CTjobs.com

Registered employers can post jobs, search for candidates, and/or post a company profile on CTjobs.com

Quick Search
Run a quick search through the entire listings of jobs on this website. Filter your search by one, two or all three of the following criteria:



Archive for the 'Jobs' Category

Company helps define scope of practice for nursing jobs in Connecticut

Sunday, October 21st, 2012

Barton Associates has just launched its Nurse Practitioner Scope of Practice Law Guide, a tool that will help guide those seeking nursing jobs in Connecticut, among other locations.

The interactive tool that displays information about the state laws that regulate nurse practitioners in the United States.

Barton Associates created the Nurse Practitioner Scope of Practice Law Guide to provide a snapshot of the scope of practice laws in each state. Locum tenens (travel) nurse practitioners who are considering an assignment in a new state can use the tool to view the laws and understand the scope of services they can perform. Non-locum tenens nurse practitioners may also find it interesting to see how their state compares to others.

Barton Associates is a physician and nurse practitioner locum tenens company. Recently it has experienced significant increase in demand for locum tenens nurse practitioners in both primary care and other specialties. This growth in demand coincides with an increase in the number of practicing nurse practitioners. There are 157,000 nurse practitioners practicing in the United States, which represents a 40% increase over the last five years. With an anticipated shortage of primary care providers, nurse practitioners are expected to play an increasing role in the healthcare industry. Across the nation, more schools are offering nurse practitioner programs, more companies are hiring nurse practitioners, and more patients are choosing nurse practitioners as their primary care provider.

State law dictates a variety of factors affecting nurse practitioners, including the ability to practice autonomously, prescribe medication, serve as primary care providers, order physical therapy, sign death certificates, sign handicap parking permits, and sign workers’ compensation claims. For example, in 16 states (Alaska, Arizona, Colorado, Washington, Hawaii, Idaho, Iowa, Maine, Montana, New Hampshire, New Mexico, North Dakota, Oregon, Rhode Island, Vermont, and Wyoming) and the District of Columbia, nurse practitioners have plenary authority, which means that can practice as an independent provider. The 34 remaining states require nurse practitioners to either collaborate with, or be supervised by, a physician.

CEOs hiring less for Connecticut jobs

Sunday, October 7th, 2012

CEOs around the US are not going to be hiring as much for Connecticut jobs, among other locations.

A new survey from Business Roundtable shows that there is a sharp drop in the number of large companies that plan to add jobs or hire more workers.

This is most likely because are worried about the impact of budget cuts and tax increases that are set to take effect at the start of next year.

The Business Roundtable CEO Economic Outlook Survey Index decreased to 66.0 in the third quarter of 2012 from 89.1 in the second quarter of 2012, the lowest reading since the third quarter of 2009 and the third largest single quarter drop in the survey’s history.

Business Roundtable (BRT) is an association of chief executive officers of leading U.S. companies with more than $7.3 trillion in annual revenues and nearly 16 million employees.

According to the survey, only 29 percent of CEOs plan to increase hiring over the next six months. That’s down from 36 percent in June, when the group last released its quarterly survey.

“CEOs envision somewhat slower overall economic growth for 2012 and have modestly lower expectations for sales, capital expenditures, and hiring as compared to last quarter,” said Jim McNerney, Chairman of Business Roundtable and Chairman, President and CEO of The Boeing Company. “While CEOs see continued economic expansion, the dip in quarterly sentiment reflects concern over increasingly persistent obstacles to a stronger recovery, including uncertainty over year-end U.S. Government tax and spending plans and a path to resolution of the Eurozone crises.”

Hiring for jobs in Connecticut increases

Sunday, September 9th, 2012

Although the nationwide jobs report was worse than expected, some states and cities are faring better, and hiring for jobs in Connecticut, for example, has increased.

The newest CareerCast.com/JobSerf Employment Index finds that the cities Hartford, Baltimore, Los Angeles and Boston, all showed employment gains in August.

Managerial recruitment activity rose 11.1 points in August, the index points out.

It measures managerial hiring activity online and is 33 points higher than it was in August 2009.

