Welcome to The Assurance Group’s Recruiting Compendium. For those who may
be unfamiliar with what a compendium is, Webster’s Dictionary comes to the
[kuh m-pen-dee-uh m]
1. a brief treatment or account of a subject, esp. an extensive subject; concise
treatise: a compendium of medicine.
2. a summary, epitome, or abridgment.
3. a full list or inventory
4. a complete listing of all TAG’s recruiting resources
While this won’t exactly be a treatise, it is designed to be quick and complete
reference guide to use as you ramp up your recruiting efforts. Everything in our
business begins and ends with recruiting. We can never stop recruiting and
building. It’s been said many a time, ‘recruit or die’.
Use the resources in the pages that follow to add and expand your recruiting efforts
and increase your opportunity for success. As you begin to utilize these tools and
resources, take a moment to provide feedback and share recruiting ideas of your
own as well. I am a firm believer that the best ideas come from the field and in fact
many of the ideas in this compendium came from you and your fellow agents. So,
keep the ideas coming and together we can achieve great things!
To your continued recruiting success,
Chief Marketing Officer
25 Ways to Recruit
Recruiting is all about activity. To get started here’s a quick list of
25 ways to jumpstart your recruiting activity and results. Many of
these ideas are explained in depth on the pages that follow:
Idea Cost Passive Active
3 Foot Rule FREE X
Friends FREE X
Immediate Family FREE X
Relatives FREE X
Neighbors FREE x
Community Job Board FREE X
Social Group/Hobby Club FREE X
K-12 schools (summer job) FREE X
Coaches FREE X
Mall (great retail sales people) FREE X
Restaurant (great wait staff) FREE x
Church/Synagogue FREE X X
Unemployment Office FREE X X
People who knock on your door FREE X X
(service people/door-to-door sales)
Business that is closing FREE X X
Facebook FREE X X
MySpace FREE X X
College Alumni Center FREE/$ X
Craigslist FREE/$ X
4 year college Career Center FREE/$ X X
Community College FREE / $ X X
Licensed Agent List $ - $$$ X
Job Fair (vendor or walking around) $$+ X
Internet Job Board (Monster, Hot $$ - $$$$ X X
Jobs, Career Builder, etc)
Newspaper Ad $$ - $$$$ x
BONUS idea: Customers FREE x
Active – requires your involvement; action to achieve results
Passive – works on your behalf without direct participation
$ Least expensive - $$$$ Most expensive
How do I request a resume name list?
• Our resume name lists are generated through our agreement
with Career Builder. Once you decide to recruit to a certain
geographic area, you will simply fill out the TAG Resume
Recruiting Names Order Form (see Appendix A).
It is important to specify the state, city/market, and radius (in
miles) of the area you are targeting. This helps to narrow down
the results to the people you are truly seeking.
How do I use the list once I receive it?
• The resume list will be provided in an Excel spreadsheet
format which will include Location, Name, Phone Number, &
With this format, you should be able to know exactly where the
candidate is located and have the ability to call them or e-mail
them. You may even want to use a reverse phone search online
and get their address.
What are the expectations/expected return by using this
resume request system?
• You can typically expect to get one coded agent per 100
Remember, a coded agent is one who has completed the
contracting process and has submitted their first piece of
business into the web portal.
Licensed Agent Lists
While some managers find the most success recruiting
neophyte or unlicensed agents, others like to have a mix of
both neophyte and currently licensed recruits. The Assurance
Group has access to licensed agent lists from most states, and
are ready to assist in compiling a recruiting campaign for you.
There is a nominal cost of $0.11 per name. The cost is $0.11
per name. The list can be requested by using the form in
Appendix B. Requests can be made by those at the Agency
Director and Regional Sales Director level. Be sure to include
the state, City/Market, and radius in miles.
How do I request that an ad be placed on one of the internet job boards?
• We kindly request that you go through your Agency Director or
Regional Director for ad creation and approval. The form labeled
Appendix C should be filled out in its entirety and requires an AD or
RSD approval signature.
Ads can also be posted for free on your local Craigslist.
What should I include when creating my job posting?
