Jobs Career Advice

100 Best Companies to Work for

Fri, 06 May 2011 00:00:00 GMT

100 BEST COMPANIES TO WORK FOR 2012 2011 2010 2009 2008 2007 2006 Full List Near You Top Companies Big Pay Best Perks Top 100 Rank ▾ Company Job growth U.S. employees 1 Google 33% 18,500 2 Boston Consulting Group 10% 1,958 3 SAS Institute 8% 6,046 4 Wegmans Food Markets 5% 41,717 5 Edward Jones 1% 36,937 6 NetApp 30% 6,887 7 Camden Property Trust -2% 1,678 8 Recreational Equipment (REI) 12% 10,466 9 CHG Healthcare Services 17% 1,312 10 Quicken Loans 20% 3,808 11 Zappos.com 70% 3,003 12 Mercedes-Benz USA 2% 1,680 13 DPR Construction 18% 1,265 14 DreamWorks Animation 8% 2,151 15 NuStar Energy 6% 1,512 16 Kimpton Hotels & Restaurants 4% 6,996 17 JM Family Enterprises -1% 3,685 18 Chesapeake Energy 23% 10,502 19 Intuit 9% 7,102 20 USAA 7% 23,211 21 Robert W. Baird 5% 2,509 22 The Container Store 11% 3,495 23 Qualcomm 6% 13,353 24 Alston & Bird 3% 1,645 25 Ultimate Software 15% 1,209 26 Burns & McDonnell 5% 3,165 27 Salesforce.com 39% 3,802 28 Devon Energy -6% 3,286 29 PCL Construction -5% 1,262 30 Bingham McCutchen -7% 1,489 31 Scottrade 9% 3,139 32 Whole Foods Market 6% 60,213 33 Goldman Sachs N.A. N.A. 34 Nugget Market 8% 1,135 35 Millennium: The Takeda Oncology Co. 3% 1,311 36 Southern Ohio Medical Center 18% 2,276 37 Plante Moran 1% 1,476 38 W. L. Gore & Associates 2% 5,852 39 St. Jude Children's Research Hospital 1% 3,580 40 SVB Financial Group 9% 1,349 41 Adobe 11% 5,296 42 Baptist Health South Florida 10% 13,302 43 Novo Nordisk N.A. 3,961 44 Balfour Beatty Construction -2% 2,041 45 National Instruments 7% 2,708 46 Intel 4% 44,209 47 American Fidelity Assurance 0% 1,490 48 PricewaterhouseCoopers 9% 30,569 49 Children's Healthcare of Atlanta -1% 6,616 50 World Wide Technology 23% 1,470 51 Allianz Life Insurance 2% 1,711 52 Autodesk 5% 2,798 53 Methodist Hospital 8% 12,152 54 Baker Donelson 3% 1,142 55 Men's Wearhouse 2% 14,784 56 Scripps Health 2% 12,006 57 Marriott International 3% 108,939 58 Perkins Coie 7% 1,820 59 Ernst & Young 6% 24,347 60 American Express 4% 27,235 61 Nordstrom 6% 52,431 62 Build-A-Bear Workshop 0% 3,564 63 General Mills 1% 16,939 64 TDIndustries 9% 1,554 65 Atlantic Health -2% 7,255 66 QuikTrip 3% 11,615 67 Deloitte 7% 41,125 68 Genentech 1% 11,592 69 Umpqua Bank 5% 2,244 70 Teach For America 14% 1,469 71 Mayo Clinic 3% 41,949 72 EOG Resources 13% 2,063 73 Starbucks 3% 109,477 74 Rackspace Hosting 37% 3,027 75 FactSet Research Systems 22% 1,663 76 Microsoft -4% 53,410 77 Aflac -4% 4,242 78 Publix Super Markets 1% 147,760 79 Mattel -4% 5,178 80 Stryker 24% 10,368 81 SRC 7% 1,153 82 Hasbro 3% 3,129 83 Bright Horizons Family Solutions 5% 14,343 84 Booz Allen Hamilton 7% 24,819 85 Four Seasons Hotels & Resorts 6% 12,439 86 Hitachi Data Systems 7% 2,200 87 The Everett Clinic 4% 2,001 88 OhioHealth 4% 12,924 89 Morningstar 8% 1,364 90 Cisco 7% 34,847 91 CarMax 16% 15,565 92 Accenture 9% 34,000 93 GoDaddy.com 25% 3,274 94 KPMG 5% 20,823 95 Navy Federal Credit Union 8% 7,745 96 Meridian Health 27% 9,333 97 Schweitzer Engineering Labs 27% 1,992 98 Capital One 7% 27,912 99 Darden Restaurants 12% 169,516 100 Intercontinental Hotels Group -2% 14,508 From the Feb. 6, 2012 issue Notes: N.A.: Not available. U.S. employees includes part-timers as of time of survey. Job growth, new jobs, and voluntary turnover are full-time only. Revenues are for 2010 or latest fiscal year. All data based on U.S. employees. * Average annual pay: yearly pay rate plus additional cash compensation for the largest classification of full-time salaried and hourly employees. Galleries & videos They're hiring! These top employers have at least 700 openings each, totaling more than 56,000 jobs. What are they looking for? See them all Perk Finder Find my top perks Select benefits you want and see instantly which Best Companies offer t

