JVS Career Services Hilb Scholarship Program

“The Hilb Scholarship is an amazing opportunity; my only wish is that I had applied for it sooner,” said Eli, a senior at the University of Cincinnati. “It’s really helped me focus on my schoolwork, instead of worrying about how to pay for classes.”

Since 1955, The Jewish Federation of Cincinnati Hilb Scholarship has been providing need-based financial assistance to students in the Cincinnati Jewish community.

“The Hilb Scholarship Fund is committed to making funds available for students who want to further their education after high school and adults who want additional education and training,” said JVS Career Services CEO, Joni Burton.

Gus Hilb established the Hilb Scholarship Fund at the Jewish Federation of Cincinnati in 1955 in honor of his parents, Mannis and Yetta Hilb, and since its inception, it has been administered by JVS Career Services.

“College was something that I was kind of worried about how to pay for,” shared Ashley Schlaeger who is in her third year at The Ohio State University. “I knew my parents would help me a little bit, but having the scholarship going into college really helped me financially. It’s also helped me to keep my grades up because one of the requirements is that you have a GPA of 3.0 or above.”

99 Hilb scholarships totaling more than $225,000 were awarded for the 2019-2020 academic year.

“I love watching the students succeed, and getting to know each of them individually,” said Kasey Rouse, Scholarship Coordinator at JVS Career Services. “I love that I have the chance to make a difference in so many lives.”

The Hilb Scholarship isn’t the only opportunity available to students. Additional funds include the Anne and George Heldman Family Scholarship Fund, the Saidel Award, the Guthman Award, the Graff Award, and the Weiss Award, which are available to subsections of the scholarship applicant pool.

Students interested in applying for any of the scholarships administered by JVS Career Services should keep the deadline to submit the application in mind:

May 1, 2020                       Last day to submit an application for the 2020-2021 academic year and make an appointment for an interview with the scholarship administrator

Scholarship assistance is just one of the many services that JVS Career Services offers to students. The agency also works with students on career coaching, resume writing, networking, and interviewing skills.  As students approach the end of their schooling, JVS Career Services helps students find internships or jobs after graduation.

You can learn more about the Hilb Scholarship by clicking the button below.

Why Hiring and Retaining Older Workers Works

Peter Landesman, Senior Business Development Manager, JVS Career Services

In today’s job market, there are nearly one million more job openings than there are unemployed workers, which leaves employers struggling to find and hire workers.

But there may be a simple solution—hiring or retaining older workers. According to AARP, workers 55 or older comprise nearly 25% of the workforce, and the Bureau of Labor Statistics (BLS) says there will be more than 54 million workers over the age of 55 by the year 2024.

An AARP study found 12% of older workers believe they were passed for advancement due to their age. While two-thirds report having seen or experienced age discrimination on the job. 25% said they had heard negative, age-related remarks voiced by a colleague or supervisor.

Ageism was made illegal by the Age Discrimination in Employment Act of 1967. It protects workers over the age of 40 from age-based discrimination. Ageism cases may be difficult to prove, but employers found to be noncompliant can face multi-million-dollar fines. From 2010-2018, employers paid $810.4 million, not including litigation costs, to settle age discrimination charges filed with the Equal Employment Opportunity Commission (EEOC).

Here are just a few of the reasons companies would do well to hire or retain older workers:

  • Most employers are protective of their brand image and want to be thought of as an “employer of choice,” but ageism can negatively impact that brand. A candidate or former employee who feels they have experienced ageism can create negative comments towards a company, be it through word-of-mouth or social media. A company’s brand subsequently suffers and, ultimately, the impact is felt where it hurts the most: a company’s bottom line.
  • Older workers have years of experience and knowledge that a company can put to good use. No matter if it’s their professional network or their knowledge of the company, older employees are often great mentors to younger workers. Companies could lose out on a lot of soft skills by letting those older workers go.
  • Older workers are likely to stay with a company longer. The Bureau of Labor Statistics reports that the median tenure for workers aged 25 to 34 is approximately three years, while the median tenure for employees aged 65 and over is approximately ten years. Turnover is a major expense for companies, with one study finding that it costs about $15,000 to replace a worker earning $45,000 a year.

Today’s workforce now encompasses at least four generations of Americans, and study after study has shown that employers who value a diverse and inclusive workplace and truly put it into practice, are more profitable than those that don’t.