• Please consider the following criteria when creating your ad:
Job title – be sure to use a professional job title that you might find on a
business card; avoid being gimmicky or trying to catch attention, as that is not
how job seekers search
Job Category & Industry – listing one category and industry is a requirement of
Career Builder, but including 3 of each optimizes your visibility
Job Description – remember to reiterate your selected job title, give some
background information on the company and its culture, describe the work
environment and job duties
Requirements – if you are looking for any specifics (i.e. sales experience,
college degree) please make sure to include those
NOTE: All recruiting ads, whether placed through TAG or on your own,
must be reviewed and approved by TAG’s compliance department
*see sample ads (Appendix D)
10 TIPS FOR CREATING AN EFFECTIVE ONLINE JOB POSTING
In today's fast-paced environment, job candidates are quickly surfing the Internet for the next big wave, or in this case, job
opportunities. Here are some tips to help you capture their attention and optimize your online recruiting investment:
Organize your content
Present your content (job description, company info, etc.) in an easy to read format, one that you would find appealing to read.
Provide job seekers with enough information so they can decide if this position is appropriate for them. Include job title, brief
overview of the position, job requirements, necessary education, key employee benefits, and contact information in your
Use traditional titles
The title "Computer Geek" might stand out in a field of job postings but your posting might not come up when candidates
search with traditional job titles. Stick to established job titles. This way you know you won't get missed.
Tell job seekers what's in it for them
Tell jobseekers upfront what's in it for them. Describe your culture using terms that appeal to the type of candidates you are
trying to attract. For example, if you are a hip California based-technology company looking for an outside sales rep, consider
starting your posting off by asking candidates to envision themselves cruising the California Coast in their convertible as they
follow up on established leads.
Use important keywords
Candidates search online job databases using keywords. Include keywords that are unique to the job so your job posting is
Less is better. Focus primarily on what job seekers need to know. Direct them to your website for the details.
Provide the company URL
Make it easy for readers to find your website. Include a direct link to your website in your posting.
Include preferred method of contact
Let candidates know the method of contact you prefer.
Proof your posting
It's important to avoid typos, particularly when posting jobs online. If the job title is misspelled, your job
opportunity might be missed entirely.
Take some chances and measure success based on the number of quality hires you make as a direct result of your online
Roberta Chinsky Matuson is the principal of Human Resource Solutions and is also a NEHRA member.
She can be reached at Roberta@yourhrexperts.com or 617-566-8978.
Social media is rapidly becoming one of the best
ways to recruit new agents. With many people
having Facebook, MySpace, and Twitter accounts
– to name a few – sending messages through
these outlets is not only far-reaching, but FREE!
Creating an account with a social media company
is fast and easy. Just select the company of your
choosing and create an account. It is possible to
create a business account along with a personal
account. Please make sure that if you are going to
use your personal Facebook account, for example,
that you can maintain a proper professional
impression and that you are only making visible
what you feel is up to those standards.
Career Builder created some guidelines
surrounding the use of social media. The
following slides contain some excerpts from their
Community Bulletin Boards
Throughout every community are bulletin boards where
individuals and businesses can post notices about their
products and services. They can be found in libraries, local
restaurants and fast food establishments, gas stations etc…
Typically what most people do is tack several copies of their
business card to the board and let people take them.
Here’s an idea to put you ‘above’ the rest of the crowd. The
sample banner below can be printed with your personal
contact information then posted at the top of, or above the
board so you will stand out. Between the bright color and 5”
x 18” size your message will be seen… and read by most
everyone looking at the board.
To order your own custom recruiting banners contact Amy
Cromer at email@example.com
Logging on: What is Social Media?
Facebook. Twitter. LinkedIn. MySpace. YouTube. Flickr.
Wikipedia. These are all social networking sites – and they’re
all part of what is now known as social media.
What differentiates a social networking site from
the typical Web site? Where the typical Web site
might be controlled by one person or organization,
with the purpose of simply pushing out information; social
networking sites, on the other hand, invite users to actually
respond. In fact, the vast majority of content on social
networking sites (or social media) comes from the public itself.
Web users have the most control over what content
goes on the site, with free reign to log on and post
comments, links, photos, videos or responses to
other users’ posts.
By encouraging interaction among users, these sites create an
interactive experience that users do not get from a typical
Web site. Charlene Li and Josh Bernoff, in their book
Groundswell: Winning in a World Transformed by Social
Technologies, describe social networking as a “social trend in
which people use technologies to get the things they need
from each other, rather than from traditional
institutions like corporations.”
Over the past few years, however, social
networking has evolved from a personal
interest to a professional one. Increasingly,
businesses are finding ways to promote
products and services, connect with customers,
generate new ones and drive revenue – all
through social media. Even more recently,
organizations are using social media not only to
generate new customers, but to recruit new
employees as well. After all, social media offers
the opportunity to engage in two-way
conversations with job candidates. What better
way to know how to attract top talent than to
hear directly from them?