How to Land a New Job

Tue, 29 May 2012 00:00:00 GMT

Whether it's rewriting your cover letter, reviewing the way you approach interviews, or rethinking what kind of job will make you happy, here are some tips for landing a new job in the new year. You'll hear from authors, career experts, career coaches, and even entrepreneurs.

Position yourself as a thought leader in your industry. Create a professional blog and write insightful posts about industry trends and advice. Comment on other top blogs to increase your visibility within those communities. Join and participate in niche communities, such asLinkedIn groups related to your expertise and skills. Share relevant articles (and your own content) on Twitter, Facebook, and Google+. Not only will this help to develop your online presence, but you'll inadvertently network with people who might lead you to your next job opportunity.

Heather R. Huhman is a career expert, experienced hiring manager, and founder & president ofCome Recommended, a content marketing consultancy for organizations with products that target job seekers and employers.

Let a job find you. If you are a job seeker, you need to shift your focus. Instead of spending all of your time identifying jobs and applying, you should also think about how to help people who want to hire you, find you. Ramp up your networking efforts. A Jobvite study showed 89 percent of U.S. companies will use social networks for recruiting in 2012 and 73 percent of social hires are via LinkedIn. In its job-seeker survey, Jobvite found 78 percent of job seekers who credited their current job to social networking named Facebook as the key factor in landing their position and 42 percent mentioned Twitter. Ignore any of these key social networks at your own risk.

Miriam Salpeter is a job search and social media consultant, career coach, author, speaker, resume writer, and owner of Keppie Careers.

Write a new cover letter. If you're still using a generic cover letter that simply summarizes your resume, you're missing out on one of the most effective ways to get an employer's attention. In 2012, throw out that old letter and start writing new ones for each job for which you apply. In this job market, you can't afford to squander an entire application page repeating what's on your resume. Instead, use your cover letter to provide information about how you're fit for the job; information that isn't available on your resume, such as personal traits, work habits, and why you're excited about the position. For instance, if you're applying for an accounting job that requires top-notch organizational skills, and you're so neurotically organized that you color-code your bills every month, most hiring managers would love to know that about you. And that's not something you'd ever put in your resume, but the cover letter is a perfect place for it.

Alison Green writes the popular Ask a Manager blog where she dispenses advice on career, job search, and management issues.

Bring questions to a job interview. When an interviewer asks you if you have any questions, make sure you do. And make sure they're good ones. Having smart questions will show an interviewer that you are discerning about the company for which you work, that you have prepared for the interview, and that you're familiar with the company. Spend some time looking at company reviews online and reading the latest news about the company and about the industry overall. Possible question topics include: corporate culture, organizational structure, day-to-day responsibilities of the position, the company's standing in the industry, and the company's five-year plan.

Luke Roney is content manager for CareerBliss, an online career community dedicated to helping people find happiness in the workplace.

Follow up after an interview. If you are genuinely interested in the job after the interview, make a habit of sending a follow-up note of appreciation. While a thank-you note doesn't guarantee you'll get the job, it certainly won't hurt you. Not only is it a gesture of common courtesy, it's a perfect place for you to reiterate your interest and show the hiring manager why you are the right person for the job. It also gives you the chance to add a detail about your background that you may have not had the opportunity to explain in the interview or to just simply reinforce the connection. Sending a follow-up note via email is acceptable and quick, however, a hand-written note will set you apart from the competition.

Lindsay Olson is a founding partner and public relations recruiter with Paradigm Staffing andHoojobs, a niche job board for public relations, communications and social media jobs.

