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Mecklenburg County Chapter of Special Olympics Named CEO Inc. February Charity Fund Recipient

Every month, CEO Inc. donates a percentage of its profits to a selected local charity.  For February 2012, the company has chosen the Mecklenburg County Chapter of Special Olympics as the charity fund recipient. President Debby Millhouse said, “We love Special Olympics and the incredible job they do with some very special local athletes. I’m very proud that the CEO Inc. employees have selected such a worthwhile and deserving organization.”

Special Olympics is dedicated to providing year-round sports training and competition in a variety of Olympic-type sports for children and adults with mental retardation or closely related developmental disabilities, giving them continuing opportunities to develop physical fitness, demonstrate courage, experience joy and participate in the sharing of gifts, skills and friendship with their families, other Special Olympics athletes and the community. You can find out more about Special Olympics in Mecklenburg County and North Carolina at www.sonc.net.  You can also donate to this most important cause right on the website.

 

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Why Temporary Work Is Worth It

By Kerry Hanon

Recently, the big online job site, CareerBuilder, released a Harris Interactive survey that showed that more than a third of American companies are operating with smaller staffs than before the recession.

To keep business trucking along, 36 percent of companies will hire contract or temporary workers in 2012, up from 28 percent in 2009, according to the survey of more than 3,000 hiring managers and human resource professionals.And nearly a third of those employers want to hire before April. “Temporary jobs from staffing and recruiting firms are playing an increasingly important role in the economic recovery,” according Eric Gilpin, president of CareerBuilder’s Staffing & Recruiting Group.

Based on CareerBuilder’s data, the following are examples of staffing and recruiting positions currently in demand: Occupational or Physical Therapist and Speech Language Pathologist, Java or .Net Developer, Network Engineer, Administrative Assistant,  Customer Service Representative and Business Analyst.

I get it. From the employer’s perspective, hiring temporary workers simply makes sense in many circumstances. They can staff up for short-range project without the price tag of healthcare and other benefits. And in this employment market, they can attract the crème de la crème. These are often workers who have been downsized, or taken early retirement packages. Once the dust clears, they discover they either need or want to keep working. Is this a good thing? It certainly can be. As a career transition expert, I view temporary work as a perfect chance for a career switcher to try on different hats, work in various types of businesses, even add new skills and experience.

A temporary, “dip in the pool” assignment lets you get a feel firsthand if this is something you really want to do. I always tell people who ask my advice on changing careers–do the job first-moonlight, apprentice, volunteer. If you can get paid for a temporary gig, go for it. That’s the only way you’ll know if the new career is all you dreamed it would be.

But even if you aren’t thinking of career changing, here are other reasons why a  temporary assignment may be worth it.

  • Gets you out of bed in the morning. You’ve got something to do.
  • Gets you in the door. It may lead to full-time work with an employer eventually. Don’t miss the opportunity.
  • Gets you decent pay. You can make your experience a plus. Employers are typically willing to pay you generously, providing you have the chops, if you solve their problem or need quickly. It lets them bypass the hand-holding and learning curve stage that a younger, less experienced, but lower-paid worker, might require.
  • Builds your professional network. Nurture relationships with co-workers during your assignment. You never know where a contact may lead you, and who they might be able to refer you to for future jobs.
  • Lands you new and au courant references for future employers to contact about what you’ve been up to lately.
  • Keeps your resume alive. It’s a bone to stave off the disgrace of those gaping holes of idleness in your resume.
  • Keeps your skills sharp. You know the mantra: Use it or lose it.
  • Lets  you get psyched about a work project–without the pressure of long-term expectations. No job is forever, anyway. This one just might be shorter than most, and that can be tremendously freeing

You can’t expect that temporary or contract positions will lead to a full-time or on-going position. I know that. If it is a job or a company that turns you on, though, you can subtly let it be known that you’d love an opportunity to be considered for a full-time position should things change. And, please, don’t take it personally, if it doesn’t. It’s not about you…it’s about them.

Even if it’s just what it claims to be, a temp job, you still win in my experience. First, it might be just the flexible work schedule you’re looking for. Secondly, if it’s a full-time job you really want, it still has your back.

When you’re making money, the truth is you feel better about yourself. You feel valued. It builds confidence. That’s far healthier than shooting out resumes and not getting a single response. And seriously, you never know what might come your way when you back away from the computer screen.