Does your organization need additional resources that will help it acquire valuable talent to move your business forward? One great option is to outsource talent acquisition to a professional recruiting agency. At JVS Career Services, our experienced recruiters work full-time to fill your open positions, providing your overworked HR staff with the time they need to become fully engaged business partners.

JVS Career Services can be an extension of your talent acquisition organization. Whether it’s for entry-level positions or high-level executives, JVS Career Services is a trusted partner to help you source the best, most qualified talent. As a nonprofit organization, JVS Career Services can offer recruiting services at far below market rates, while never sacrificing the quality of service that is provided.

To learn more, visit JVS Careers Services at jvscareers.org or call (513) 936-9675.

JVS Career Services Helps Recent Graduate Gain Her Confidence


“It’s hard to move back in with your parents, in your hometown, after living on your own for years. It caused her to lose a lot of her confidence,” said Dr. Lori Glaser-Zakem about her daughter Rachel. After finishing her master’s degree, Rachel had to move back home while she looked to start her career.

According to Lori, Rachel had been applying for jobs and going to interviews, but just couldn’t seem to gain any traction. “She was down on herself. She’s a very independent spirit, so living with us, and the struggle to find a job… Her dad and I just knew we had to do something for her.” However, beyond helping Rachel improve her resume, Lori and her husband were unsure of how else they could help—given how much had changed since they were younger. “Everything is just so different now,” Lori said, “you apply to jobs online; you have to know how to ‘search’ for jobs. It’s a whole different world.”

One day, Lori remembered something her friends had said about JVS Career Services. Recalling how positive their experiences had been with the organization, Lori decided that reaching out to them might be the perfect next-step for Rachel. “What I really needed was someone to help direct her and give her some objective input. After all, I’m only Mom,” Lori insisted. “But we had to twist Rachel’s arm a little because she is so independent. She wanted to do it on her own, and she didn’t want us spending the money on her. We finally convinced her. We said, ‘Look. This is our gift.’ And looking back, I have to say it was worth every penny,” she affirmed.

As part of the Career Services Package Lori purchased, Rachel was connected with Christine Olsen, one of the career coaches at JVS Career Services. The two worked hard to sharpen Rachel’s resume even more. Christine also taught Rachel interviewing techniques, and how to develop a networking mindset.

“They really went above and beyond,” remarked Lori. “I didn’t get to see the actual coaching sessions, but Rachel would come home and she was absolutely more upbeat and positive. She felt more confident in herself, and that she and her skills were marketable. Christine really helped Rachel see the positives she could bring to a company,” Lori said.

All of the hard work finally paid off. Rachel was offered a full-time job as a Transit Planning Specialist at the Central Oregon Intergovernmental Council (COIC) in Bend, Oregon. “We didn’t know Bend existed until she got this job,” Lori laughed, “but she loves it there. She loves what she’s doing! She’s actually in the field that she studied, so this has been such a great fit for her!”

Rachel started with the COIC in September of 2018. Recently, on the one-year anniversary of her employment, she posted the following thoughts on her Facebook page: “Today marks one year of living in Bend. It also happens to be the happiest year of my adult life. Thanks to all of the wonderful people who helped make it such a great year and an incredible place to call home!”

Not only is Rachel’s job a perfect fit for her skills and experience, but the quality-of-life she gets in Bend is outstanding. As Lori put it, “she’s a 15-minute drive to any number of hiking trails or rivers or lakes. When she’s not at work, she’s always out exploring nature or the community. Rachel is just so thankful to JVS Career Services because they pointed her in this direction. I have to say, as a parent, this was the best gift I have ever given.”

Rachel’s new life in Bend has provided other positives for Lori and her husband. “No one knows of Bend,” said Lori, “and the real-estate prices are unbelievable. But they are starting to go up, and they are projected to keep going up. So, we actually purchased a retirement home in Bend, and we are currently renting it out to Rachel and a few of her friends—one of whom lived here in Cincinnati and just moved out there to be with Rachel.”

In recent months, Lori’s son was also looking for a new job—a search that eventually centered on the Washington, DC area. Since he knew what a difference JVS Career Services had made in his sister’s life, he thought the organization might be just as helpful for him. “But as fate would have it,” Lori smiled, “the day he was going to call JVS Career Services, he was offered a job. But he knew about Rachel’s experience, and how happy she was.”

