Archive for 'Microsoft'

Profitable Tech Trends for the New Year

You don’t need to be Nostradamus to see the future profits in this sector, it’s already here and getting bigger.

Prognostication is a humbling business. Last year at this time Mark Anderson, a tech futurist type and CEO of the Strategic News Service, predicted that Amazon (AMZN) would have a tough time in 2015, citing e-book squabbles, drone expenditures and the Fire phone flop. Oops.

All Amazon did was blow the doors off in 2105, with the stock up over 120% in a flat market. What’s up with that, Mark? “I thought Jeff [Bezos] was making too many mistakes, and that the shareholders and or customers would take it out on him,” he wrote to me in an email. “But AWS [Amazon Web Services] has been throwing off so much cash that nothing else mattered — even though the NY Times story came out and harmed the company’s reputation, and even though the Harvard Business Review dropped him from first place to near last based on some of these flaws. So, the world did indeed catch on to Jeff’s issues, but cloud computing saved the day.”

Fair enough Mark, and good for you for owning up to your miss. (And by the way, Mark had some good calls too.)

With that cautionary tell in mind, I set out to make some calls of my own, putting out three big tech trends for 2016. These aren’t the “holy-crow-I-never-even-thought-about-that” variety. Rather, they’re existing trends that I think will either hit the mainstream, become part of the public conversation, or have mega implications for investors in 2016. So here goes:

—VR. (If you have to ask what that means, you are officially behind the eight ball.) VR stands for virtual reality, of course, and yes, it’s those goofy headsets that zoom you into another world, and yes, you’ve been hearing about them for a few years now. But the point is that 2016 is the year these puppies will actually roll out to the general public. Even more significantly, VR really looks to be a major, incipient, platform battleground in the world of Tech. To wit: Sony (SNE) and Microsoft (MSFT) are debuting VR products next year. So, too, is HTC, which may be a Hail Mary for that company. Google (GOOGL) has already introduced Google Cardboard, a low-end VR offering and has also invested in a stealth VR company with the ultimate VC-bait name: “Magic Leap.” But maybe Facebook (FB) will plant the biggest stake in the ground with a product from its Oculus Rift subsidiary, which Zuck & Co. bought for $2 billion in 2014. How big a deal is this? In a recent interview I did with Facebook’s head of sales, Carolyn Everson, she talked about how the company operates with mobile as its primary platform today but then went on to characterize Oculus thusly: “We think that can be the next operating system for the future.” Wow! No small thing there. (If you want to see how enamored Zuck himself is of Oculus, check out this Vanity Fair piece.) Still early days here. Oculus will only work on high-end PCs (which is weird), and the audience is all about gamers for now. But 2016 is merely year one. What the VR biz looks like in 2026, no one knows, but it will be big.

 

See more of the future

Employment Interview Do’s and Dont’s- New Reveal

With competition for open positions remaining high, the added pressure and stress may be causing some job seekers to make unnecessary mistakes during their interviews that could cost them the job. A new nationwide CareerBuilder survey of more than 2,400 hiring managers conducted November 15 to December 2, 2010 reveals the outrageous and common mistakes that some candidates have made in job interviews.

When asked what the most outrageous blunders they had encountered interviewing candidates were, hiring managers reported the following:

  • Provided a detailed listing of how previous employer made them mad.
  • Hugged hiring manager at the end of the interview.
  • Ate all the candy from the candy bowl while trying to answer questions.
  • Constantly bad mouthed spouse.
  • Blew her nose and lined up the used tissues on the table in front of her.
  • Brought a copy of their college diploma that had obviously been white-outed and their name added.
  • Wore a hat that said “take this job and shove it.”
  • Talked about how an affair cost him a previous job.
  • Threw his beer can in the outside trashcan before coming into the reception office.
  • Had a friend come in and ask “HOW MUCH LONGER?”

