GE Manufacturing Solutions has begun hiring and training employees for its new mining equipment and locomotive manufacturing operations in far north Fort Worth.
GE officials said Monday they have already hired and trained a handful of manufacturing workers to build electric-drive wheel systems for huge off-road vehicles used in mining.
Many more must be hired and trained before the locomotive manufacturing plant can begin operations in the fourth quarter.
“This has been a very challenging timetable to get a facility” set up and running, said Walter Amaya, the executive overseeing preparations for the two plants.
The Texas Workforce Commission presented a $744,845 check to Tarrant County College to fund job training for 275 GE workers. Training will be provided at TCC’s South campus and at the North Central Texas College welding training lab in Gainesville.
Once trained GE workers starting pay will be $17 an hour. Applications for positions at the two GE plants can only be submitted online at: www.getjobsintexas.com
CareerBuilder says in a new survey that 45 percent of employers say they use social networking tools to screen candidates, "a big jump" from 22 percent last year. "Another 11 percent plan to start using social networking sites for screening," CareerBuilder says.
More than 2,600 hiring managers participated in the survey, completed in June, CareerBuilder said. Here's the full print version of the Star-Telegram's print story the appeared in the Thursday paper.
Of employers who reported conducting online searches and background checks of job candidates:
* 29 percent use Facebook.
* 26 percent use LinkedIn
* 21 percent use MySpace
* 11 percent search blogs
* 7 percent follow candidates on Twitter
CareerBuilder said the industries most likely to screen candidates via social networking sites or online search engines are information technology (63 percent) and professional and business services (53 percent).
Of the employers who said they do online searches, 35 percent reported they found content on social networking sites that "caused them not to hire the candidate."
The top examples cited include:
* Candidate posted provocative or inappropriate photographs or information - 53 percent
* Candidate posted content about them drinking or using drugs - 44 percent
* Candidate bad-mouthed their previous employer, co-workers or clients - 35 percent
* Candidate showed poor communication skills - 29 percent
* Candidate made discriminatory comments - 26 percent
* Candidate lied about qualifications - 24 percent
* Candidate shared confidential information from previous employer - 20 percent
- Scott Nishimura, jobs and workplace reporter, Star-Telegram