At the time JVS Career Services helped Rachel secure her job, Lori made a generous donation to the organization. And, when the milestone of her daughter’s first full year of employment was reached, Lori made another donation. In thinking back over all of her positive experiences, Lori had clearly developed a thankful heart: “I am just so very grateful to JVS Career Services. I really would do anything for them; they’ve had that big of an impact on our lives. The donations were in appreciation of the work that was done, and the help that was given. I want other people to be able to have this kind of experience. It truly is a wonderful service and it can change someone’s life.”

To learn more about JVS Career Services’ career coaching, contact us, email careerservices@jvscareers.org, or call (513) 936-9675

Positive Candidate Experiences Are Good for Your Bottom Line

Peter Landesman, Senior Business Development Manager, JVS Career Services

The talent acquisition process can be difficult for employers, but it can be downright brutal for candidates. We’ve probably all heard variations of horror stories like these:

  • A candidate shows up for a scheduled interview and the interviewers (recruiters and/or hiring managers) are late or don’t ever show up.
  • A candidate agrees to come into the company’s offices for five or six interviews, but they are scheduled across five or six different days.
  • A candidate must spend 30-45 minutes filling out overly detailed forms or inputting information into the applicant tracking database.
  • A candidate gets “ghosted” by employers and never receives any communications about their status.

Recent data suggests that employers who engage in such practices are doing themselves a grave disservice. The most apparent risk companies face is that qualified, talented candidates will accept offers from other employers, including the competition.

The good news is—the opposite can be true for positive candidate experiences.

Before going further, it is important to know that candidates outnumber new hires by a ratio that is roughly 100:1. Since it’s not uncommon for larger employers to fill 1,000 slots annually, based on this industry average this would mean that their total candidates could exceed 100,000. That is 100,000 people who will likely remember the good, the bad, and the ugly of their talent acquisition experience.

Consider these potential candidate experience outcomes:

Positive Candidate Experience Poor Candidate Experience
Loyalty: Candidates who feel their experience was positive are much more likely to purchase the products and services of that company. And, they will likely refer others to apply for future openings.


A prominent multinational corporation believes that rejected candidates are actually a key customer base. By treating these candidates with dignity, and by offering them coupons and discounts, the corporation was able to create a new revenue stream that reached $300 million.


Resentment: Candidates who feel their experience was negative are much less likely to purchase a company’s products and services. Furthermore, they could engage in a campaign of destruction, via reviews intended to damage a company or brand (i.e. like those nasty, negative reviews on Yelp).


This is especially true for business-to-consumer companies that compete in the retail, hospitality, and travel sectors—where viral negativity can result in millions of dollars of lost annual revenue.

Talented Candidates Refer Other Talented Candidates: A candidate’s positive experience greatly increases the opportunity for more and better referrals in the future.


Employers with the ability to acquire quality talent to fill open positions are well-positioned to grow their businesses and acquire even more customers.

Talented Candidates Steer Clear: A candidate’s negative experience greatly diminishes the opportunity for quality referrals in the future. Candidates will warn their friends and professional networks to avoid any employment opportunities at the company they’ve blacklisted.


With over one million more openings than there are candidates to fill them, there is a war for talent. Therefore, companies that cannot attract quality candidates are putting their growth plans in serious jeopardy.



Here are some ways to ensure a positive candidate experience:

  1. Simplify the candidate application process

Many employers believe that lengthy applications will somehow weed out candidates who are less committed, but this is not true. A CareerBuilder study found that 60% of job seekers get frustrated with long and complex online job applications, and simply abandon these types of applications.

Other studies indicate that for every additional line on a job application, the probability of applicants completing the form decreases by 30%.

Candidates value their time, and with so many other positions open and available to them, they tend to be attracted to companies that make the application process quick and easy.

From time-to-time, employers should try to fill out their own online application form. This gives employers a better sense of how time-consuming and difficult (or simple and easy) it is to complete.

  1. Communicate and keep on communicating:

Candidates deserve to know where they stand when they apply for a job. Employers that consistently communicate with applicants are much more likely to achieve a positive candidate experience. Here’s how to do it:

  • Acknowledge a candidate’s application. Let candidates know as soon as possible if they will or won’t be considered for a role.
  • Set clear expectations and timelines. The interviewing process can occasionally get drawn out. If you let candidates know this upfront, it will help keep them engaged.
  • Regularly call or email candidates with status updates. This accomplishes two things: First, candidates will appreciate the effort. Second, it’s a great way to find out if candidates are still interested or not. For example, they might have accepted a competing offer.
  • Don’t delay conveying bad news. Let candidates know if they are not going to receive an offer. If possible, follow the example of the multinational corporation and send coupons or discounts to help them feel good about their experience.