In addition to the most unusual gaffes, employers shared the most common mistakes candidates made during an interview:

  • Answering a cell phone or texting during the interview – 71 percent
  • Dressing inappropriately – 69 percent
  • Appearing disinterested – 69 percent
  • Appearing arrogant – 66 percent
  • Speaking negatively about a current or previous employer – 63 percent
  • Chewing gum – 59 percent
  • Not providing specific answers – 35 percent
  • Not asking good questions – 32 percent

“The good news is that the number of open jobs continues to improve month over month; however competition will remain high for some time to come,” said Rosemary Haefner, vice president of human resources for CareerBuilder. “The goal of any interview is to stand out from the other candidates and ultimately land the job, but make sure you stand out for the right reasons. Even though the job search process can be frustrating, candidates should stay positive, focus on their strengths and be prepared on how to best sell their skill set.”

Haefner offers the following tips for successful interviews in a competitive job market:

  • Keep it upbeat: Many job seekers may be experiencing tougher than usual job searches in this economy. Even if your job search process has been frustrating, do what you can to remain positive and upbeat.
  • Prepare, prepare, prepare: Before the interview, research the company by looking at the press room for recent announcements, the About Us section for company culture, and the list of products so you are familiar with their offerings. Having this knowledge will allow you to easily answer and ask questions during the interview.
  • Keep it professional, not personal: Don’t let business decorum disappear even in the interview is in a casual setting. Refrain from discussing over-the-top personal issues and focus on the position and selling yourself.
  • Practice does make perfect: Nerves are likely to rear their head in an interview, so help calm them ahead of time by practicing. Go through common interview questions with a friend or family member and practice in front of mirror so you can see read your body language.
  • Honesty is the best policy: If questions come up that you don’t know how to answer, don’t lie or pretend you know. Admit that you may not know the answer, but then explain how you would go about finding a solution, proving your resourcefulness.

Survey Methodology

This survey was conducted online within the U.S. by Harris Interactive© on behalf of CareerBuilder among 2,482 U.S. hiring managers (employed full-time; not self-employed; non-government) ages 18 and over between November 15 and December 2, 2010 (percentages for some questions are based on a subset, based on their responses to certain questions). With a pure probability sample of 2,482 one could say with a 95 percent probability that the overall results have a sampling error of +/- 1.97 percentage points. Sampling error for data from sub-samples is higher and varies.

About CareerBuilder®

CareerBuilder is the global leader in human capital solutions, helping companies target and attract their most important asset – their people. Its online career site, CareerBuilder.com®, is the largest in the United States with more than 23 million unique visitors, 1 million jobs and 32 million resumes. CareerBuilder works with the world’s top employers, providing resources for everything from employment branding and data analysis. More than 9,000 websites, including 140 newspapers and broadband portals such as MSN and AOL, feature CareerBuilder’s proprietary job search technology on their career sites. Owned by Gannett Co., Inc. (NYSE: GCI), Tribune Company, The McClatchy Company (NYSE: MNI) and Microsoft Corp. (Nasdaq: MSFT), CareerBuilder and its subsidiaries operate in the United States, Europe, Canada and Asia. For more information, visit www.careerbuilder.com.

Media Contact:
CareerBuilder
Michael Erwin
773-527-3637
michael.erwin@careerbuilder.com
http://www.twitter.com/CareerBuilderPR

CONTACT: Michael Erwin of CareerBuilder, +1-773-527-3637, michael.erwin@careerbuilder.com

Web Site: http://www.careerbuilder.com

Attunity Ltd. (OTC Bulletin Board: ATTUF) Enters Agreement with Microsoft (Nasdaq: MSFT) for Cloud Based Software

Attunity Ltd. (OTC Bulletin Board: ATTUF) Enters Agreement with Microsoft (Nasdaq: MSFT) for Cloud Based Software-Image via Wikipedia

Microsoft to integrate Attunity’s change data capture software with SQL Server to enable strategic capabilities for cloud computing and real-time business intelligence

Attunity Ltd. (OTC Bulletin Board: ATTUF), a leading provider of real-time data integration and event capture software, announced today that it had entered into a new, multi-million dollar OEM agreement with Microsoft Corporation (Nasdaq: MSFT), to provide Attunity’s change data capture (CDC) in Microsoft’s next version of SQL Server. The integration of Attunity CDC into SQL Server will support customer requirements in strategic markets including cloud computing and real time business intelligence (BI).