A final tip: Hone your yarn-spinning. Even if the assignment was the pits, and that’s always possible, find a clever to use it in a future job interview. It can be a great example of your work ethic, ability to helicopter in and solve a problem, or fill a professional need for a company. Make the time spent part of your personal career story. Poetic license.

Source: Forbes

 

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Forget Networking: How To Be Connector

We all know people like them, people who seem to know everyone. They’re always able to help — or if they can’t, they know someone who can. You meet them for the first time and in 15 minutes, you’re talking with them like you’re childhood friends. They’re successful, smart and funny, with a likable touch of self-deprecation. And they’re interested in everything.

Who are they? Connectors. Take Maryam Banikarim, senior vice president and chief marketing officer at Gannett, publisher of USA Today. She has a perfect job for a connector — she helps link Gannett’s various newspapers and media outlets “and bring the pieces together.”

“I like people and am genuinely curious,” says Banikarim, 42. “I like stories and want to make connections. But I didn’t know the word for it until my husband read Malcolm Gladwell’s The Tipping Point and said, ‘I finally have a word for you — a connector.’ ”

As Gladwell writes, “sprinkled among every walk of life . . . are a handful of people with a truly extraordinary knack of making friends and acquaintances. They are Connectors.” Gladwell describes them as having an ability to span many different worlds, subcultures and niches. Traits such as energy, insatiable curiosity and a willingness to take chances seem to be the common thread among connectors — as well as an insistence that connecting is not the same as networking.

“Networking I see as a means to an end,” says Jill Leiderman, executive producer of the late-night show Jimmy Kimmel Live. But connecting, she explains, is about using a genuine love of meeting people and making friends to engage and assist one another.

Connectors show a willingness to venture outside their comfort zones. For example, comedy writer Josh Bycel visited a Darfur refugee camp six years ago, and on the way home he came up with the idea of raising money for a medical clinic for the camp. In three weeks, he had collected $50,000. That idea grew into a nonprofit called OneKid OneWorld, which aims to connect schools in the United States with those in Kenya and other developing countries to provide everything from books to clean water.

“I’m a comedy writer. I don’t know anything about building schools,” says Bycel, 40, who lives in Los Angeles. “But I’m interested in learning. You need to get out and make connections outside of your own world. Being interested in lots of different things by definition allows you to be a connector.”

The willingness to reach out to someone you don’t know is crucial to the art of connecting, and especially important in uncertain economic times. Those who are in mid-career and may have worked for one company for years should learn connecting skills before they need them. For instance, most people’s natural inclination is to seek out friends at meetings and mealtimes. Banikarim says not to do that. “It’s easy to sit with someone you know,” she says. “It’s hard, but more interesting, to sit with someone you don’t know. This is not like high school. It’s not just the losers who don’t have somewhere to sit.”

It may seem as if connectors are born, not made, but that’s not necessarily true. Banikarim was forced to learn to reach out to people from an early age. She moved with her family from Iran to Paris in 1979, then to Northern California, where there wasn’t an Iranian community. “I was often that new kid,” she says. When she started college at Barnard, “I knew it was either sink or swim. The first week of school, I joined every club and went to every meeting. I ended up as freshman class president.”

Joining clubs and organizations is a terrific way to find like-minded people, but only go when you have an interest — and don’t attend endless networking get-togethers. Keith Ferrazzi, author of Never Eat Alone, says he has never been to an official networking event. Instead, he advises, join organizations that focus on the events and activities you love.

“I have a friend who is the executive vice president of a large bank in Charlotte,” he writes in his book. “His networking hotspot is, of all places, the YMCA. He tells me that at 5 and 6 in the morning, the place is buzzing with exercise fanatics like himself getting in a workout before they go to the office. He scouts the place for entrepreneurs, current customers and prospects.”

Of course, when you’re walking into that first meeting or class and facing a bunch of strangers, the instinct is to flee. That’s all right. The point is not to ignore the fear, but acknowledge it — and then work through it.

“I sort of just run into fear, as I run into chaos,” says Banikarim, whom The New York Post named one of the 50 Most Powerful Women in New York City in 2008 when she worked at Univision. “You breathe deep, and you have to remember that everyone is scared.”