Overall the job market is fairly strong. Hiring activity in Hartford was up 8% in August, while Baltimore saw a gain of 7%, followed by 6% gains in Los Angeles and Boston.

The Nutmeg State’s largest city shows growth after increased unemployment claims in May and June. The BLS projected Hartford’s unemployment rate at 8.5 in June, near its January 2012 mark, but considerably higher than its 7.4 rate in April. Connecticut Gov. Dannel P. Malloy announced the expansion of accounting firm Deloitte and Touche at the beginning of the month, anticipating 500 new positions in addition to their more than 1,100 employees already in the state. That news came just weeks after a $19 million state loan was granted for the creation of 400 jobs in steel manufacturing.

Some cities did not fare as well. Cleveland, Memphis, Tampa and Milwaukee all saw dips in recruitment activity.

The CareerCast.com/JobSerf Employment Index per capita hiring levels for U.S. cities in August are:

1. Washington, D.C. – 170
2. Boston – 159
3. San Francisco – 123
4. Seattle – 113
5. Baltimore – 102
6. Chicago – 100
7. Atlanta – 96
8. Denver – 88
9. Dallas – 85
10. Nashville – 85
11. New York City – 84
12. Philadelphia – 79
13. Houston – 78
14. Hartford – 70
15. Pittsburgh – 70
16. San Diego – 68
17. Indianapolis – 67
18. Louisville – 66
19. Minneapolis – 65
20. Cleveland – 64
21. Phoenix – 61
22. Cincinnati—60
23. St. Louis – 60
24. Milwaukee – 59
25. Los Angeles – 55
26. Tampa– 53
27. Miami – 52
28. Detroit – 50
29. Memphis – 47
30. Riverside – 27

Labor jobs in Connecticut climb

Monday, July 16th, 2012

Home builders are looking to fill both construction and labor jobs in Connecticut, among other places.

A survey conducted on behalf of the Home Builders Institute (HBI) by the National Association of Home Builders (NAHB found that these jobs are increasing.

It found that 46 percent of builders in the Midwest and West expecting to hire, 39 percent in the South and 29 percent in the Northeast.

Builders’ hiring plans support the growth expected in the housing market through 2012.

Trades are in highest demand from builders, due to skills shortages. Shortages of more than 20 percent were reported for trades including painters, bricklayers/masons, finished carpenters, rough carpenters and framing crews directly employed by home building companies.

Sixty-two percent of home builders expressed concerns about workers they want to hire needing training before they are ready to begin their work.

“The findings are another positive indicator for the recovery of the housing market and economy overall,” said John Courson, president and CEO of the Home Builders Institute. “Our focus continues to be training workers now for these future jobs to ensure that shortages don’t occur as home building accelerates.”

“It is critical that workers are trained and job-ready for expected hires, which is reinforced by the survey finding that having a certification or skilled trades training is a deciding factor for more than 40 percent of builders,” explained Courson. “Workers would be wise to be up-to-date on the latest building skills requirements by connecting with trainings and certification opportunities in their area.”

State adds Connecticut jobs

Tuesday, June 19th, 2012

The labor market is looking up, as it appears Connecticut jobs have been added.

The Connecticut Labor Dept. reports that May 2012 total nonfarm job estimate, seasonally adjusted, increased by 1,400 jobs, or 0.1% to 1,629,600. Over the year, the state labor market has grown by 6,200 jobs, or 0.4%. The April preliminary estimate of a -4,100 (-0.3%) job decline was revised lower to a -4,700 loss (-0.3%, 1,628,200).

Connecticut’s large employment fluctuations experienced since the beginning of the year appear to be driven by unusual seasonal patterns rather than purely economic forces. The first five months of 2012 have produced a job growth of 6,100 positions for the state which is just below 2011’s January-May employment buildup of 7,700 positions. This is consistent with most forecasts which project continued slow, but positive recovery in the state.

The unemployment rate, up onetenth of a percent to 7.8% last month, came in with an increase in the number of unemployed (3,112) but also favorable labor force growth (5,270). An expanding labor force may signal jobseekers are reentering the labor market, sensing better employment prospects.