Shimon Alon, Attunity’s Chairman and Chief Executive Officer stated: “This OEM agreement is an important turning point for Attunity. Aside from the strategic importance of this five-year agreement, we expect to receive a significant portion of the payments during 2011 and the balance in quarterly payments starting toward the end of 2012. This will enable us to strengthen our cash position and accelerate our growth by making additional investments in sales, marketing and R&D, as well as target high growth markets such as cloud computing.”

“We are focused on delivering a business platform that helps our customers maximize the value of their data for operations and business intelligence, on-premise and in the cloud,” said Denise Draper, Product Unit Manager at Microsoft. “By making innovative technologies such as Attunity’s CDC available in SQL Server, we are making it easier to use data efficiently, enabling customers to capitalize on the lower cost of ownership of the Microsoft platform and cloud computing.”

Shimon Alon concluded: “This agreement elevates our already successful partnership with Microsoft to a new level, making Attunity the de-facto partner of choice for dealing with heterogeneous data, on-premise and in the cloud, creating new and exciting opportunities for both companies in the future”.

With this integration, Microsoft customers will seamlessly use Attunity’s CDC to enable efficient movement of data from Oracle databases, addressing the high demand for making data available for business intelligence and data warehousing, as well as for capitalizing on the cost efficiencies of managing data in the cloud. Attunity is a leading provider of Change Data Capture (CDC) technology, offering CDC products for many heterogeneous enterprise databases, relational and non-relational, on platforms ranging from Windows to the mainframe. Having been previously selected by Microsoft for providing high-speed connectors, this agreement represents a repeated selection of Attunity, which Attunity believes demonstrates the high quality of the Attunity technology, as well as Attunity’s standards and commitment to its customers’ success.

Additional details regarding the OEM Agreement are included in the Company’s Report on Form 6-K filed today with the Securities and Exchange Commission (SEC).

About Attunity

Attunity is a leading provider of real-time data integration and event capture software. Our offering includes software solutions such as Attunity Stream®, a real-time and change-data-capture (CDC) software, our Operational Data Replication (ODR) solution and Attunity Connect®, our real-time connectivity software. Using Attunity’s software solutions, our customers enjoy dramatic business benefits by enabling real time access to information where and when needed, across the maze of heterogeneous systems making up today’s IT environment.

Attunity has supplied innovative software solutions to its enterprise-class customers for nearly 20 years and has successful deployments at thousands of organizations worldwide. Attunity provides software directly and indirectly through a number of partners such as Microsoft, Oracle, IBM and HP. Headquartered in Boston, Attunity serves its customers via offices in North America, Europe, and Asia Pacific and through a network of local partners. For more information, visit http://www.attunity.com and join our community on Twitter, Facebook and LinkedIn.

Safe Harbor Statement

This press release contains forward-looking statements within the meaning of the “safe harbor” provisions of the Private Securities Litigation Reform Act of 1995 and other Federal Securities laws. Statements preceded by, followed by, or that otherwise include the words “believes”, “expects”, “anticipates”, “intends”, “estimates”, “plans”, and similar expressions or future or conditional verbs such as “will”, “should”, “would”, “may” and “could” are generally forward-looking in nature and not historical facts. For example, when we discuss the expected payments from Microsoft and our growth potential, we are using a forward looking statement. Because such statements deal with future events, they are subject to various risks and uncertainties and actual results could differ materially from Attunity’s current expectations. Factors that could cause or contribute to such differences include, but are not limited to: the impact on revenues of economic and political uncertainties and weaknesses in various regions of the world, including the commencement or escalation of hostilities or acts of terrorism; our liquidity challenges and the need to raise additional capital in the future; any unforeseen developmental or technological difficulties with regard to Attunity’s products; changes in the competitive landscape, including new competitors or the impact of competitive pricing and products; a shift in demand for products such as Attunity’s; unknown factors affecting third parties with which Attunity has formed business alliances; timely availability and customer acceptance of Attunity’s new and existing products; and other factors and risks on which Attunity may have little or no control. This list is intended to identify only certain of the principal factors that could cause actual results to differ. For a more detailed description of the risks and uncertainties affecting Attunity, reference is made to Attunity’s Annual Report on Form 20-F for the year ended December 31, 2009, which is on file with the Securities and Exchange Commission (SEC) and the other risk factors discussed from time to time by Attunity in reports filed or furnished to the SEC. Except as otherwise required by law, Attunity undertakes no obligation to publicly release any revisions to these forward-looking statements to reflect events or circumstances after the date hereof or to reflect the occurrence of unanticipated events.