Perhaps one of the most important attributes of a connector is a willingness to help and to reach out even if there is no obvious or immediate payback.

That means thinking long-term. Jen Singer is the founder of the blog Mommasaid.net, author of five books, a Pull-Ups spokeswoman and an undeniable connector. “The biggest mistake people make is they think ‘if I help this person, that will happen immediately.’ We have to stop thinking in linear terms,” she says.

Helping others out doesn’t mean you can’t hold some things back. Singer, 44, uses the word “coopetition” — a combination of competition and cooperation — to describe her philosophy. “I think this generation understands you share, but also protect your own interests — you don’t give a key to everything you have. It’s a line you have to learn to walk.”

Finally, a connector also occasionally has to disconnect. Leiderman says her boyfriend “has taken away my Blackberry so I can super-connect with him.”

Source: SecondAct.com

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Long-term unemployment: How to explain it in a job interview

While the overall employment picture in America continues to slowly but steadily improve, the latest figures show there are still 5.6 million Americans who have been out of work longer than 6 months, and 3.9 million for more than a year.

Unemployment gaps of six months or more are going to raise questions in interviews with potential employers—questions that are going to have to be addressed head on. Career strategist J.T. O’Donnell, author of CAREEREALISM: The Smart Approach to a Satisfying Career, has some interesting insights about how candidates should address these concerns.

Why is it important to explain long-term unemployment in a proactive way?

The reality is that recruiters and hiring managers will assume that you have a flaw or some other negative reason for your lack of work. Hiring managers and recruiters will expect you to hold yourself accountable and at least be able to articulate one or two solid reasons for this problem. In short, if you can’t own up to what has happened to some degree, then the assumption will be you are flawed in your ability to see the situation for what it is. Moreover, you will be seen as someone who blames others for setbacks.

Is mentioning the down economy a good reason?

In spite of the fact that the average length of unemployment in America is 10 months, you cannot use this excuse as your only reason for being unemployed for so long. This does not make you look unlucky but, rather, you appear as someone who feels victimized and helpless. So, a legitimate reason for being unemployed for this long is a combination of the current economy as well as mistakes made in the job search process. [This will] demonstrate professionalism and the ability to learn from mistakes.

How should you assure the interviewer that you’re not out of touch with your industry?

Specifically, you should be able to explain the top challenges, changes and trends that are being experienced by your industry. This will show your commitment to your field and your desire to stay in it. Emphasizing freelance work or volunteer work is the ideal way to articulate that you have been making an effort to keep your skills current and contribute in some capacity. More importantly, this demonstrates that you understand the value of giving your time and energy as a way to continue growing yourself.

How important is confidence for a comeback from long-term unemployment?

Many individuals have lost their job through no fault of their own, yet they are experiencing a crisis of confidence in their abilities. Trying to hide that fear; even worse, not dealing with that fear will translate in your body language and facial expressions. In short, even if you think you’re doing a fabulous job masking it, hiring managers will see through you. My advice is to work with a trusted mentor, or better still an experienced career coach, who can help you work through your feelings and get you to a place where you can talk about this of employment objectively.

Can humor help make light of your situation?

It takes a unique personality to be able to use humor when discussing long-term unemployment. Too much joking and lighthearted excuses will make it appear as if you don’t really appreciate what has happened to you. Cracking jokes about the economy or mistakes you have made could also be misperceived as you blaming others for your situation. When it comes to long-term unemployment, accountability must be your mantra.

Any other tips to share on this important topic?

Avoid spending too much time with people in the same boat. You need to surround yourself with people who are working in your industry. The best way to do this is by joining groups on LinkedIn in your area of expertise, attending industry events, and setting up informational interviews with people working in positions that you aspire to. This will enable you to have meaningful conversations with peers, allowing you to showcase how you’ve stayed current in spite of the fact that you’re between jobs. You’d be surprised at how many working professionals love to job it forward! Don’t feel bad about asking for help — the day will come when you can repay the favor.

