everyone knows the Waldorf=Astoria, if someone isn’t searching by facility name, your name will not appear as a candidate.

I know that it doesn’t need to be said, but I’m going to say it anyway. There is nothing more important than spell check… particularly when posting your credentials to a web site. If you spell your job title, email address, or any of your skills incorrectly, you will be lost in the resume abyss of unemployment. Please be diligent and review your work.

Finally, always offer references upon request. Do not list them on your resume, but be prepared to give names, titles, telephone numbers and relationship when asked. Understand that by providing this information does not mean that your references will be called upon to offer their opinion of you. More often than not, other people within the organization are contacted first. For example, if your future employer has a good friend of your former company, expect that s/he will be called upon long before your contact. That’s just the way of the world. We’re sure that you’ve heard the saying, “It’s a small world.” Well, if the world is so small, imagine how small our industry is!

We hope that this information has been helpful for you. Now get to work on putting together the best resume that you can… free of charge!

Keith Kefgen and Dena Blum-Rothman are principals at HVS Executive Search, the nation’s leading executive search firm specializing in the hospitality industry. Both are experts in executive staffing and are frequently quoted on issues related to human resources management. Mr. Kefgen has monthly columns in Hotel Business and Casino Executive magazines and is the author of pay-for- performance measurements for senior executives and directors of public companies. Mr. Kefgen and Ms. Blum-Rothman can be reached at kkefgen@hvs.com and dblum@hvs.com .

Kimpton Hotels added to the “100 Best Places to work” list

Broad recognition of Kimpton as a top employer demonstrates company’s commitment to employees

SAN FRANCISCO, January 23, 2009—Kimpton Hotels & Restaurants, a collection of 44 boutique hotels and chef-driven restaurants in the US and Canada, today announced that the company has been named to FORTUNE’s annual “100 Best Companies to Work For” list for the first time. FORTUNE recognized Kimpton as a top employer for striking the right balance between streamlining operations for financial efficiency and maintaining a steadfast focus on developing and rewarding existing employees.

“We are honored to be included on this prestigious list and are proud that our commitment to care for employees, even in times of economic difficulties, has been recognized,” said Mike Depatie, Kimpton’s president and chief executive officer. “At Kimpton, our employees are our brand, and their happiness in their job is our number one priority. We know that if an employee is happy at work, that feeling transcends to colleagues, guests and to their home life.”

According to FORTUNE, a driving factor for the companies on this year’s list is that they excel at creating jobs. As of January 2009, Kimpton has more than 180 available positions for its hotels and restaurants at all levels. Kimpton will also have additional positions to fill for new hotels and restaurants scheduled to open in 2009. These upcoming job opportunities will be primarily located in new markets for Kimpton, including South Florida/Miami, Atlanta, Baltimore and Philadelphia, and will also include an expansion of the company’s presence in Alexandria, Va.

To pick the “100 Best Companies to Work For,” FORTUNE works with Robert Levering and Milton Moskowitz of the Great Place to Work® Institute—a global research and consulting firm with offices in 30 countries—to conduct the most extensive employee survey in corporate America.

More than 81,000 employees from 353 companies responded to the 57-question survey created by the Institute. Two-thirds of a company’s score is based on the survey, which is sent to a minimum of 400 randomly selected employees. The remaining third is based on a company’s responses to the Culture Audit questionnaire, which asks detailed questions about demographics, pay and benefits, and open-ended questions on philosophy, communication and more.

“Our employees are passionate advocates for our company’s culture,” said Niki Leondakis, Kimpton’s chief operating officer. “We are confident that their enthusiasm for working at Kimpton every day and their passion to provide heartfelt care, both to each other and to our guests, coupled with our unique culture, are what sets Kimpton apart in the hospitality industry and shined through in this process.”

In addition to being named a top employer by FORTUNE magazine, in the past year Kimpton has also been recognized by several publications and organizations in their annual rankings of the best places to work, including: Center for Companies That Care 2008 Honor Roll, Chicago’s 101 Best and Brightest Companies to Work For, Crain’s New York, Dallas Business Journal, Human Rights Campaign’s Best Places to Work 2008, Oregon Business Magazine, San Francisco Business Times and Washington Business Journal.