Today’s job market is highly competitive and companies cannot afford to lose out on quality talent due to subpar candidate experiences. Successful employers who adopt best-practices for their talent acquisition strategies will not only be able to hire the best talent, they will also grow their businesses as a result.

For more information about how JVS Career Services can help your company with its hiring process, please contact Peter Landesman, Senior Business Development Manager, at (513) 745-2905, or plandesman@jvscareers.org.

How Motivated Are Your Employees?

By Brie Juran, Career Coach, and Program Manager

There are many key factors that contribute to creating and maintaining a successful business. Without focusing on finances, strategy, or operations, it would be impossible to keep your company afloat. But while these areas of a business are essential, they are all impacted by one element that is just as fundamental: your employees. Having a staff that is energized, invested, and compelled to reach goals, and ultimately play a part in the company’s success, can truly make a difference to your bottom line.

Employee motivation is the willingness one has to bring energy, commitment, and innovation to work each day. Employees may have the right skill set, and abilities to manage their responsibilities, but without any driving force, those skills will not translate. This can become problematic because, without motivation, there is a lack of engagement. This, in turn, can lead to a decline in productivity, efficiency, and ultimately profits. Workers who are not connected may contribute negatively to office culture, and are less likely to remain at the company, resulting in the harmful consequence of high turnover.

In order for your company to remain competitive by attracting top talent, implementing strategies to promote employee satisfaction is fundamental. Below are five basic approaches that can aid your company in helping your employees stay motivated:

  • Communication: Make sure to communicate with your employees often, as well as in-person. Taking the time to have simple but meaningful face-to-face interactions can have a big effect on making an employee feel valued.
  • Lead By Example: It is important to exhibit the behaviors that you expect of your employees. Having a positive attitude, and showing excitement and enthusiasm about the work you are doing, can be contagious to those you work with.
  • Empower: In order to facilitate employee engagement, foster an environment in which their ideas and input are valued. Creating space for their ideas to be heard is helpful, but actually implementing their suggestions makes a powerful difference in their attitudes. Allowing a certain amount of autonomy for an employee to dictate how a particular job gets done, without needing prior approval, can help drive their desire to perform at higher levels.
  • Room To Grow: A crucial element of an employee’s sense of satisfaction can be nurtured when they feel like there are legitimate opportunities for advancement and that they are working toward an actual goal. Facilitating the professional development of your staff keeps them motivated to work harder to advance their careers, but also positions your company as a great place to work, because of how it values employees.
  • Incentives: While cash rewards are nice, there are other ways to motivate your employees, such as a paid day off or gift cards. Getting to know your employees and learning what, specifically, matters to them, can help personalize and make such incentives more meaningful.

In ever-increasing numbers, organizations are focusing on company culture to ensure employees are engaged and motivated. It is a job-seekers’ market and if an employee does not feel connected, they have plenty of options to go elsewhere, and will often pursue them. Companies that avoid the pitfalls of low employee engagement will ultimately be the ones that retain top talent and succeed in reaching full potential.

The War for Talent and the Cost of Waiting to Hire the ‘Purple Unicorn’

Peter Landesman, Senior Business Development Manager, JVS Career Services

A recent article in the Cincinnati Business Courier discussed the current unemployment rate of 3.7% might be great for job seekers, whether their job searches are “passive” or “active.” While some employers have been strategic by reacting to this tight labor market with better pay and benefits to attract and keep employees, others have continued with “business as usual” attitudes and old tactics to fill their open positions.

Hiring managers, many of whom operate as if it’s still 2009, expect to see 200 resumes from active job seekers for every position they post. They also believe they have the luxury to wait for their perfect candidate to show up among the applicants.

How many hiring managers consider or even know that the average cost of turnover (both voluntary and involuntary) is $15,000 per worker (assuming the median U.S. worker’s salary of $45,000)?