Connecticut has now recovered 34,900, or 29.7%, of the 117,500 total nonfarm jobs lost in the March 2008 – February 2010 recessionary period. The private sector has now regained 43,600 (39.6%) of the 110,200 private jobs lost in the recessionary downturn. Financial activities, other services, and government have continued to lose jobs even after the recovery began in February 2010. However, last month, total private employment declined slightly (-200, less than 0.05%) as government had a large gain (1,600, 0.7%). Since last May, the private sector has added 9,900 positions (0.7%), while overall nonfarm employment is running at a somewhat slower pace (6,200, 0.4%). The current job recovery highpoint is February 2012 (1,634,900) for Connecticut.

Connecticut retail jobs could increase

Sunday, May 20th, 2012

Job creation is picking up, especially in Connecticut, where retail jobs might increase.

There is a swell in seasonal hiring, according to a new survey from Careerbuilder.

The annual Summer Job Forecast found that three in 10 (29%) U.S. employers plan to hire workers for the summer, up from 21% in 2011 and an average of 22 percent over the past four years.

Employers in the following industries are expected to lead seasonal hiring:

Manufacturing: 45%(plan to add summer workers)
Hospitality: 44%
Retail: 34%
Finance: 31%

Seventy-one percent of employers hiring this summer said they’ll be considering some hires for permanent positions. And 39% of employers said they’re less likely to hire someone who isn’t interested in working beyond summer.

A majority (64%) of employers will pay their summer hires $10 or more per hour – up from 58 percent last year. Twenty percent will pay more than $16 per hour; 29% will pay $8 to $10.

While 42% of employers report that they typically complete their summer hiring by April, 38 percent complete it in May and 19% will hire in June and beyond.

“Confidence is up among the employers we most closely associate with summer hiring,” says Brent Rasmussen, president of CareerBuilder North America. “This is good news for job seekers, as seasonal work can often lead to full-time opportunities. A majority of employers told us they consider a summer position an extended job interview. The forecast is also a strong indicator that the job market will continue to strengthen as we come closer to the second half of 2012.”

Survey shows confidence increasing about Connecticut jobs

Monday, March 26th, 2012

A new survey from Manpower posits that the level of confidence about Connecticut jobs is growing.

According to the seasonally adjusted survey results, the Net Employment Outlook for Quarter 2 2012 is +10%, up from +8% during the same period last year and from the +9% Outlook during Quarter 1 2012.

Of the more than 18,000 employers surveyed, 18 percent anticipate an increase in staff levels in their Quarter 2 2012 hiring plans, while 6 percent expect a decrease in payrolls, resulting in a Net Employment Outlook of +12%. When seasonally adjusted, the Net Employment Outlook becomes +10%. Seventy-two percent of employers expect no change in their hiring plans. The final 4 percent of employers are undecided about their hiring intentions.

For Quarter 2 2012, employers have a positive Outlook in all of the 13 industry sectors included in the survey: Leisure & Hospitality (+26%), Mining (+20%), Professional & Business Services (+17%), Durable Goods Manufacturing (+15%), Wholesale & Retail Trade (+14%), Nondurable Goods Manufacturing (+13%), Transportation & Utilities (+13%), Financial Activities (+11%), Information (+10%), Construction (+9%), Other Services (+8%), Education & Health Services (+7%), and Government (+5%). When the industry sector data is compared quarter over quarter, employers in the Construction, Nondurable Goods Manufacturing, Transportation & Utilities, and Leisure & Hospitality sectors anticipate a considerable hiring increase, while employers in the Durable Goods Manufacturing, Wholesale & Retail Trade, and Professional & Business Services sectors anticipate a moderate hiring increase.

Work output at Connecticut jobs enhanced

Sunday, February 26th, 2012

Productivity from those working at Connecticut jobs has enhanced, according to recent stats from the BLS.