Source: CBS Money Watch

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Hiring Speed: A Crucial Component of the Recruiting Process

Clients who drag out the process of hiring and making an offer to recruits are doing a tremendous disservice to themselves, the potential hire and you!  I recently had a company take 11 business days to make an offer after a final interview.  During the 11 days, the candidate had one on-site interview and two phone interviews with three other companies. This candidate I recruited for my customer didn’t have options when I first contacted them; then suddenly they had several. In the end, he had two offers on the table to consider and was beginning to wonder if he was my customer’s second choice.  Recruiting and hiring is a delicate emotional dance, if your date has to wait too long to be asked to the prom, they will simply go with someone else. In this case, if the company had been quicker with an offer he would have not interviewed with the other companies.

I tell all my clients that an offer needs to be made within 48 hours of the final interview– sooner if possible. So where does the process break down?  What are the pitfalls companies fall into which reduce their effectiveness in hiring decision making? During a “lessons learned” debrief with the company, we determined the following common reasons for the slow offer process:

  1.  Too Many Cooks in the Kitchen: When too many people are involved in the hiring decision, the process is going to be sluggish.  One person has to be in charge and retain full authority.  Seeking other’s input is important, but if multiple people are involved in a purely democratic process (in this case there were 10), it’s going to be next to impossible to get them to all reach the same conclusion in a timely manner.
  2. Hijacked By Lawyers: Lawyers certainly serve a purpose but a company attorney should not have to review each and every employment offer. Create a standardized offer template that has pre-approved legal language.  Salary, benefits, etc. can then be simply plugged in and you’re on your way.
  3. Key Decision Maker Missed the Final Interview: First of all this should just not happen.  It reflects poorly on the company and makes candidates feel like they’re not being taken seriously.  However, if unavoidable, have the missing person do a phone conversation prior to the final on-site interview. Or have them pick a trusted person to become the decision maker for this hire.
  4. The offer approval process was serial; not parallel – If you cannot avoid multiple approvals of an offer, get them all at the same time [parallel], not in succession [serial].  Create efficient processes to ensure your offers get out the door in the minimum time.
  5. Use Verbal Offers to Expedite the Process: If the decision has been made to extend an offer, make it over the phone as soon as possible.  Don’t let preparation of contracts and 2-3 day mail delivery slow down the process.  Follow up with written offers later the same day via email or overnight delivery.

Do any of these scenarios sound familiar?  If so, it’s time to review and reform your hiring process.  Don’t let news of the sluggish economy fool you into a false sense of security.  Top talent will still have plenty of interested companies—especially in the technical areas. Get them off the market as quickly as you can and putting their skills to work for your company.

Eric Murphy, Senior Recruiter CEO Inc.

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Urban Ministry Center: CEO Inc.’s December Charity of the Month

Each month the employees of CEO Inc. select a local charity as the recipient of a portion of the company’s profits.  This month’s benefactor is Charlotte’s Urban Ministry Center. Founded in 1994, the Urban Ministry Center is an interfaith organization that serves poor and homeless people with love, compassion and tangible help that comes in countless forms. Last year, their Soup Kitchen served more than 106,000 lunches to poor men, women and children. They offered the privacy of a bathroom, the relief of a hot shower, the dignity of clean laundry to thousands of people and volunteer dental professionals brought smiles to hundreds. This is just a small snapshot of some of the many services they offer. With an army of 10,000 regular, seasonal and one-time volunteers they make amazing things happen and made Charlotte a better place.  For more information about the Urban Ministry Center and how you can help, please visit their web site at www.urbanministrycenter.org.

We at CEO Inc. congratulate Urban Ministry Center on the incredible and important work they do and can’t think of a better charity to support during the holiday season.

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Holiday Parties: The Good, The Bad, The Ugly

The holiday party season is here which, while often fun, can bring both companies and employees a myriad of potential problems. Not to suggest that holiday parties are a bad idea but a considerable amount of planning and thinking needs to be done to minimize the potential for legal liabilities and career suicide.

Parties where alcohol is served present the biggest risks with potential for excessive drinking which can lead to car accidents, sexual harassment and in some cases, even drunken brawls. As legal issues regarding company party liability differ from state to state, a good place to start is to familiarize yourself with your state’s laws and proceed from there. Below are some tips for both companies and employees to help keep holiday parties fun and safe.