There’s one problem with Charlene Li and Josh
Bernoff’s definition of social media: To refer to
social media as a “trend” is to insinuate that it
will go away, but social media is in fact, here to
stay. And if you let it, it can be one of the
greatest assets to your recruitment process.
Time spent on social networks accounts for 10% of all
4 out of 5 online Americans use social technology1
2/3 of the global internet populations visit social
93% of social media users believe a company should
have a presence in social media.4
No, this is not a trend.
100,000,000 YouTube videos are viewed per day
77% of the Fortune 500 are using some sort of social
Visiting social sites is now the 4th most popular online
activity – ahead of personal e-mail2
85% of social media users believe that a company
should go further than just having a presence on social
sites and should also interact with its customers.4
1 Forrester Research, 2009
2 Nielsen, Global Face & Networked Places, 2009
3 University of Massachusetts Dartmouth and Financial Institution, Inc., December 2008
4 Cone, Business in Social Media Study, September 2008
From Business Tool to Recruitment Tool: Using
Social Media to Update Your Employer Status
These days, it’s no longer unusual to receive an
email or visit a Web site and be directed to
“connect with us!” through Facebook, Twitter,
LinkedIn or any number of social networking sites.
From your favorite grocery store to your college’s
alumni chapter to the place where you get your
hair cut, nearly every type of organization today is
finding a way to market its business, products and
services using social media.
If you take only one thing away from this eBook, it
should be this: People are central to social media
and its success. They are the creators and the
drivers of this platform, and the businesses and
organizations that recruit successfully through
social media do so because they use this space to
interact with users on a personal level.
While social networks aren’t a replacement for
more traditional recruitment methods, with the
high level of engagement they command, social
networks have become more and more
fundamental to the overall recruitment strategy.
Facebook, Twitter and LinkedIn: What To
Know Before You Go Viral
It’s nearly impossible to talk about social media
without talking about Facebook, Twitter and
LinkedIn. These three sites are among the fastest
growing social networking sites – and among the
most popular sites recruiters and hiring managers
are utilizing to build their talent pipelines. The
following is an overview of these sites, and how
they provide resources that enable you to find and
recruit your next agents.
Facebook is a social networking service that lets
you connect with friends, co-workers, and others
who share similar interests or who have common
backgrounds. As the second most trafficked Web
site in the world, Facebook has over 400 million
active users worldwide.1 The average user spends
over 55 minutes on Facebook each day – giving the
companies who advertise on Facebook plenty of
time to engage them.
1 Source: Facebook statistics, February 2010
So you’ve set up a Facebook page.
1 Tell a Story with Photos – Give visitors a virtual tour of
the opportunity, or a snapshot into your team’s culture,
by posting photos from company and team events or
contributed by your agents.
2 Highlight Team/Agent Achievements, sales success,
earning bonuses, or trip qualifications with status
updates on your Facebook wall or writing “notes” that
users can read.
3 Post Links to Stories and Press Releases about exciting
news from the company and carrier partners.
4 Listen to and Recognize Fans by responding to wall posts
and participating in discussion boards.
5 Promote Upcoming Career Fairs and job events you will
be involved in with the “events” feature.
6 Promote Specific Hiring Opportunities by sending a
message to fans or via status updates.
Here is an example of how Chris Jones, VP of Sales –
TAG Health Career has used social media to
promote additions to his team:
“I recently announced on my Facebook page the
‘It’s official! We have rolled Insuranti Career into a
new division at The Assurance Group called TAG
HEALTH Career. As VP of SALES I will be in charge of
opening up offices nationwide and finding sales
reps/mgrs immediately. Pls pass me along to any of
your friends who have been in sales and are looking
for a wonderful company to join. Thanks!’
I received 4 leads in my inbox from people who
wanted to interview. I have two interviews this
week an already have hired a great spirited leader
this week from that one post!
It’s not the sole answer for building a sales team,
but if you aren’t doing it, you’ll be missing out on a
big piece of the puzzle.”
Twitter is a free micro-blogging site
that enables users to send and receive
messages – or “tweets” – of up to 140
characters. With 17 million registered
users1, Twitter’s popularity has grown
exponentially since it launched in
2008; however, regular engagement is
relatively low: 90 percent of the
activity on the site is generated from
only 10 percent of users.2
So you’ve set up a Twitter page.
1 Introduce Yourself to the Community.
2 Promote Specific Hiring Opportunities by sending
out a link to your careers page or the job posting.
3 Post Links to Stories and Press Releases about
exciting company news.