Want an even bigger number? The Bureau of Labor Statistics reported more than 40 million “quits” in 2018, which was up more than 3 million from 2017. That makes the annual economic impact of the voluntary turnover amount to $600 billion.

The average time to fill vacancies for certain classes of jobs is as high as 94 days, according to a recent Deloitte & Milken Institute and Economic Planning Institute report.

One must ask why employers, usually keen on making wise decisions for other key aspects of their business, contribute to these sorry yet preventable statistics. I can answer that with one simple phrase: The Quest for the “Purple Unicorn.”

Let’s consider some adverse impacts on those businesses that pour resources into the quest for the “purple unicorn”:

  • Potential candidates tend to ignore positions that have remained unfilled for 30+ days. What’s worse, some will resort to “ghosting” employers who do not fill positions fast enough.
  • The negative effect on current employees can be extreme. Who is doing the work while the position remains unfilled? What’s the impact on those who must shoulder extra work? Will they soon be creating additional vacancies?
  • Extended time taken to fill vacancies gives competitors the opportunity to hire the best
  • The stress and strain on a company’s talent acquisition staff, who must struggle to find all the candidates to fill all the vacancies, can lead to serious consequences—none of which are good.

A wiser business decision would be to outsource some critical talent acquisition efforts to a professional recruiter. Employers selecting this option can leverage the advantage of a recruiter’s experience and resources to acquire talent. Recruiters also have inside knowledge and a wide network to work with, which helps them quickly find qualified candidates—both passive and active ones.

Recruiters can work full time to fill an employer’s open position, which provides an employer’s overworked human resources staff with the time they need to become more fully engaged business partners. Plus, they are often successful in reducing that critical time-to-fill metric.

As a nonprofit, JVS Career Services can offer recruiting services at surprisingly affordable rates while providing an excellent quality of service.

The College Process: Where Do I Begin?

Brie Juran

By Brie Juran, Career Coach and Program Manager

When applying to college, there are many details to consider that can make the process challenging and stressful. It’s easy to lose perspective and get lost when options seem to be bombarding you from every angle. To help you feel more confident with this, I’ve come up with four categories to consider when you start thinking about your college career.

Your Future Career: The main purpose of college is to prepare you for your future career. It’s important you put effort into exploring what you’re interested in. Keep in mind, certain colleges may be better for specific programs, majors, and careers than others, so it’s beneficial to integrate this knowledge into your process. If you’re not sure what you want to do, that’s okay. Many students aren’t sure what they want to do, but there are assessments and coaching tools that can help you decide on your career path.

The College Experience: This is a broad topic that covers a lot of ground. Are you looking for a large school or a small school? Close to home? Or far away? What is the average class size? Are there study abroad opportunities and travel programs? What about athletics, or research opportunities? The list goes on. It’s good for you to know what you’re looking for in your college experience, as you will want to carefully consider this when choosing a school.

College Financing: A college degree can be expensive, and getting an education should not leave you financially ruined. It is imperative that your school of choice be within your financial means. And keep in mind the ratio of your debt versus your post-degree earning potential. Be sure to check out what assistance you’re eligible for. There are federal, state, school, and even local scholarships (such as the HILB scholarship administered through JVS Career Services) that can help minimize your financial burden.

Making a Decision That’s Right for YOU: You may be feeling pressure from family or friends to attend a certain school, but this is your experience, not theirs. When looking at schools, keep in mind:  

  • What are the outside influences that are guiding my decision?
  • Will this school help me achieve my goals?
  • What are my “whys” and do all my thoughts align?
  • Does this feel right for me?

A healthy combination of planning and open-mindedness will lay the foundation for successfully transitioning into your college career. There is no “right answer”; many colleges can provide you with a great education and a memorable experience. Preparation and exploration are important, just don’t get bogged down in minutia. These guidelines are a general map to help you make an informed decision.


For more information about how JVS Career Services can help you with your college application process, please contact Brie Juran at (513) 745-2907 or email bjuran@jvscareers.org


Brie Juran, Career Coach and Program Manager of JVS Career services, is a Florida native with strong family ties to Cincinnati and comes to JVS Career Services with a multitude of skills. Along with her sales and management experience, Brie will be using her networking expertise to enhance business development and client relationships. Brie obtained her Bachelor of Arts Degree in Psychology from the University of Maryland, and then went on to earn her Culinary Arts Certificate from L’Academie de Cuisine, a culinary school outside of Washington D.C. Subsequently, she worked in the food industry and returned to her Alma Mater to head the Admissions Department. Her time in this role enabled her to share her experience and inspire others to change careers and pursue what they love.

