Workers are landing jobs that pay six-figures in the oil boomtowns of North Dakota. Many of the highest-paying jobs are at oil companies, where workers make an average salary of about $100,000.
At 3.5%, North Dakota's unemployment rate is the lowest in the country.
(Nationwide, the rate is 9.1%). But among the small towns that lie along the Bakken oil formation, like Williston, Watford City and Belfield, unemployment is just 1.5%.
Halliburton (HAL, Fortune 500), Continental Resources (CLR), Hess (HES, Fortune 500) and Whiting Petroleum (WLL) are among some of the biggest players in the area. And jobs include everything from working on a rig to hauling crude and equipment in trucks to helping with administrative work, said Shawn Wenko, workplace development coordinator for the city of Williston.
But it's not just the oil companies that are hiring. The oil boom has brought such a big influx of people that every single industry -- from hospitality to retail -- has been hit with overwhelming demand as a result.
Contact Black-Peak Technology for more information and employment opportunities.
Wednesday, January 29, 2014
Wednesday, January 22, 2014
Alaska USL&H Insurance
Black-Peak Technology is happy to announce we are now covered for USL&H and Workers Compensation insurance in Alaska and surrounding waters.
What is USL&H you ask?
USL&H is a Federal act (sometimes referred to as the United States Longshoremans & Harbor Works Act) designed to provide compensation to an employee if an injury or death occurs upon navigable waters of the US - including any adjoining pier, wharf, dry dock, terminal, building-way, marine railway or other adjoining area customarily used by an employer in loading, unloading, repairing, dismantling or building a vessel.
Black-Peak also has workers compensation insurance coast to coast for all your staffing needs.
What is USL&H you ask?
USL&H is a Federal act (sometimes referred to as the United States Longshoremans & Harbor Works Act) designed to provide compensation to an employee if an injury or death occurs upon navigable waters of the US - including any adjoining pier, wharf, dry dock, terminal, building-way, marine railway or other adjoining area customarily used by an employer in loading, unloading, repairing, dismantling or building a vessel.
Black-Peak also has workers compensation insurance coast to coast for all your staffing needs.
Friday, January 17, 2014
Top 10 Jobs for 2014 - Black-Peak Technology Staffing with Jim Bernier
10. Natural Sciences Manager
This job is considered to be one of the top paying jobs and it is standing
on the number 10. These are expected to work as the land managers and are
responsible for the higher production.
9. Marketing Manager
Marketing has no limits and you can make a lot of profits. These jobs are
globally recognized and these include some of the serious areas that are
related to the economic sector. Presently this job is standing on the number
9.
8. Computer and Information Systems' Manager
Information technology is one of the best areas that is in demand forever.
The main thing about this job is the security and management in some of the
sectors that are public or private in function.
7. Air Traffic Controller
The main industry is one of those industries that are related to the
locomotion. This sector is more popular as compared to that of other sectors
because this job needs expertise and skills.
6. Lawyers
Crimes are present in every society and there is a need to defend some of
the cases. Best thing about this job is that you can earn your money at any
part of the world. The legal systems are always praised.
5. Dentist
The medical fields are always liked and there are many prospects. But there
is a great difference between the culture of the developed and the
developing nations. The main thing about this sector is that you can make a
lot of profits.
4. Airline Pilot
This industry is also considered as one of the highest paying jobs in the
world. The main thing in this job is the responsibility because this job
needs a lot of efforts.
3. Engineering Manager
The engineers are best known due to the works that are conducted by these
specialists. Construction, designing and execution of any project are
directly or indirectly dependent upon these managers.
2. Chief Executive Officers
CEO are directly or indirectly involved in some of the serious decisions
that can take a company to new heights. Some of the serious jobs come under
this category.
1. Surgeon
This job is considered as one the highest paying jobs that have very good
future. Currently surgeons are being apid at the highest pays in the United
States. There is fact that surgeons are also demanded all over the world.
Wednesday, January 8, 2014
Black-Peak Technology Staffing with Jim Bernier
Three Ways to Make an Offer
Let's assume you've got a candidate and an employer who have wrapped up their interviews and want to work together. How, exactly, do you choreograph an offer and get it accepted?
I take the position that an offer is worthless or even counterproductive unless it's accepted. Therefore, a "clean" offer is the gold standard to strive for.
A clean offer is an offer that's been pre-accepted by the candidate. In other words, you've closed the candidate at a salary lower than what you know or anticipate the company is planning to offer, and tied up any loose ends that might present a problem. So, when the company tells you they've decided to make an offer, you reply that the candidate has already authorized you to accept. To seal the deal, you ask the employer to call the candidate to shake hands over the phone, and generate a letter of acceptance for the candidate to sign and date.
A less desirable option is the "conditional" offer, in which the offer is extended and accepted, but with one or more components to be determined prior to the start date. Conditional offers are fairly common in sales positions, in which there might be two or three different commission plans to choose from, or territories that need to be carved out. Generally, these deals can be put to bed with a simple meeting between the candidate and his or her prospective supervisor. But if the stumbling blocks are significant (as in dealing with a relocation), you might need to make eleventh-hour adjustments to protect the placement.