Create your own business. When you look at the history of business over the last 100 years, you will find that many of today's most successful companies started in the 1930s--the same decade as the Great Depression. The fact is, innovation and business growth comes out of downed economies because entrepreneurs are problem solvers (and there are certainly enough problems to be solved in times such as these). We are in the age of the entrepreneur. The new economy has forever changed the social norms of yesteryear, so 2012 is as good a time as any to join the entrepreneurial revolution. So break free of the resume life, start something small that can grow organically with hard work and undying passion, and make it in this world on your own.

Scott Gerber is the founder of the Young Entrepreneur Council and co-founder of Gen Y Capital Partners.

Three Types of People to Fire Immediately

Thu, 25 May 3600 13:22:55 GMT

“I wanted a happy culture. So I fired all the unhappy people.” —A very successful CEO (who asked not to be named) We (your authors) teach our children to work hard and never, ever give up. We teach them to be grateful, to be full of wonder, to expect good things to happen, and to search for literal and figurative treasure on every beach, in every room, and in every person. But some day, when the treasure hunt is over, we’ll also teach them to fire people. Why? After working with the most inventive people in the world for two decades, we’ve discovered the value of a certain item in the leadership toolbox: the pink slip. Show of hands: How many of you out there in Innovationland have gotten the “what took you so long?” question from your staff when you finally said goodbye to a teammate who was seemingly always part of problems instead of solutions? We imagine a whole bunch of hands. (Yep, ours went up, too.) These people—and we’re going to talk about three specific types in a minute—passive-aggressively block innovation from happening and will suck the energy out of any organization. When confronted with any of the following three people—and you have found it impossible to change their ways, say goodbye. 1. The Victims “Can you believe what they want us to do now? And of course we have no time to do it. I don’t get paid enough for this. The boss is clueless.” Victims are people who see problems as occasions for persecution rather than challenges to overcome. We all play the role of victim occasionally, but for some, it has turned into a way of life. These people feel persecuted by humans, processes, and inanimate objects with equal ease—they almost seem to enjoy it. They are often angry, usually annoyed, and almost always

Six Ways to Stall Your Job Search

Sun, 29 Apr 2012 00:00:00 GMT

It’s true that the job market in many professions is extremely tight. Even so, experts say that many unemployed people too often make things more difficult for themselves by sabotaging their job search. If you want to find a job now, avoid these six common job-hunting mistakes. 1. Being Passive Some of the worst things a job seeker can do are staying home, avoiding networking or just not following through, according to Susanne Goldstein, career development consultant and author of Carry a Paintbrush: How to Be the Artistic Director of Your Own Career. “When you have a lead, you need to know how to use it well and follow up professionally,” she says. “Complete tasks, send emails with proper grammar [and] make the follow-up calls.” Jean Baur, senior consultant at recruiting firm Lee Hecht Harrison and author of Eliminated! Now What? Finding Your Way from Job-Loss Crisis to Career Resilience, agrees. “Even if you’re employed, you have to keep your resume-up to-date, keep your network strong and continually growing, and keep updating your skills and learning what’s in demand in the marketplace.” 2. Jumping to Conclusions Misinformation and bruised egos can lead job seekers to make assumptions that are not always correct. “When people say, ‘I’m not getting offers because I’m too old, too young, too experienced, too inexperienced, too whatever,’ those are just excuses and not even based in reality most of the time,” Baur says. “You need a coach, a network or just a few wise friends who can give you a clear view of what you’re doing right and wrong.” 3. Holding Out for the Perfect Job If you’re getting by on unemployment benefits, you may be tempted to hold out for the exact job you want and deserve. You may think taking a lesser job will hinder your career path, but a long stint of unemployment could do even more damage to your resume and bank

The Most Annoying, Pretentious and Useless Business Jargon

Thu, 25 May 8400 13:53:39 GMT

The next time you feel the need to reach out, touch base, shift a paradigm, leverage a best practice or join a tiger team, by all means do it. Just don’t say you’re doing it.

If you have to ask why, chances are you’ve fallen under the poisonous spell of business jargon. No longer solely the province of consultants, investors and business-school types, this annoying gobbledygook has mesmerized the rank and file around the globe.

“Jargon masks real meaning,” says Jennifer Chatman, management professor at the University of California-Berkeley’s Haas School of Business. “People use it as a substitute for thinking hard and clearly about their goals and the direction that they want to give others.”