As in her previous position, Brie is passionate about the services and resources JVSCS is able to provide to assist job seekers in various stages of their careers as well as businesses with hiring needs. She has an energetic approach to engage community members and looks forward to contributing to the growth of the young adult professional community in Cincinnati. As a recent transplant from D.C., Brie is enthusiastic about connecting with others and in turn, facilitating their connection with JVSCS to find their place in the community through their careers.

Busting Millennial Myths

By Peter Landesman, Senior Business Development Manager

As an AARP card-carrying member of the Baby Boomer generation, I have often caught myself having some fun by making light of Millennials, the generation that was born between 1981 and 1996. However, we have to remember Millennials now make up the largest generation in the US labor force.

According to IBM Institute for Business Value’s study “Myths, exaggerations and uncomfortable truths: The real story behind Millennials in the workplace”, there are a number of unflattering myths about Millennials. The multigenerational study of nearly 1800 employees from businesses across 12 countries and six industries compared the preferences of Millennials, Gen X (born between 1965-1979), and Baby Boomers (born 1954-1964). The study helped debunk five common myths about Millennials.


Myth: Millennials have different career goals and expectations.
Truth: Millennials desire financial security and seniority just as much as Gen X and Baby Boomers. Millennials also align with other generations on the importance of inspirational leadership, a clear business strategy, and performance-based recognition and promotion.


Myth: Millennials want constant acclaim and trophies.
Truth: Millennials think it’s less important to have a boss who recognizes their accomplishments. Instead, they are looking for a manger who is ethical and fair, while valuing transparency and dependability in the workplace. According to the study, what Millennials desire is not being handed awards, rather they simply want to be treated fairly.


Myth: Millennials are digital addicts who want to do – and share – everything online.
Truth: Millennials are the first generation to grow up immersed in a digital world. They’re adept at using mobile and social technologies, immediately accessing data, ideas, and inspiration, and instantly communicating. However, the study finds they prefer face-to-face contact when it comes to acquiring new work-related knowledge and skills. They are also more likely to distinguish between personal and professional realms and exercise discretion when it comes to using social media.


Myth: Millennials can’t make a decision without hearing multiple opinions.
Truth: According to the study, 56% of Millennials are likely to seek out collaboration, but that’s actually down from 64% of their GenX colleagues.


Myth: Millennials are more likely to job hop.
Truth: While 27% of Millennials have already worked for five or six different employers, it’s more likely a reflection of today’s economic conditions than anything else. The study found four key motivations for leaving a job: to enter the fast lane, shoot for the top, follow one’s heart, or save the world. But, the results are pretty typical compared to other generations. It seems aspirations more than age determine why people move on.


Wise employers will recognize the value and skills Millennials bring to an organization. While working with Millennials, JVS Career Services recruitment and placement professionals have discovered a number of other truths about this generation.


Truth: Millennials are more likely to forfeit time off.
Millennials are less likely to use all of their vacation time because they feel more fear and greater guilt about taking time away from the office than any other generation.


Truth: Millennials can rapidly adapt to change and help create new ideas.
Millennials are agile and can adapt to change, which is a valuable skill for startups and other rapidly expanding businesses. The most successful industry leaders are the ones that embrace change and adapt to it.


Truth: Millennials help bring in fresh ideas.
Millennials, with their fresh ideas and perspectives, can help generate the kinds of strategies that succeed in making a business thrive by being more attractive to younger customers.


Truth: Millennials are resourceful.
Being at the forefront of the gig economy, Millennials have become self-sufficient. Whether it’s their frugal shopping strategies or developing a variety of income streams on the side, problem-solving Millennials are not afraid to roll up their sleeves to get things done.


Truth: Millennials are highly goal oriented.
Millennials are confident in their ability to get things done, and that is why they often thrive when it comes to meeting or exceeding goals. They want their contribution to play a major factor in something that matters personally to them.


As new generations continue to enter the workplace older generations in the labor force may be quick to push back. However, employers who appreciate, learn from, and take advantage of future generations’ values and skills will succeed.


JVS Career Services recruiting will connect your organization with the best, most qualified talent. We’ll identify your organization’s goals and recruitment needs taking into account culture, fit, and skill requirements.