Avoiding a Train Wreck
The most risky offer is the "hope and pray" offer, in which the company extends an offer and waits for the answer. As a spectator, you're stuck in the middle, hoping and praying the offer will satisfy the candidate.
If the offer is accepted, congratulations. If the offer is rejected, the employer has to decide whether to up the ante, negotiate the sticking points, or find another candidate. I really dislike "hope and pray" offers, as there are too many unknowns. For example, is it the terms of the offer driving the candidate's decision – or is it the job itself? You can always adjust a compensation package; but you can't easily change the job, the company or the culture. And if the candidate isn't thrilled, you've got no Plan B to fall back on.
Most "hope and pray" offers allow the candidate time to "think it over," which creates a recruiting dilemma. Do you coax, bully or beg? Play good cop or bad? Shut up or make a nuisance of yourself?
I've found the best thing to do is stay calm, go to a neutral corner and wait it out, unless the candidate has a question or needs factual information. To increase your leverage, you and the employer can set a "drop dead" date, after which the offer expires.
Not long ago, I found myself in a potential train wreck situation. The candidate, after completing two strong interviews, said he wanted to work for my client company. The company also was interested, but wanted me to do some due diligence before they extended an offer.
The candidate then confessed that he had somehow attracted the interest of a couple other companies, and had scheduled interviews with both. When I asked how my company ranked in comparison to the others, he was unwilling to say. When I asked if he could name a price at which he'd shut down all other activity and accept an offer from my client, he couldn't do it.
So, rather than wage a bidding war we were certain to lose, my client and I decided to pass on the candidate and find someone who really wanted the job and was willing to commit. While it was heartbreaking to let an otherwise qualified candidate slip through our fingers, it reminded me that my role is to help the employer hire great talent -- not hand over a bargaining chip to a wily candidate.
Let's assume you've got a candidate and an employer who have wrapped up their interviews and want to work together. How, exactly, do you choreograph an offer and get it accepted?
I take the position that an offer is worthless or even counterproductive unless it's accepted. Therefore, a "clean" offer is the gold standard to strive for.
A clean offer is an offer that's been pre-accepted by the candidate. In other words, you've closed the candidate at a salary lower than what you know or anticipate the company is planning to offer, and tied up any loose ends that might present a problem. So, when the company tells you they've decided to make an offer, you reply that the candidate has already authorized you to accept. To seal the deal, you ask the employer to call the candidate to shake hands over the phone, and generate a letter of acceptance for the candidate to sign and date.
A less desirable option is the "conditional" offer, in which the offer is extended and accepted, but with one or more components to be determined prior to the start date. Conditional offers are fairly common in sales positions, in which there might be two or three different commission plans to choose from, or territories that need to be carved out. Generally, these deals can be put to bed with a simple meeting between the candidate and his or her prospective supervisor. But if the stumbling blocks are significant (as in dealing with a relocation), you might need to make eleventh-hour adjustments to protect the placement.
Avoiding a Train Wreck
The most risky offer is the "hope and pray" offer, in which the company extends an offer and waits for the answer. As a spectator, you're stuck in the middle, hoping and praying the offer will satisfy the candidate.
If the offer is accepted, congratulations. If the offer is rejected, the employer has to decide whether to up the ante, negotiate the sticking points, or find another candidate. I really dislike "hope and pray" offers, as there are too many unknowns. For example, is it the terms of the offer driving the candidate's decision – or is it the job itself? You can always adjust a compensation package; but you can't easily change the job, the company or the culture. And if the candidate isn't thrilled, you've got no Plan B to fall back on.
Most "hope and pray" offers allow the candidate time to "think it over," which creates a recruiting dilemma. Do you coax, bully or beg? Play good cop or bad? Shut up or make a nuisance of yourself?
I've found the best thing to do is stay calm, go to a neutral corner and wait it out, unless the candidate has a question or needs factual information. To increase your leverage, you and the employer can set a "drop dead" date, after which the offer expires.
Not long ago, I found myself in a potential train wreck situation. The candidate, after completing two strong interviews, said he wanted to work for my client company. The company also was interested, but wanted me to do some due diligence before they extended an offer.
The candidate then confessed that he had somehow attracted the interest of a couple other companies, and had scheduled interviews with both. When I asked how my company ranked in comparison to the others, he was unwilling to say. When I asked if he could name a price at which he'd shut down all other activity and accept an offer from my client, he couldn't do it.
So, rather than wage a bidding war we were certain to lose, my client and I decided to pass on the candidate and find someone who really wanted the job and was willing to commit. While it was heartbreaking to let an otherwise qualified candidate slip through our fingers, it reminded me that my role is to help the employer hire great talent -- not hand over a bargaining chip to a wily candidate.
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