To save you from yourself (and to keep your colleagues and customers from strangling you), we have assembled a cache of expressions to assiduously avoid.

We also crafted a “Jargon Madness” bracket — similar to the NCAA college basketball tournament, featuring 32 abominable expressions. Each day, for 32 days, readers will get to vote, via Twitter, on one matchup. The goal: to identify the single most annoying example of business jargon and thoroughly embarrass all who employ it and all of those other ridiculous terms, too.

Here are some of the worst offenders Forbes has identified over the years.

Core Competency
This awful expression refers to a firm’s or a person’s fundamental strength—even though that’s not what the word “competent” means. “This bothers me because it is just a silly phrase when you think about it,” says Bruce Barry, professor of management at Vanderbilt’s Owen Graduate School of Business. “Do people talk about peripheral competency? Being competent is not the standard we’re seeking. It’s like core mediocrity.”

Buy-In
This means agreement on a course of action, if the most disingenuous kind. Notes David Logan, professor of management and organization at the University of Southern California’s Marshall School of Business: “Asking for someone’s ‘buy-in’ says, ‘I have an idea. I didn’t involve you because I didn’t value you enough to discuss it with you. I want you to embrace it as if you were in on it from the beginning, because that would make me feel really good.’”

[Also see: Popular College Majors]

S.W.A.T. Team
In law enforcement, this term refers to teams of fit men and women who put themselves in danger to keep people safe. In business, it means a group of “experts” (often fat guys in suits) assembled to solve a problem or tackle an opportunity. An apt comparison, if you’re a fat guy in a suit.

Empower
This is what someone above your pay grade does when, apparently, they would like you to do a job of some importance. It’s also called “the most condescending transitive verb ever.” Says Chatman: “It suggests that ‘You can do a little bit of this, but I’m still in charge here. I am empowering you.’”

Open the Kimono
“Some people use this instead of ‘revealing information,’” says Barry. “It’s kind of creepy.” Just keep your kimono snugly fastened.

Bleeding Edge
Someone decided that his product or service was so cutting-edge that a new term needed to be created. It did not. Unless you are inventing a revolutionary bladed weapon, leave this one alone.

Lots of Moving Parts
Pinball machines have lots of moving parts. Many of them buzz and clank and induce migraine headaches. Do you want your business to run, or even appear to run, like a pinball machine? Then do not say it involves lots of moving parts.

Corporate Values
This expression is so phony it churns the stomach. Corporations don’t have values, the people who run them do.

Make Hay
This is jargon for being productive or successful in a short period of time. The phrase ‘to make hay’ is short for ‘make hay while the sun shines’, which can be traced to John Heyward’s The Proverbs, Epigrams and Miscellanies of John Heywood (circa 1562). A handy nugget for cocktail conversation, but that’s it.

Scalable
A scalable business or activity refers to one that requires little additional effort or cost for each additional unit of output. Example: Making software is a scalable business (building it requires lots of effort up front, while distributing a million copies over the Web is relatively painless). Venture capitalists crave scalable businesses. They crave them so much that the term now has become more annoying than the media’s obsession with celebrity diets.

Best Practice
This refers to a method or technique that delivers superior results compared with other methods and techniques. It is also perhaps the single most pompous confection the consulting industry has ever dreamed up.

Think Outside the Box
This tired turn of phrase means to approach a business problem in an unconventional fashion. Kudos to a Forbes.com reader who suggested: “Forget the box, just think.”

Solution
This word has come to mean everything from the traditional way to solve a mathematical proof to a suite of efficiency-enhancing software – and it is the epitome of lingual laziness. Says Glen Turpin, a communications consultant: “It usually refers to a collection of technologies too abstract or complex to describe in a way that anyone would care about if they were explained in plain English.”

Leverage
Meet the granddaddy of nouns converted to verbs. ‘Leverage’ is mercilessly used to describe how a situation or environment can be manipulated or controlled. Leverage should remain a noun, as in “to apply leverage,” not as a pseudo-verb, as in “we are leveraging our assets.”

Vertical
This painful expression refers to a specific area of expertise. For example, if you make project-management software for the manufacturing industry (as opposed to the retail industry), you might say, “We serve the manufacturing vertical.” In so saying, you would make everyone around you flee the conversation.