Outlook looks Promising

The outlook for the restaurant industry grew more optimistic in recent months, as the National Restaurant Association’s comprehensive index of restaurant activity registered its fourth consecutive monthly gain in April.

The Association’s Restaurant Performance Index, or RPI, is a monthly composite index that tracks the health of and outlook for the U.S. restaurant industry. It stood at 98.6 in April, up by 0.8 percent from March, its highest level in 11 months.

The findings are in line with bullish data reported in the May 25, 2009, issue of Triangle Business Journal that indicated restaurants in Wake County generally are faring well. The data show that from July 2008 through February 2009, Wake County collected nearly $11.8 million from a 1 percent tax on prepared food and beverages. That’s almost a 7 percent increase from the $11 million collected in the same period in the previous fiscal year, according to information provided by the county.

Hudson Riehle, senior vice president of research and information services for the National Restaurant Association, says, “The recent growth in the RPI was driven by the ‘expectations’ component, which rose above 100 in April for the first time in 18 months, a level which indicates expansion.”

“Although the RPI’s ‘current situation’ indicators are still in a period of contraction, the solid improvement in the forward-looking indicators suggests that the end of the industry’s downturn may be in sight, says Riehle.

The RPI is based on responses to the association’s Restaurant Industry Tracking Survey, which is fielded monthly among restaurant operators nationwide on a variety of indicators, including sales, traffic, labor and capital expenditures. The index consists of two components — the Current Situation Index and the Expectations Index.

The Current Situation Index, which measures current trends in four industry indicators (same-store sales, traffic, labor and capital expenditures), stood at 97.0 in April, up by 0.9 percent from March and its highest level since August 2008. However, April represented the 20th consecutive month below 100, which continues to signify contraction in the current situation indicators.

Restaurant operators reported negative customer traffic levels for the 20th consecutive month in April. About 23 percent of restaurant operators reported an increase in customer traffic between April 2008 and April 2009, up from 20 percent who reported similarly in March. Also, 60 percent of operators reported a traffic decline in April, down from 63 percent who reported similarly in March.

Restaurant operators also continue to grow more optimistic about the economy, with 37 percent saying they expect economic conditions to improve in six months, up from 30 percent who reported similarly last month and the highest level in three years. In comparison, only 16 percent of operators expect economic conditions to worsen in six months, down from 21 percent last month.

The Washington, D.C.-based National Restaurant Association is a business association for the restaurant industry, comprising 945,000 restaurant and foodservice outlets and a work force of 13 million employees.

Upcoming Job fairs

10/07/09 Putting America Back to Work
EmploymentGuide.com is Putting America Back to Work! Louisville, KY
10/07/09 OMAHA WORKS! job fair
Omaha Job Fair! Employers Now Hiring in Nebraska and Iowa! Omaha, NE
10/07/09 Louisville Job Fair Louisville, KY
10/09/09 Great Cleveland JOB FAIR at the IX CENTER
General Job Fair for all types of Industry and Positions Cleveland, OH
10/13/09 Richmond Diversity Job Fair
Putting America Back to Work Diversity Job Fair Richmond, VA
10/13/09 Putting America Back to Work San Diego, CA
10/13/09 Diversity Job Fair Richmond, VA
10/13/09 Batters Up This October! Job Fair at Safeco Field!
Fall into a new career – bring resumes, dress to impress, and be prepared to discuss your qualifications with employers from multiple industries! Seattle, WA
10/14/09 Metro-DC Diversity Job Fair
The areas largest diversity job fair event! Landover, MD
10/14/09 NEW ORLEANS JOB FAIR Metaire, LA
10/14/09 Putting Memphis Back to Work
Part of the “Putting Amerca Back To Work Job Fair Series”! 15,000 jobs by 2010! Memphis, TN
10/14/09 Houston’s ‘Putting America Back to Work’ Diversity Job Fair Humble, TX
10/14/09 Putting Wisconsin Back to Work West Allis, WI
10/14/09 St. Louis Putting America Back To Work Job Fair
St. Louis- Putting America Back To Work Job Fair Bridgeton, MO
10/20/09 Tampa Bay Career Fair Tampa, FL
10/20/09 Putting Colorado Springs Back To Work Colorado Springs, CO
10/20/09 San Antonio Job Fair – October 20th San Antonio, TX
10/21/09 The Employment Guide Austin Job Fair Austin, TX
10/21/09 Putting America Back to Work
EmploymentGuide.com is Putting America Back to Work! Worthington, OH
10/21/09 Columbus Job Fair Worthington, OH
10/22/09 Portland Job Fair
Putting America Back To Work! Portland, OR
10/27/09 Putting Triad Back to Work Greensboro, NC
10/28/09 Putting America Back to Work in Salt Lake City West Valley City, UT
11/03/09 Putting Charlotte Back to Work Charlotte, NC
11/04/09 Detroit “Putting America Back to Work” Job Fair Series
Fox 2 News and EmploymentGuide.com Putting you Back to Work Livonia, MI
11/04/09 PUTTING AMERICA BACK TO WORK-NASHVILLE-2009 Smyrna, TN
11/10/09 Job Fair – Kansas City North Kansas City, MO