© Attunity 2010. All Rights Reserved. Attunity is a registered trademark of Attunity Inc. All other product and company names herein may be trademarks of their respective owners.

Press contact:
Dror Harel-Elkayam, CFO
dror.elkayam@attunity.com
Tel-+972-9-899-30-10
Itamar Ankorion, Director of Marketing and Business Development
itamar.ankorion@attunity.com
Tel. 781-730-4071

Jobs Expected to Grow in 2011 – New Details

Jobs Expected to Grow in 2011 - New Details

Jobs Expected to Grow in 2011 - New Details-Image via CrunchBase

If finding a new job is on your list of New Year’s resolutions, your prospects are likely to improve to some degree, according to CareerBuilder’s annual job forecast.  More employers plan to add full-time, permanent headcount in 2011 compared to 2010 with a continued emphasis on hiring in technology and revenue-producing fields.  The survey, which was conducted by Harris Interactive© from November 15 to December 2, 2010, included more than 2,400 hiring managers and human resource professionals across industries and company sizes.

“More than half of employers reported they are in a better financial position today than they were one year ago,” said Matt Ferguson, CEO of CareerBuilder.  “2011 will usher in a healthier employment picture as business leaders grow more confident in the economy.  Our survey indicates more jobs will be added in 2011 than 2010, but job creation will remain gradual.  The year will be characterized by steady, measured gains across various industries.”

Full-time Hiring

Twenty-four percent of employers plan to hire full-time, permanent employees in 2011, up from 20 percent in 2010 and 14 percent in 2009.  Seven percent plan to decrease headcount, an improvement from 9 percent in 2010 and 16 percent in 2009.  Fifty-eight percent anticipate no change in their staff levels while 11 percent are unsure.

Part-time Hiring

Thirteen percent of employers expect to hire part-time employees in the next 12 months, up from 11 percent in 2010 and 9 percent in 2009.  Five percent plan to decrease part-time help, an improvement from 8 percent in 2010 and 14 percent in 2009.  Seventy-one percent anticipate no change in their staff levels while 12 percent are unsure.

Contract/Temporary Hiring

Businesses will be relying on interim solutions to help shoulder growing workloads.  One-third of hiring managers (34 percent) reported they will hire contract or temporary workers to supplement leaner staffs in 2011, up from 30 percent last year and 28 percent in 2009.  Of those hiring, nearly one-in-four (24 percent) expect to add more than last year.  Thirty-nine percent of employers plan to transition some contract or temporary staff into full-time, permanent employees.

Top Functional Areas for Hiring

Among employers who plan to increase their full-time, permanent headcount in 2011, Sales is the most popular functional area they will be hiring for as they focus on expanding their customer base and market penetration.  The top ten functional areas for recruitment include:

  1. Sales – 27 percent
  2. Information Technology – 26 percent
  3. Customer Service – 25 percent
  4. Engineering – 21 percent
  5. Technology – 19 percent
  6. Administrative – 17 percent
  7. Business Development – 17 percent
  8. Marketing – 17 percent
  9. Research/Development – 15 percent
  10. Accounting/Finance – 14 percent

Hiring By Region

Similar to last year’s forecast, more employers in the West plan to recruit new employees in 2011 than other regions.  Twenty-six percent of hiring managers in the West reported they plan to add full-time, permanent headcount followed by 24 percent in the Northeast and 23 percent in the Midwest and South.