Over the Wall
If you’re not wielding a grappling hook, avoid this meaningless expression. Katie Clark, an account executive at Allison & Partners, a San Francisco public relations firm, got a request from her boss to send a document “over the wall.” Did he want her to print out the document, make it into a paper airplane and send it whooshing across the office? Finally she asked for clarification. “It apparently means to send something to the client,” she says. “Absurd!”

Robust
This otherwise harmless adjective has come to suggest a product or service with a virtually endless capacity to please. A cup of good coffee is robust. A software program is not.

Learnings
Like most educated people, Michael Travis, an executive search consultant, knows how to conjugate a verb. That’s why he cringes when his colleagues use the word “learning” as a noun. As in: “I had a critical learning from that project,” or “We documented the team’s learnings.” Whatever happened to simply saying: “I learned a lesson from that project?” Says Travis: “Aspiring managers would do well to remember that if you can’t express your idea without buzzwords, there may not be an idea there at all.”

Boil the Ocean
This means to waste time. The thinking here, we suppose, is that boiling the ocean would take a long time. It would also take a long time to fly to Jupiter, but we don’t say that. Nor should we boil oceans, even the Arctic, which is the smallest. It would be a waste of time.

Reach Out
Jargon for “let’s set up a meeting” or “let’s contact this person.” Just say that—and unless you want the Human Relations department breathing down your neck, please don’t reach out unless clearly invited.

Punt
In football, to punt means to willingly (if regretfully) kick the ball to the other team to control your team’s position on the field. In business it means to give up on an idea, or to make it less of a priority at the moment. In language as in life, punt too often and you’ll never score.

Impact
This wannabe verb came to prominence, says Bryan Garner, editor in chief of Black’s Law Dictionary, because most people don’t understand the difference between the words “affect” and “effect.” Rather than risk mixing them up, they say, “We will impact our competitor’s sales with this new product.” A tip: “Affect” is most commonly a verb, “effect” a noun. For instance: When you affect my thinking, you may have an effect on my actions.

Giving 110%
The nice thing about effort, in terms of measuring it, is that the most you can give is everything—and everything equals 100%. You can’t give more than that, unless you can make two or more of yourself on the spot, in which case you have a very interesting talent indeed. To tell someone to give more than 100% is to also tell them that you failed second-grade math.

Take It to the Next Level
In theory this means to make something better. In practice, it means nothing, mainly because nobody knows what the next level actually looks like and thus whether or not they’ve reached it.

It Is What It Is
Thanks.

8 Core Beliefs of Extraordinary Bosses

Mon, 23 Apr 2012 00:00:00 GMT

A few years back, I interviewed some of the most successful CEOs in the world in order to discover their management secrets. I learned that the "best of the best" tend to share the following eight core beliefs. 1. Business is an ecosystem, not a battlefield. Average bosses see business as a conflict between companies, departments and groups. They build huge armies of "troops" to order about, demonize competitors as "enemies," and treat customers as "territory" to be conquered. Extraordinary bosses see business as a symbiosis where the most diverse firm is most likely to survive and thrive. They naturally create teams that adapt easily to new markets and can quickly form partnerships with other companies, customers ... and even competitors. 2. A company is a community, not a machine. Average bosses consider their company to be a machine with employees as cogs. They create rigid structures with rigid rules and then try to maintain control by "pulling levers" and "steering the ship." Extraordinary bosses see their company as a collection of individual hopes and dreams, all connected to a higher purpose. They inspire employees to dedicate themselves to the success of their peers and therefore to the community–and company–at large. 3. Management is service, not control. Average bosses want employees to do exactly what they're told. They're hyper-aware of anything that smacks of insubordination and create environments where individual initiative is squelched by the "wait and see what the boss says" mentality. Extraordinary bosses set a general direction and then commit themselves to obtaining the resources that their employees need to get the job done. They push decision making downward, allowing teams form their own rules and intervening only in emergencies. 4. My employees are my peers, not my children. Average bosses see employees as inferior, immature beings who simply can't be trusted if not overseen by a patriarchal management. Employees take their cues from this attitude,