For companies:

  • Remind employees through both verbal and written communication that all company work rules and policies will still be enforced.  Let them know excessive drinking will not be tolerated.
  • One idea is to hold the party at a location that does not have a license to serve alcohol. If alcohol is served, consider making it beer and wine only and devise a system (drink tickets, etc.) that limit the amount of drinks an employee can have. Perhaps serve alcohol only for a certain time period (7 – 9pm).
  •  When employees are in the presence of their spouse or significant other, they tend to be on better behavior so it’s not a bad idea to invite them as well.
  • If alcohol is served, pre-print lists of taxi services and have them available for those who may have had too much to drink.  If someone has obviously had too much, insist on getting and paying for a cab ride home.
  • Companies with employees below the legal drinking age run a severe risk of liability if minors are mixing with drinking adults.
  • Instruct managers that they should monitor their staff and intervene if an excessive drinking problem is noted. Bartenders should also be advised before hand to alert managers if they detect a problem. By no means allow employees to serve alcohol.
  • Workday hours parties have far less risk of potential problems than evening parties.
  • Attendance at parties should never be mandatory and make sure they don’t coincide with any religious holidays.

For employees:

  • Getting drunk at a company party is one of the quickest ways to derail your career. It’s also one of the top causes employees get fired.  Be smart. Don’t do it.
  • Don’t bring the wild-date-from-hell. Who you bring to the company party is an extension of you.  Make sure that person represents you well.
  • No matter how much you may be pining away for someone at the office, the company party is not the time or place to make your move.  Besides, dating coworkers is a disastrous idea anyway.
  • Dress appropriately.  If you wouldn’t wear it to work—don’t wear it to the company party. This is not the time to show everyone how hot you are in your best club clothes!
  • Don’t complain about work. Loose lips sink ships and you’re sure to be overheard by someone that you don’t want to be overheard by. The company party is not the time to solve any issues you’re having with co-workers, supervisors or your work load. If you’re genuinely unhappy at work and not up to socializing with co-workers, just don’t go.

Company parties can be a very fun time when employees bond and get to know each other better.  They can have a very positive effect on the workplace and workplace relationships. But it’s important for both companies and employees to be smart. Remember someone is always watching– and these days, most likely taking pictures or a video. Don’t be the star of the video everyone is laughing about on Monday.

Happy Holidays!

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Recruiter Exclusivity: A Big Advantage For Businesses

Many companies operate under the notion that spreading out the hiring and recruiting workload among several staffing companies is to their advantage and can even give them a competitive edge.  The reality is such thinking is misguided and in fact works against their best interest.  Here we explore four myths and explain why it is far better for companies to go exclusively with one recruiter and/or agency.

1.  Engaging several recruiting firms gives the client access to more available candidates.

Not really.  There are two types of job candidates in the world—active and passive.  Passive candidates, while often some of the best qualified, don’t respond to advertisements, post their resumes on job sites or register with recruiting firms.  Active candidates do, but recent research suggests that less than 5% of currently registered active job seekers are suitable for any specific position.  Further, these candidates tend to register with multiple recruiting firms and so what you really end up with is several firms all looking at the same limited talent pool.

You need a solid and credible recruiting firm that goes deeper than just the readily available candidate pool.  It’s far preferable to engage a firm that excels in the hard work of networking, headhunting and combing their well-updated data bases to seek out and find the right person for the job. Knowing they have been retained on an exclusive basis provides a recruiter not only the motivation but the time needed to put in place a full range strategic plan. Multiple firms, all working on a contingency basis, are just not going to put in the time and effort needed to produce excellent results.  Do you want to hire a handful of college kids to paint your house or do you want to hire one reputable painting contractor that knows what they’re doing and has painted hundreds of houses properly?

2.  When recruiters know they’ve been pitted against each other, they’ll work harder and more aggressively.

In fact, quite the opposite is true.  The illusion is the various recruiters will commit more and work harder.  Why should they when clearly the company is not willing to?  Giving orders to five different recruiters is effectively sending the message: “You each have 20% of my commitment.”  Why would that same company then fool themselves into thinking those five recruiters are going to give any more in return?  Isn’t this akin to a polygamist saying he wants to find a soul mate? 

3.  Hiring multiple recruiters will expedite the hiring process.

Really? Think about that one. Hiring multiple recruiters requires taking time from your already busy schedule to outline the position, review candidate requirements, detail compensation packages, explain your hiring process, etc.  Not to mention dealing with the questions and follow up from several recruiters all coming at once.  Work with one dedicated recruiter and you only need to go through this process once. It’s not only more efficient, it’s more effective.