For more information about how JVS Career Services can help your company acquire the best talent, please contact Peter Landesman at (513) 745-2905, or plandesman@jvscareers.org.


Peter Landesman, Senior Business Development Manager, and Career Coach, comes to JVS Career Services after 40 years as a marketing and marketing communications professional. Peter has worked in a wide variety of industries that include consumer packaged goods, retail, publishing, healthcare, information technology, private aviation, professional services, and employee benefits. He has worked for well-known companies such as World Book Encyclopedia, JCPenney, American Heart Association, NCR, and NetJets.

Peter has passionately pursued and welcomed opportunities to assist individuals with their careers and share connections that lead to the next step in their journey.  In addition to fulfilling a volunteer role with many JVS Career Services clients, Peter co-facilitates the American Marketing Association’s Career Transition Group. Among his other non-profit activities, Peter served on the Governing Board of the WE Lead Athena Program and continues to serve on the Steering Committee of the Greater Cincinnati HR Collaborative.

Attracting Talent in a Candidate-Driven Recruiting Market

By Joni Burton, CPCC and CEO, JVS Career Services

It’s a great time to be looking for work. With the unemployment rate at a historic low, employers are working extra hard to attract talent. More and more companies are using what is called inbound recruiting. That’s when a company works to attract an employee in hopes of having them choose the company as their next employer.

A great inbound recruitment strategy should include the following:


You need to define your employer brand clearly, then sell it to the world through your website, social media platforms and your current employees — answer the question of why your organization is a great place to work and to build a career.

Remember, we’re in a candidate-driven market — that means you need to communicate respectfully and give people the information they need to evaluate both the job opportunity and your organization.

It’s always a good idea to build your company’s brand on sites like LinkedIn, which is generally seen as the most credible employment social media site. If you don’t already have a company page on LinkedIn, establish one – this is the place to describe your company culture.


Social Recruiting

Social recruiting is more than simply posting job ads on your social network sites. Your competitors are using social media networks proactively to identify candidates by their skills and interests, then connecting with them to build a relationship — and ultimately to get them to apply for an opening.

Remember, recruiting is all about emotion. Good or bad, first impressions are lasting impressions. Many candidates embrace an employer after one inspiring conversation and a few social media comments about the company’s unique culture. It takes just one “moment of truth” to seal the deal – but also, it only takes one bad impression to undo all of your hard work.


Speak to the Candidate’s Aspirations
It’s common to think pay is the main deciding factor in choosing a job – but the main driver is a company’s culture.

When you are interviewing candidates, keep in mind what their driving motivation is. Uncover the candidate’s ambitions and career dreams, then show them how working for your organization will put them on the path to achieving their dreams.

Keep in mind the candidate is interviewing you as much as you are interviewing the candidate. If you present your organization well on social media sites, and during the interview process, you can land that great candidate.

Joni Burton, CPCC and CEO of JVS Career Services, is a seasoned Senior Management Executive with decades of experience in recruiting, staffing and management. In her role as CEO, Burton is focused on growing the agency and significantly expanding both types of services offered to job seekers and employers, and the number of clients served.

Burton has a Bachelor of Science Degree from The Ohio State University Fisher College of Business.

To contact Joni Burton, please call (513) 745-2902, or email jburton@jvscareers.org.

From the Big Apple to the Queen City: JVS Career Services Helps New York Transplant Find Employment

For Lee Honig, getting established in Cincinnati was hard. He and his wife Nina moved from New York in the summer of 2018 after he wrapped up his PhD. “I knew we were making a big leap,” Lee said about the move. “The only place I ever lived was New York. I miss my friends, and I miss my family, but I was really looking to stoke up our lives here and get off to a great start.”

Since Lee and Nina moved to town, they’ve been living with her parents to save money as Lee looked for work. Now that they have taken some time to adjust to Cincinnati, Lee and Nina are ready to have a house of their own. An avid baker and cook, Lee looks forward to the day that he can host dinner parties for friends and family. He also can’t wait to have a big yard so they can play with their niece and nephew, and, at long last, to finally start building his vinyl collection.

Before moving here, Lee completed his Ph.D. in biomedical science research and was working as a post-doctoral research fellow, but he wanted to transition out of the lab and become a medical writer. In addition to building bridges for scientists with his writing, Lee’s mission has always been promoting public intellectualism. “I believe science belongs to everybody; that’s something I’m very passionate about. I really want to make communication more effective between scientists and the general public.”