BeeSearched is LIVE !

Check us out at www.beecareercenter.com .This a great way for companies to find quality, committed candidates to fill their leadership positions.

Social Media in the Job Market

Social Media Enters Real World Job Seeking

September 14, 2009 by Emma Sorensen 

A recent post on the comScore blog by Andrew Lipsman, who is Director of Industry Analysis at comScore, discusses the value of social media in what is a very tight US job market.

One of the fastest gaining online categories in the US in the past year has been job search, which is up 33% vs. year ago to 23.1 million visitors in July, according to comScore.

Andrew argues that there is one online resource (not even included in the job search site category) that particularly stands out: linkedin.com, which currently has a US audience of around 8 million visitors, a 66% increase vs. year ago.

Andrew investigated how linkedin.com might be playing a role as a critical networking resource for those on the job hunt by comparing the share of visitors to LinkedIn who were heavy, medium and light visitors to the Job Search category to that of the US Internet population as a whole. “Heavy” is defined as top 20% of visitors by time spent, “medium” is next 30%, and “light” is the bottom 50%. He writes:

“As it turns out, LinkedIn showed a significantly higher percentage of its visitors from each of the three sub-segments of Job Search category visitors. In fact, 28.5% of its total audience was comprised of job-seekers, compared to just 11.8% of the total US Internet population. Perhaps even more compelling is that 8.2% of LinkedIn.com visitors were heavy visitors to the Job Search category, compared to just 2.4% of the total Internet audience. In fact, LinkedIn had at least twice as high a percentage of visitors from each HML sub-segment than those of the total Internet population.”

“These data indicate that LinkedIn is substantially more likely to be used by those actively job-hunting than by those who are not, which suggests that online job-seekers are actually turning to LinkedIn as a resource to help them network. If that’s the case, then it is a terrific illustration of how social media is changing the way we’re able to leverage of respective social networks to initiate positive action.”

Technomic Revises its 2009 Restaurant Industry Forecast Downward

NEWPORT BEACH, Calif.- Citing further contraction in the economy, a continuing slowdown in consumer spending, and accelerating job losses, foodservice consultancy Technomic revised its 2009 U.S. foodservice industry nominal growth forecast downward to -2.2 percent. With both real and nominal growth now dipping into negative territory, the firm expects 2009 will be the worst year for foodservice since it began tracking performance in 1972.

In comments delivered to clients at its Foodservice Planning Program meeting, Technomic acknowledged that lower commodity prices will help operators reduce the need to take price increases in this tough economic environment. “However, even if the economy were to improve quickly in the second half of 2009, real growth is expected to remain negative,” added Joe Pawlak, Technomic vice president.

Additional details on Technomic’s current forecast for all major U.S. foodservice segments can be viewed at their web site, http://www.technomic.com/facts/forecast.html, or by contacting Technomic at 312-876-0004.

About Technomic, Inc.

Technomic provides clients with the facts, insights and consulting support they need to enhance their business strategies, decisions and results. Its services include numerous publications and digital products, as well as proprietary studies and ongoing research on all aspects of the food industry.