Plans to downsize staffs are trending below the last two years.  Eight percent of employers in the South expect to decrease headcount followed by 7 percent in the Northeast, Midwest and West.

Hiring By Company Size

While small businesses have been slower to recover, hiring is gradually improving among companies of all sizes.  Thirty percent of employers with more than 250 employees plan to increase full-time, permanent headcount in 2011, followed by 27 percent of employers with 51 to 250 employees, and 14 percent of employers with 50 or less employees.

Five percent of employers with 1 to 50 employees plan to reduce their workforce compared to 6 percent of businesses with 51 to 250 employees and 9 percent with more than 250 employees.

Compensation

Forty-one percent of employers are concerned that their best talent will leave their organizations once the economy improves, as heftier workloads and longer hours take their toll on worker morale.  Sixty-one percent said they will increase compensation for their existing staff in 2011, up from 57 percent in 2010.  While most employers estimate the average raise will be 3 percent or less, one-in-ten (10 percent) expect the average increase will be 5 percent or more.

Thirty-one percent will provide higher initial job offers to job candidates, up from 29 percent last year.  While most increases will likely fall within the same 1 to 3 percent range, 8 percent of employers expect to up initial job offers by 5 percent or more.

Survey Methodology

This survey was conducted online within the U.S. by Harris Interactive© on behalf of CareerBuilder among 2,482 U.S. hiring managers (employed full-time; not self-employed; non-government) ages 18 and over between November 15 and December 2, 2010 (percentages for some questions are based on a subset, based on their responses to certain questions). With a pure probability sample of 2,482 one could say with a 95 percent probability that the overall results have a sampling error of +/- 1.97 percentage points. Sampling error for data from sub-samples is higher and varies.

About CareerBuilder®

CareerBuilder is the global leader in human capital solutions, helping companies target and attract their most important asset – their people. Its online career site, CareerBuilder.com®, is the largest in the United States with more than 22 million unique visitors, 1 million jobs and 40 million resumes. CareerBuilder works with the world’s top employers, providing resources for everything from employment branding and data analysis to recruitment support. More than 9,000 websites, including 140 newspapers and broadband portals such as MSN and AOL, feature CareerBuilder’s proprietary job search technology on their career sites. Owned by Gannett Co., Inc. (NYSE: GCI), Tribune Company, The McClatchy Company (NYSE: MNI) and Microsoft Corp. (Nasdaq: MSFT), CareerBuilder and its subsidiaries operate in the United States, Europe, Canada and Asia. For more information, visit www.careerbuilder.com.

Media Contact:
CareerBuilder
Jennifer Grasz
773-527-1164
jennifer.grasz@careerbuilder.com
http://www.twitter.com/CareerBuilderPR
Microsoft Office: Broken Links Fixed Automatically-New Release

Microsoft Office: Broken Links Fixed Automatically-New Release-Image via Wikipedia

LinkFixerPlus is the only data migration tool that automatically repairs broken links in a wide variety of file types, when files or folders are moved or renamed. Latest release adds support for Microsoft Office 2010 including Word, Powerpoint, Access and Excel.

LinkTek Corporation, the world’s leading provider of software solutions that automate the management and repair of links contained in a wide variety of popular file formats, announces the addition of support for Microsoft Office 2010 products, including Word, Powerpoint, Access and Excel.

UK-based Bloor Research reports that, by survey, more than 80% of data migration projects run over time or over budget. According to Bloor, one main reasons is that “75 percent of companies had to develop their own methodology for data migration”. In a different study, Enterprise Strategy Group surveyed 700 end users and found that “83 percent of data migrations experienced problems”.

With worldwide projections of ever-increasing amounts of IT budgets going into data migration projects, as reported by Bloor research, LinkFixerPlus is the logical solution to problems resulting from broken links when migrating data. Also the first software application that can automatically safeguard links in a multitude of file types ― including Word, Excel, PowerPoint and Access files ― LinkFixerPlus can now do the same for Office 2010. When broken links occur after migrating data from one location to another or for other reasons (such as Office upgrades), LinkFixerPlus can be used to find and fix those broken links automatically.