Nina, who works as a Jewish educator in Cincinnati, suggested Lee contact JVS Career Services to help him find work and create meaningful connections in the city. He reached out and was connected with Senior Career Coach Dedra Perlmutter. “Dedra was extremely welcoming, and we had a really awesome introductory meeting where we got to know each other, which really speaks to their ability to personalize the service towards the individual.”

“Lee wanted to transition out of the academic world and into the business world,” Dedra said. “I worked with him on knowing the cultural differences between those two worlds and how to best present himself and his work when going on interviews and networking events.” 

Lee said that within a couple of sessions, Dedra helped him update his resume and turn it into something he is very proud of. “It was like she waved a magic wand over my resume!” Dedra also helped Lee set up a number of interviews, and even though those initial interviews didn’t land him a job right away, Lee didn’t let it discourage him.

Throughout the process, Lee said he found a second home at the JVS Career Services office. Not only was it a place of support and learning, but Dedra and the staff really got to know him and treated him as a friend. “I was able to go to their office and hang out and crack jokes and have fun, but also get things done,” Lee said.

One day he was browsing the job forums and found a job that would be a perfect match for him. He jumped on it, calling Dedra right away. He said all of the other interviews and networking events he had done up to that point are what prepared him to land this job. “They were the ingredients that set me up for success in terms of how I should talk to interviewers, how to showcase my strengths, and how to own up to my weaknesses.” Lee had an offer within a week of his first contact with the company.

But he didn’t just find one job, he found two. “When I first sat down with Dedra, she said it was going to be either feast or famine, and I think that’s really true,” Lee said while laughing. He works from home full-time as a medical writer for a company called R&Q Solutions, and he’s also working a part-time job as a scientific communications specialist with a local company called Eccrine Systems. If that’s not enough, Lee continues to tutor area students. “That was something I started doing when we first moved here to help bring in some extra money. A lot of people asked if I would give that up once I got a full-time job, but I can’t abandon my kids.”

When you walk in the doors at JVS Career Services, the first thing you’ll see is an over-sized bellhop bell on the reception desk. It has a large sign saying not to touch it, unless you get a job. “It may sound silly, but the feeling of going into that office and surprising everybody and just ringing that bell, it’s just a wonderful feeling to celebrate with them after going down this road together.”

Lee said that he and Nina gave themselves a year to accomplish three goals: overall happiness, Lee finding a job, and to find a home of their own. “I’m excited to say that we had an offer accepted on a house in Hyde Park,” Lee said during a recent follow up interview. He said the offer was accepted with five days to spare before their one-year anniversary of living in Cincinnati.

“It boggles my mind, with how slow and arduous everything was. Then boom, everything just clicked into place. We’re now solidified here in Cincinnati. I’ve met so many amazing people; I’m building my network. There are so many times I said to myself that I don’t know if I could have done this on my own. This is a service that is here for people. They take in complete strangers, and they become this extension of your ability to achieve your goals, and it’s amazing that this exists in Cincinnati. It’s amazing that people can have that sort of professional sanctuary. This stuff doesn’t exist in New York. This is a really special thing, and I still can’t believe that I’m riding that cloud that I have a job, that I have three jobs, and I’m getting to where I need to be. It’s a true blessing, and for anyone walking into that office that’s looking for opportunity, they’re going to be in a good place.”

Even though Lee has landed a job, his relationship with Dedra and the team is continuing. “It’s not just an opportunity to get a job,” he said, “it’s an opportunity to get to know people and build your network so you can continue to grow in ways that you didn’t think you were able to.” Lee swings by the office from time-to-time with a plate or two of fresh-baked chocolate chip cookies. “As long as he keeps doing that, we’ll keep him around,” joked Dedra.

As for Lee, he got a little choked up when talking about Dedra and his experience. “She is one of the most incredible people I’ve met since moving here. She was a confidant for me during this process. If I was ever feeling consumed by everything I was trying to do, she was there to provide that extra layer of support for me, and I think that really matters. From the bottom of my heart, Dedra was really instrumental in making sure I got to where I needed to be.”

To learn more about JVS Career Services’ career coaching, contact us, e-mail careerservices@jvscareers.org, or call (513) 936-9675.