Upcoming Job Fairs around the country…

09/09/2009	Putting Raleigh Back To Work	Raleigh, NC
09/10/2009	Diversity Job Fair	Philadelphia, PA
09/15/2009	Putting The Triad Area Back To Work Part of the Employment Guide’s National Job Fair Series	Winston-Salem, NC
09/15/2009	General Diversity Job Fair	Marietta, GA
09/15/2009	Fall South Sound Diversity Job Fair at the Tacoma Convention Center! Meet with a number of different diverse companies, including military, healthcare, retail, customer service, technology, and more!	Tacoma, WA
09/15/2009	Twin Cities Job Fair	Bloomington, MN
09/17/2009	Putting Baltimore Back to Work Putting America Back to Work at the Baltimore Convention Center!	Baltimore, MD
09/17/2009	Putting America Back To Work in Sacramento	Roseville, CA
09/22/2009	Putting Kansas City Back to Work	North Kansas City, MO
09/22/2009	Putting America Back to Work EmploymentGuide.com is Putting America Back to Work!	Beavercreek, OH
09/22/2009	Orlando Job Fair and Employment Session Orlando Job Fair brings together Central Florida’s top hiring companies, schools and employment resources all under one roof.	Orlando, FL
09/23/2009	Putting Nashville Back To Work	Nashville, TN
09/23/2009	Putting America Back to Work EmploymentGuide.com is Putting America Back to Work!	Columbus, OH
09/23/2009	Putting Los Angeles Back to Work-2009	Pomona, CA
09/23/2009	Putting Orange County Back to Work	Pomona, CA
09/23/2009	Putting Inland Empire Back to Work	Pomona, CA
09/23/2009	Putting Columbus Back To Work	Columbus, OH
09/24/2009	Phoenix Job Fair for Mature Workers	Phoenix, AZ
09/29/2009	Richmond Diversity Job Fair Putting America Back to Work Diversity Job Fair	Richmond, VA
10/06/2009	Putting America Back to Work EmploymentGuide.com is Putting America Back to Work!	Sharonville, OH
10/06/2009	Putting Dallas Back to Work	Arlington, TX
10/07/2009	Putting Oklahoma Back To Work	Oklahoma City, OK
10/07/2009	Putting America Back to Work EmploymentGuide.com is Putting America Back to Work!	Louisville, KY
10/07/2009	OMAHA WORKS! job fair Omaha Job Fair! Employers Now Hiring in Nebraska and Iowa!	Omaha, NE
10/09/2009	Great Cleveland JOB FAIR at the IX CENTER General Job Fair for all types of Industry and Positions	Cleveland, OH
10/13/2009	Autumn Expo at Safeco Field! Fall into a new career – bring resumes, dress to impress, and be prepared to discuss your qualifications with employers from multiple industries!	Seattle, WA
10/13/2009	Putting America Back to Work	San Diego, CA
10/14/2009	Putting Memphis Back to Work Part of the “Putting Amerca Back To Work Job Fair Series”! 15,000 jobs by 2010!	Memphis, TN
10/14/2009	Houston’s ‘Putting America Back to Work’ Diversity Job Fair	Humble, TX
10/14/2009	Metro-DC Diversity Job Fair The areas largest diversity job fair event!	Landover, MD
10/14/2009	NEW ORLEANS JOB FAIR	Metaire, LA
10/14/2009	Putting Milwaukee Back To Work	West Allis, WI
10/14/2009	St. Louis Putting America Back To Work Job Fair St. Louis- Putting America Back To Work Job Fair	Bridgeton, MO
10/20/2009	San Antonio Job Fair – October 20th	San Antonio, TX
10/20/2009	Putting Colorado Springs Back To Work	Colorado Springs, CO
10/21/2009	Putting America Back to Work EmploymentGuide.com is Putting America Back to Work!	Worthington, OH
10/21/2009	The Employment Guide Austin Job Fair	Austin, TX
10/22/2009	Portland Job Fair Putting America Back To Work!	Portland, OR
10/28/2009	Putting America Back to Work in Salt Lake City	West Valley City, UT
11/04/2009	PUTTING AMERICA BACK TO WORK-NASHVILLE-2009	Smyrna, TN
11/10/2009	Job Fair – Kansas City	North Kansas City, MO

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