101 Ways To Live Your Life To The Fullest

Sun, 29 Apr 2012 00:00:00 GMT

“Your time is limited, don’t waste it living someone else’s life. Don’t be trapped by dogma, which is living the result of other people’s thinking. Don’t let the noise of other’s opinion drown your own inner voice. And most important, have the courage to follow your heart and intuition, they somehow already know what you truly want to become. Everything else is secondary.” – Steve Jobs (101 Most Inspiring Quotes of All Time) How do you feel about your life today? Are you living every day in exuberance? Do you love what you’re doing? Are you excited every single moment? Are you looking forward to what’s coming up next? Are you living your best life? If your answer to any of the above is a no, maybe or not sure, that means you’re not living your life to the fullest. Which really shouldn’t be the case, because your life experience is up to you to create. Why settle for anything less than what you can get? You deserve nothing but the best. In the past years of my life, especially since after I pursued my passion in ’08, I’ve been living every day to the fullest, filled with joy, passion and rigor. It’s an amazing experience that I want you to experience that too. This is a list of 101 timeless principles I use to live my best life, and I hope they’ll help you to do so too. As you live in alignment with them, you’ll find yourself becoming more conscious, more alive, and more importantly, experiencing life on a whole new level. Be sure to bookmark or even print out this page and refer to it daily to guide you to your best life. Here are 101 ways to live your life to the fullest: Live every day on a fresh new start. Don’t be held back by what

10 Steps for Flourishing at a Job Fair

Wed, 28 Mar 2012 00:00:00 GMT

Career fairs can be the perfect occasions to network with recruiters who could help you land an interview. Don't waste your chance to make a good impression. Follow these tips and put your best foot forward: 1. Know what type of job you want. Don't attend a career fair without knowing what type of job you want to land. Most fair organizers publish company participant lists in advance. Investigate those organizations' needs and how they match with your skills, experiences, and accomplishments. What problems do they have that you can solve? How can you contribute? Plan to be able to articulate the match between their needs and what you can offer. 2. Be able to introduce yourself to potential employers. This isn't as easy as it might seem. Most job seekers fail to have a succinct, clear, and direct answer to the inevitable question, "Can you tell me about yourself?" Don't forget: Your answer must articulate how your skills, accomplishments, and experiences directly relate to the type of job you want to land at the organization. Focus on your greatest job search strength and make a clear bridge between what you offer and what the employer seeks. 3. Know about the company. There's nothing more appealing to an employer than prospective hires who actually know something about their organization. It's so easy to find information online; spend time researching the organization if you plan to speak to its recruiters. Do your due diligence. Know what the company values, their competitors, and what type of person would thrive working there. 4. Have some good questions to ask. Once you know the basics, it's easy to draft several inquiries to make you look smart, informed, and on target. Has the company recently had some positive press? Comment on it! Make a point to let the recruiter know you've done your homework. Ask intelligent questions to

The New American Divide

Tue, 13 Nov 2012 00:00:00 GMT

The ideal of an 'American way of life' is fading as the working class falls further away from institutions like marriage and religion and the upper class becomes more isolated. Charles Murray on what's cleaving America, and why.

Social Media History Becomes a New Job Hurdle

Thu, 25 May 4800 13:14:51 GMT

Companies have long used criminal background checks, credit reportsand even searches on Google and LinkedIn to probe the previous lives of prospective employees. Now, some companies are requiring job candidates to also pass a social media background check. Readers’ Comments Readers shared their thoughts on this article. Read All Comments (268) » A year-old start-up, Social Intelligence, scrapes the Internet for everything prospective employees may have said or done online in the past seven years. Then it assembles a dossier with examples of professional honors and charitable work, along with negative information that meets specific criteria: online evidence of racist remarks; references to drugs; sexually explicit photos, text messages or videos; flagrant displays of weapons or bombs and clearly identifiable violent activity. “We are not detectives,” said Max Drucker, chief executive of the company, which is based in Santa Barbara, Calif. “All we assemble is what is publicly available on the Internet today.” The Federal Trade Commission, after initially raising concerns last fall about Social Intelligence’s business, determined the company is in compliance with the Fair Credit Reporting Act, but the service still alarms privacy advocates who say that it invites employers to look at information that may not be relevant to job performance. And what relevant unflattering information has led to job offers being withdrawn or not made? Mr. Drucker said that one prospective employee was found using Craigslist to look for OxyContin. A woman posing naked in photos she put up on an image-sharing site didn’t get the job offer she was seeking at a hospital. Other background reports have turned up examples of people making anti-Semitic comments and racist remarks, he said. Then there was the job applicant who belonged to a Facebook group, “This Is America. I Shouldn’t Have to Press 1 for English.” This raises a question. “Does that mean you don’t like people who don’t speak