Using exclusive, patented technology, links in files can be “safeguarded” in advance so that when files are moved or renamed (such as during a Novell to Windows data migration), LinkFixerPlus can then be used to automatically find and fix broken links in the moved or renamed files, in batch. Imagine not having to manually find or fix broken links after migrating files from one server to another.

In addition to Office files, LinkFixerPlus can also automatically fix broken links in Windows shortcuts, PDF, AutoCAD, MicroStation, InDesign, PageMaker and other file types when links are broken due to files being moved or renamed during server upgrades, server consolidations, server name changes, new storage servers, folder reorganizations, software upgrades, file virtualization or adoption of document management systems such as SharePoint, Open Text Livelink, EMC Documentum and others.

LinkFixerPlus is the ideal solution to find, report, manage and repair links in many different types of files whether you are working with hundreds of files on a desktop computer or millions of files during a file or data migration or even folder reorganizations.

How to Contact LinkTek
For more information LinkFixerPlus or to receive a trial version, call LinkTek at 727-442-1822 extension 9420 or e-mail 9420@LinkTeck.com or visit LinkTek on the Web at www.LinkTek.com.
About LinkTek
Headquartered in Clearwater, Florida, LinkTek Corporation provides software solutions for automating the management and repair of links contained within a wide variety of prevalent file formats. LinkTek’s flagship product LinkFixerPlus breaks new ground and introduces the new software category of “automatic link repair”. It is a leading data migration and link repair tool used by some of the world’s largest corporations. LinkFixerPlus is the first application designed to automatically fix broken links when files are moved or renamed.

Healthcare: Microsoft IT Allows Catapult Systems to Expand Services

Healthcare: Microsoft IT Allows Catapult Systems to Expand Services-Image via CrunchBase

Award-winning Microsoft IT consulting firm Catapult Systems today announced that it has recently signed dozens of new customers in the healthcare industry as it continues to expand its industry service offerings. The growing list of healthcare customers include: Access Mediquip, Comprehensive Health Management, State of Colorado Department of Public Health & Environment, United Regional Health Care, and CHRISTUS Health, among others.

With over 100 clients in the healthcare and life sciences industry, Catapult Systems helps organizations take advantage of technological advancements, including Microsoft solution offerings, to help them operate more efficiently and effectively. Catapult Systems guides healthcare organizations to make more informed decisions and smoothly and securely implement and optimize systems ranging from on-demand information and data management to mobile and point-of-care solutions.

“Healthcare providers faced with ever-increasing demands for services and limited resources must use technology automation to serve growing patient loads,” said Mark Grimes, Catapult Systems vice president of sales. “As a result, we are experiencing a growing demand for our services as we continue to expand the breadth and depth of offerings we deliver to this important segment.”

With hundreds of highly-specialized technology consultants across the U.S., Catapult Systems is in the top 0.1% of Microsoft partners globally. Catapult has delivered technology services to hundreds of leading healthcare organizations including Alcon Laboratories, Baylor College of Medicine, M.D. Anderson Cancer Center, Merck, and U.S. Oncology. For more information on Catapult Systems and its offerings, visit www.CatapultSystems.com.

About Catapult Systems, Inc.

Catapult Systems provides Microsoft IT consulting services in enterprise solutions, infrastructure and custom development. With offices in Austin, Dallas, Houston, San Antonio, Denver, Tampa and Washington D.C., Catapult implements secured, innovative technology solutions, enabling our clients to achieve their business priorities while deriving the maximum value from their Microsoft technology investments. A Microsoft National Systems Integrator (NSI), Catapult holds 13 Microsoft competencies, placing the company in the top 0.1% of Microsoft partners globally. For more information about Catapult visit www.CatapultSystems.com.

Catapult Systems is a trademark of Catapult Systems, Inc. All other company and product names mentioned are used only for identification and may be trademarks or registered trademarks of their respective companies.