4.  Hiring multiple recruiters makes me more visible in the market place.

That may be true– and that may not be a good thing.  Too many people touting positions at your company may create the image that you have excessive turnover.  This is never settling to potential job candidates and if that becomes the “word on the street” about you—watch out.  Further, no two recruiters are alike and are going to have differing methods and standards.  Chances are some of them will not be up to your standards and it’s simply impossible to manage multiple firms and have a firm grasp on what they’re doing.  Working with a sole recruiter provides the opportunity to from a genuine partnership, bond and synergy.  An exclusive recruiter becomes an extension of the company you’ve worked so hard to build—maintaining the same level of professionalism and integrity to that you dictate.  If they can’t, you wouldn’t have hired them in the first place.

In essence it all comes back to what deep down we all know—you get what you pay for.  Your ability to attract and hire the very top talent for your company will dictate whether you achieve mediocrity (or worse) or true success.  Find the recruiting/staffing company that is right for you and then engage them exclusively.  Set the proper expectations and let them see your level of commitment to the partnership.  The return on your investment will be well worth it and the proof will be in the results.

Deborah Millhouse CPC, CTS, CSP

President CEO, Inc.

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How To Help Recruiters Help You

How To Help Recruiters Help You

Anthony Cintron points out the vitally important role that staffing firms and recruiters play in the job market today in this informative piece that helps job prospects make the best of the services they offer. 

What is the best way to find a job in this economy? There are many ways in which search for jobs but the best way to get your foot in the door isn’t necessarily right through the company you want to work for. You may have an easier time getting in by going through a recruitment agency.

Many companies save money by not advertising through newspapers and online sources — and recruiting agencies save them time and money when it comes to interviewing and weeding through candidates. Therefore, the recruiters know what jobs are open at the companies they work with — and if you don’t use them as part of your job searching strategy, you may miss some great opportunities.

Studies show that staffing firms have created more new jobs than any other industry since 2009. Coming off of a recession, many companies and government agencies are using contract work through the recruitment agencies rather than hiring directly. Contract work is a great way to gain experience with different organizations through the same recruitment agency.

Here are some great ways to help recruiters to help you find the right job:

Let them help you with your resume after you have done everything you can to create the best one possible. They know what companies are looking for in the candidates, so before you start looking, make sure that you look great on paper so you can WOW them in person.

Have a portfolio that a recruiter can present to potential employers. The more fully equipped they are with information on your accomplishments; the more apt they are to put your name out there.

Do pre-interview interviews with the recruiter to get ready for the real ones. A great recruiter will know what questions to ask and how to help you to be confident and professional during interviews.

Give the recruiter all of the information they need to find you the right job. Answer their questions honestly. Let them know what is most important to you in a job. The recruiter needs all the information available to them — such as any other jobs you have interviewed for and what the feedback was as to why you did not get the position — so you can build on any areas you may need help in.

If you have more than one offer, what would sway your decision one way or the other? The recruiter needs to know this answer so that they do not waste their time (or the employer’s time), on candidates that are not a good fit for a position.

Now go out there and find yourself the recruiter that is the best fit for you and land yourself a new job that will offer you everything you are looking for!

Source: Business Insider

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Playing For Others Named CEO Inc. November Charity Fund Recipient

Every month, CEO Inc. donates a percentage of its profits to a selected local charity—the recipient being chosen by the employees. This month they have chosen to support Playing For Others—a leadership training program for teens that are passionate about the arts.  Each year, PFO partners with another organization in Charlotte that directly works with children with disabilities. Through three main program components; Committee Work, Buddy Program, and the Arts Experience, teens learn the power of passion, the importance of civic responsibility and the acceptance of others.

CEO Inc. president, Debby Millhouse said, “What more important resource is there in any community than its children.  The work PFO does fostering young people towards developing their own inner passions and helping others in the process is exemplary.  We are so proud to be recognizing and helping PFO carry out their mission this month.”

In addition to its monthly company donation, CEO Inc. is also holding “Casual-for-a-cause Friday.”  Employees who make a donation to PFO can relax the business attire and go casual on Friday.

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