Such developments are largely due to China’s advocacy of a “two financial centres” model. Hong Kong’s free market economy, together with Shanghai’s broad integration of mainland business and legal traditions, create an environment which is both competitive and complementary and which will assist the future growth of a financial infrastructure in Greater China.

However, despite the general recruitment surge, many banks are only cautiously optimistic. Although the number of bank job opportunities has increased, employers have imposed stricter hiring requirements during the selection process. Most notably, the number of interview rounds each candidate now goes through has increased to at least four or five, up from two or three in 2008.

Meanwhile, candidates have more or less tempered their salary expectations. Many unemployed job seekers see the value in being more flexible in terms of their total compensation and benefits packages, and some are even willing to accept a lower salary than their previous position.

Unemployment seems to be leveling off, but even if the economy has moved out of recession—which it may have—we’re likely to go into a jobless recovery for the rest of 2009 and much of 2010, which means unemployment is going to stay in the 9 to 10 percent range, says John Challenger, CEO of Challenger, Gray and Christmas, an outplacement consultancy. Job seekers are facing more competition and more people are chasing fewer jobs, he adds, which is leading people to make rational decisions, saying if I can’t find a job here… I’m going to expand that scope.

According to the outplacement firm, 18.2% of job seekers who found employment in the second quarter relocated for the position, the highest job-seeker relocation rate since the second quarter of 2006. In the first quarter of this year, 14.3% relocated for a job and in the second quarter of last year, 11.4% relocated for work.

When unemployment is high, people need to go where the jobs are to make ends meet, to get on with their lives, Challenger says.

But don’t move with the herd: Before deciding to relocate, career counselors advise workers to make sure they fully understand the local economy they’re going to—and what they’d do if the new job doesn’t work out as planned. Also, make sure you understand what kind of help, if any, your new employer is prepared to give you for moving costs. Companies typically have standard relocation packages. Often, companies will provide lump-sum assistance to employees or help in selling a home.

Make sure you completely understand the policy, says Rich McClure, president of UniGroup, parent company of United Van Lines and Mayflower Transit. It’s important for employees to understand exactly what they’re getting. Companies know jobs are scarce and aren’t likely to deal on standard relocation packages, says Russ Haynie, director of global consulting for Prudential Relocation. Anecdotally, companies in industries with high unemployment or those recruiting from regions where unemployment is high haven’t been enhancing relocation benefits lately, he adds.

Our very recent experience has been that companies are less likely to enhance offerings related to selling real estate, overcoming deficit equity or loss on sale situations, or offsetting the cost of temporary living/duplicate housing expenses as a means of capitalizing on this trend, he says in an e-mailed statement.

It has become truly the norm, not only here in Greeley but across the country, she said from a job fair at Aims Community College where many of the applicants were dressed casually. They want to show their uniqueness, and one of the ways that they do that is through casual dress.

The Survey

The survey was conducted by the national executive search firm FPC, which has 70 franchise locations and has been in business since 1959. The 9,105 respondents were given this sentence: We should go back to more corporate attire in the work place.

» 60 percent of managers, directors, vice presidents and other employers chose: I disagree, that would be taking a step backward.

» 40 percent of the employers chose: I agree, the casual dress trend has hurt productivity.

The survey results among entry- and mid-level employees was different.

» 51 percent think it would be taking a step backward and 49 percent think the trend toward casual dress has hurt productivity.

Michael Leonard, executive professor of marketing at the University of Northern Colorado’s Monfort College of Business, said he thinks the fact that entry- and mid-level employees are more willing to return to traditional corporate dress is based on the employees’ outside perception of what corporate managers want.

This survey was conducted by a headhunting agency FPC

It is widely known that the best candidates are those who are not actively searching for a job. They are someway happy with their present position and company, so they are not looking for a change anytime in the near future. However, they are proactively thinking about their career and are not averse to a change if opportunities do arise. In the IT industry with its high employee turnover, 25-30 percent, where long-term loyalty is almost unheard of, what actually comprises this workforce? Experts believe that almost 40-45 percent of the workforce in the industry comprises passive job seekers. These are people between mid to senior levels, many with a high level of expertise in their field. The brand value of the company, a challenging job role, better perks and positions, might be suitable attractions to make them change their jobs, but there is a category that is the toughest to lure—those with good boss.

Searching out such passive job seekers and convincing them to take up a new job is not an easy task. Most headhunters consider proactive networking as the best strategy. The executive search agencies, recruitment firms for top level executives follow this method very effectively to get the most wanted talent from their current position ti their client’s company. Right?

Few