Media Contact :
Nancy Rush
Catapult Systems
nancy.rush@catapultsystems.com
(512) 225-6926

CONTACT: Nancy Rush of Catapult Systems, +1-512-225-6926, nancy.rush@catapultsystems.com

Web Site: http://www.CatapultSystems.com

Employers Open to Higher Salaries in 2011

Employers Open to Higher Salaries in 2011

Employers Open to Higher Salaries in 2011 -Image via CrunchBase

With 43 percent of employers reporting concern that their top talent may leave their organizations when the economy improves, workers may have more leverage in compensation reviews.  Thirty-one percent of employers said they are willing to negotiate 2011 salary increases with current employees.  Half (51 percent) plan to leave some negotiating room when extending initial offers to new employees, with 21 percent willing to extend two or more offers to the same candidate. The nationwide survey from CareerBuilder was conducted between August 17 and September 2, 2010 and included more than 2,400 hiring managers.

Workers in certain industries may find their bosses more open to bargaining than others.  Forty-five percent of IT employers say they are open to negotiating salary increases with current employees for 2011 followed by 39 percent in retail, 38 percent in sales, and 41 percent in professional and business services.  Employers cited the following as the most effective ways for current employees to negotiate better compensation:

  • Highlight specific accomplishments and results you achieved (48 percent)
  • Know the range of salary you want and have justification for the increase (39 percent)
  • Show an understanding of what is important to the company (37 percent)
  • Come prepared with your history of performance reviews (26 percent)

Employers also recommend having other options in mind that you’ll take in place of a salary increase.  Employers who are unable to provide raises said they are willing to offer the following perks:

  • More flexible work hours (42 percent)
  • Bonuses (29 percent)
  • Training (23 percent)
  • Vacation time (21 percent)
  • More casual dress codes (17 percent)
  • Academic reimbursement (14 percent)
  • Title change (14 percent)

“While it is undoubtedly an employer’s market, many recognize the added responsibility workers have had to shoulder without the added pay,” said Rosemary Haefner, Vice President of Human Resources at CareerBuilder.  “While we don’t expect salary levels to change significantly, the willingness to negotiate better deals with current and potential employees is a positive indicator for the employment recovery.”

Whether negotiating an initial offer or an increase to your current compensation plan, Haefner recommends the following:

Know your market value: arm yourself with as much information as possible by checking out industry Web sites for your occupational and geographic areas and others that specialize in salary information, such as www.CBSalary.com, or the U.S. Bureau of Labor Statistics.

Sell yourself: outline your role in helping your current and previous organizations meet goals. If there’s ever a time to toot your own horn, the time is now.  Quantify results whenever possible.

Look at more than the paycheck: Some jobs that may not pay as well may be rich in learning opportunities and experience or may offer an ideal work culture.  Consider the whole package.

Have realistic expectations: inflated opinions of what should be earned won’t be taken seriously. Consider the industry, the economy, your experience and the competition from other coworkers.

Survey Methodology

This survey was conducted online within the U.S. by Harris Interactive© on behalf of CareerBuilder among 2,457 U.S. hiring managers (employed full-time; not self-employed; non-government) ages 18 and over between August 17 and September 2, 2010 (percentages for some questions are based on a subset, based on their responses to certain questions). With a pure probability sample of 2,457 one could say with a 95 percent probability that the overall results have a sampling error of +/- 1.98 a percentage points. Sampling error for data from sub-samples is higher and varies.

About CareerBuilder®

CareerBuilder is the global leader in human capital solutions, helping companies target and attract their most important asset – their people. Its online career site, CareerBuilder.com®, is the largest in the United States with more than 23 million unique visitors, 1 million jobs and 32 million resumes. CareerBuilder works with the world’s top employers, providing resources for everything from employment branding and data analysis to recruitment support. More than 9,000 websites, including 140 newspapers and broadband portals such as MSN and AOL, feature CareerBuilder’s proprietary job search technology on their career sites. Owned by Gannett Co., Inc. (NYSE: GCI), Tribune Company, The McClatchy Company (NYSE: MNI) and Microsoft Corp. (Nasdaq: MSFT), CareerBuilder and its subsidiaries operate in the United States, Europe, Canada and Asia. For more information, visit www.careerbuilder.com.

SOURCE Career Builder, Inc.