Nonfarm business sector labor productivity increased at a 0.7 percent
annual rate during the fourth quarter of 2011, the U.S. Bureau of Labor
Statistics reported today. The gain in productivity reflects increases of
3.6 percent in output and 2.9 percent in hours worked. (All quarterly
percent changes in this release are seasonally adjusted annual rates.)
From the fourth quarter of 2010 to the fourth quarter of 2011,
productivity grew 0.5 percent, as output rose 2.3 percent and hours rose
1.8 percent. Annual average productivity increased 0.7
percent from 2010 to 2011.

Labor productivity, or output per hour, is calculated by dividing an index
of real output by an index of hours worked of all persons, including
employees, proprietors, and unpaid family workers.

Unit labor costs in nonfarm businesses increased 1.2 percent in the fourth
quarter of 2011, as productivity grew at a slower rate (0.7 percent) than
hourly compensation (1.9 percent). Unit labor costs rose 1.3 percent over
the last four quarters. Annual average unit labor costs
increased 1.2 percent from 2010 to 2011.

BLS defines unit labor costs as the ratio of hourly compensation to labor
productivity; increases in hourly compensation tend to increase unit labor
costs and increases in output per hour tend to reduce them.

Manufacturing sector productivity declined 0.4 percent in the fourth
quarter of 2011, as output rose 3.8 percent and hours worked increased 4.2
percent; this is the largest quarterly gain in hours worked since the
fourth quarter of 2005 (4.8 percent). Over the last four quarters,
manufacturing productivity increased 1.7 percent. Annual average
productivity grew 2.8 percent from 2010 to 2011. Unit labor costs in
manufacturing increased 1.6 percent in the fourth quarter of 2011 but
decreased 1.1 percent from the same quarter a year ago.

GE to create more Connecticut jobs

Monday, February 20th, 2012

GE recently announced its intent to open manufacturing centers all over the US and to create more Connecticut jobs.

As part of its focus on what works, GE will launch several new programs throughout the year, including:

· New pilot programs with partners to improve healthcare delivery in Louisville, KY, and Erie, PA, to achieve better health at lower costs in each community. This follows a successful program in Cincinnati that has resulted in significantly lower costs for both local employers and providers while improving access and maintaining quality care.

· Hiring 5,000 U.S. veterans over the next five years and sponsoring a “Hire our Heroes” partnership with the U.S. Chamber of Commerce to help veterans integrate into the civilian workforce and match them to jobs.

· Opening several manufacturing skill-building centers called “GE Garages” to spark interest in skills for jobs and partnering with GOOD/Corps on the What Works Project, a new interactive platform to highlight what works by inviting the public to submit stories, images or video depictions of what is currently driving American competitiveness. The project will award up to $10,000 each week through November to selected non-profit organizations that support American jobs and skills training.

· Doubling the number of GE engineering interns to more than 5,000 as part of an initiative proposed by the President’s Council on Jobs and Competitiveness to add 10,000 more engineering graduates a year in the U.S.

The program is program aimed at strengthening America’s global competitiveness by building a more highly skilled workforce, lowering healthcare costs and supporting the integration of the nation’s veterans into the workforce.

Company hiring for recruiting jobs in Connecticut

Sunday, February 12th, 2012

Medix Staffing is holding a slew of job fairs with the aim of hiring for recruiting jobs in Connecticut.

It will also be recruiting for sales jobs in Maryland as well.

Medix is a national staffing organization specialized in recruiting skilled personnel for clients in the Professional Services, Life Sciences, Healthcare and Information Technology industries.

It plans on increasing its internal staff through a concentrated hiring initiative.

The company launched the hiring surge to draw in talent from sales and recruiting professionals across the country. According to Carrie Losch, Senior Corporate Recruiter at Medix, the company is excited to explore what these professionals can potentially add to the Medix team.

Medix’s internal recruiting team will seek out talent at over 30 career fairs across the country over the next few months, including fairs at Penn State, the University of Iowa, the University of Maryland, the University of Connecticut, and the University of Arizona, to name a few.

“By May, we are hoping to have solidified 60 new hires,” said Losch. “Our hiring goals are challenging and ambitious, as we eagerly look forward to growing our internal team to continue to serve our growing contractor and client base.”

Minimize

Chat Live

Chat Live With Other Job Seekers in Our Networking Lounge

Minimize

Facebook

Minimize

Twitter