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About Common Craft - Who We Are (And What We Do) We Make Videos Our videos may surprise you. They're short and simple. They use paper cut-outs. They cover subjects "in Plain English." But lurking under the simple surface are lessons that have been crafted with great care. Despite our fun and lighthearted style, we take explanation seriously. "We" Who? Common Craft is a small company owned by Lee and Sachi LeFever in Seattle, Washington, USA. The company was founded by Lee in 2003 as an online community consulting company. We started making videos in 2007 with our first video: RSS in Plain English. Since then, we've published two kinds of videos: 1.Educational Videos - Videos we create to sell on this website (our current focus) 2.Custom Videos - Videos we were hired to create by companies like Google, Ford and LinkedIn. Combined, we've created over 30 videos that have been viewed over 10 million times online. Our current focus is building a library of educational videos that help educators save time. If you're in need of a custom video, please contact us or visit our Explainer Network to find talented producers.

My article in The Journal Report on Leadership-"Why Companies Aren't Getting the Employees They Need"-generated an avalanche of reader response. In that piece I argued that companies too often put the blame on our education system for their inability to find the skilled workers they need. Instead, I wrote, companies "need to drop the idea of finding perfect candidates and look for people who could do the job with a bit of training and practice."

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A short but succinct article about the lack of courtesy that employers show in todays job market. Lately I have been seeing a lot of #3, and #4, but I think that the number one complaint I hear lately is #5. I understand that many companies are hiring in bulk, but it seems that no company is doing the follow up 'I'm sorry' phone call or even e-mail.

"As I talk to countless job seekers as a recruiter, and through the job networking groups I lead, it's common to hear people say something like… I wouldn't want to pursue a job at that company, I hear it's a terrible place to work!"

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The Morning Journal brought a lot of bad news to the residents of Lorain, Ohio, this past December. Layoffs at a major steel company, at a trucking company, and throughout the county government. And, of course, Ford Motor Company, a major local employer, was in turmoil.

CareerTV.com is a global Internet and social media company specializing in streaming employer branding and career videos across the web. Our audience is students and young professionals from all over the world researching and planning their careers. The companies we profile are the most sought-after employers in the world. Founded in 2006, CareerTV is a privately held company with presence in San Francisco, San Diego, Philadelphia, Stockholm, Oslo, Helsinki, London, Paris, Cologne and Hong Kong.

"I'm passionate about "career management," a phrase I use to talk about taking personal responsibility for our individual careers. Long gone are the days when a company had loyalty towards employees, specifically keeping them on-board for decades and providing a healthy pension after retirement. How many companies are offering a lifetime job with nice benefits after retirement? Not many. "

"Faced with a dearth of skilled labor, more companies are taking employee education into their own hands. Unemployment figures are high, but finding workers with the right skills for the job-especially for highly specialized roles such as power plant technicians or laboratory chemists-remains a big challenge, many firms say. In a survey from Lloyd's, the British insurance concern, U.S. executives considered lack of skilled workers one of the greatest risks their companies faced in 2012, second only to loss of customers."

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Realistically, your husband's chances of "going back" to the large company are minimal, at best, say the experts. "Companies are a lot like human beings," says Al Stewart, president of Business Mentors, Inc., a career management consulting firm based in Fort Lauderdale, Florida.

With today's stale job market limiting employees' mobility, executives have a unique opportunity to boost the motivation and productivity of their top talent without spending lots of money. Unfortunately, many companies are missing the mark - especially when it comes to managing their emerging leaders, or "high potentials." Here are the five biggest mistakes companies are making with high-potential talent:

As vice president of a Los Angeles film-production company in the 1980s, Ronald Kaufman had nearly everything that he'd ever wanted in a job -- great pay, friendly co-workers and interesting work coordinating product placements in films. Unfortunately, he hated the job. "The owner of the company was a master at intimidation and would scream at everybody. An hour later, he would be a great guy. It made everybody unhappy to be there," says Mr. Kaufman, now an executive coach.

The economic downturn has forced employers to tighten their belts and do more with less. With fewer resources available, many companies have refrained from handing out raises, even when an employee is given additional responsibilities and a title change. According to a recent study from OfficeTeam, a subsidiary of staffing firm Robert Half International, about one in five human resources managers have acknowledged that awarding promotions without salary increases is at least a "somewhat common" practice at their company.

Q: I have worked for many companies and have been told repeatedly that company rules won't allow them to give out references. I have gone to two temp agencies, and they had to drop me from jobs because I had only one reference. What is one to do to get around this problem?

For employers, Twitter-where users post updates, or "tweets," of no more than 140 characters-offers one more way to find and attract candidates, and a cheaper alternative to big online job boards. It also helps companies target social-media-savvy job hunters and convey an innovative image. For job seekers, Twitter offers the chance to interact one-on-one with companies' recruiters and can be more convenient than job boards.

o get you prepared, here are 20 real job interview questions that such companies as Google, Capital One and Goldman Sachs asked internships candidate. The interview questions were compiled by Glassdoor.com, an online job community that encourages people to anonymously share that inside look at jobs and companies.

While it might seem fun to work at a company where the average age is below thirty and everyone is on Facebook and Twitter, you're better off working with more seasoned colleagues, say experts. FINS readers agree. Of 654 respondents in FINS' informal online questionnaire Sign or Decline, 88% said they'd accept their dream job if their new coworkers would all be 20 years older than them. At some of the hottest employers, that's simply not possible. The median age of an employee at Facebook is 26, according to data from PayScale, a Seattle-based firm that gathers compensation data. Compare that with more traditional companies like IBM and Hewlett-Packard where the median age is 44, according to the same data.