4 Listen to and Recognize Fans by replying to them
(either publicly on your own wall or with a Direct
5 Make Your Agents Brand Advocates by retweeting
any time they mention how great it is to work on
your team or with TAG.
6 Promote Upcoming Career Fairs or Hiring Events
you will be attending by linking to a place where job
seekers can register or get more information.
Twitter’s benefits lie in its simplicity: the 140
character limit helps keep messages concise while
its real-time feature makes it easy to push out hiring
opportunities. The challenge with Twitter, however,
is that it offers little to no ability to target
candidates, has no ad platform, and offers minimal
reach, as it has yet to adopt a mainstream audience.
With over 53 million members in over
200 countries and territories around
the world1, LinkedIn is a free
professional networking site that
enables members to post their
resumes, recommendations from
friends and connect with other
industry professionals. One in 20 U.S.
users is a recruiter, headhunter, or HR
2 LinkedIn site search conducted July 29, 2009
So you’ve set up a LinkedIn profile page.
Unlike with Facebook and Twitter, users can’t
‘fan’ or follow your company’s page, but you –
and your employees – can utilize your
connections to make new ones and source
1 Post links to hiring opportunities to your profile
or to exciting TAG/Carrier Partner news.
2 Source Potential Candidates by responding to
or messaging professional contact through
3 Request an Introduction to a potential
candidate through a mutual connection.
Top 10 Best Practices for Using Social Media to Recruit
1 SET AGOAL: Like any business initiative, setting a strategy before delving into
social media is critical to success. Defining your goal for using social media is
2 MASTER ONE MEDIUM: Social media can be overwhelming, so aim to master
one medium – a Facebook page, a Twitter account, a blog – before expanding
to other platforms.
3 MANAGEYOUR ONLINE REPUTATION: Social media is about word-of-mouth
marketing. Use your online profile to discuss the unique benefits of working at
your company, promote recognition the company has received and publish
agent success stories.
4 CREATE A USER EXPERIENCE: Social media is about creating an open dialogue
and building relationships with others. Create a space where current and
potential recruits can interact – sharing success stories about working with
your team – and responding to job seekers’ questions.
5 LISTEN, LEARN AND ENGAGE: The most important thing you can do on any
site is to listen to your audience – both what they are saying to you and what
they are saying about you. Don’t be afraid to respond: There is no better way
to build trust with your community.
6 HIGHLIGHT SPECIFIC JOBS: Go beyond posting all
your job openings: Provide talent unique information about the company
itself. Help candidates understand why your company is the right place for
7 VISUALLY STIMULATE: Incorporate photos and videos on your site to get your
audience’s attention. The visual stimulation will make your company stand
8 BOOST YOUR RANKINGS: Having a presence on social media sites will
organically boost your online profile in search rankings.
9 PREPARE TO CHANGE: Be flexible to change. Social media is constantly
evolving. Be on the lookout for new sites cropping up, and don’t be afraid to
test the waters.
10 PROMOTE YOUR BRAND: Promote your presence once you are up and
running on the social media platforms of your choice. Put them in your email
signature, highlight them in marketing campaigns, and even send links to
become fans, friends, or followers in application confirmation emails.
TAG Social Media Posting Policy
•Consider your persona: If you are blogging about TAG or the work you do at TAG,
make that clear and identify yourself. If you identify yourself as a TAG agent or
employee on a personal blog or social media page, whatever you say will be
associated to you as a representative of the company. What you write about
can be read by anyone and will be perceived as a reflection on the company,
its agents, its employees, its leadership, its owners and its clients. This
includes blind/anonymous posts using name such as “TAG person,”
“TAGconsultant,” “TAGemp,” etc.
• Play in your sandbox: Write what you know; be current and be relevant. This is
the best way to be interesting and garner followers. Don’t speak about an area
outside of your expertise; you risk being challenged, posting redundant
content and negating the other TAG messaging out there.
• Respect others: Do not use personal insults, obscenities or engage in conduct
that would not be acceptable in the workplace or anywhere else. Be
considerate of other people’s sensitivities to certain topics like politics or
• Don’t pick fights: If you see TAG represented in an unfavorable light, disagree
with someone’s opinion or think a member of the media, analyst or blogger
has misrepresented TAG, do not make unnecessary or unproductive
comments. Check with Leadership or Corporate Marketing/Compliance teams
to see what their response is, if any. If they choose not to respond, but give
you the ok to do so, be factual and respectful in your response.
• Don’t talk about the competition: Period. Again, leave that to the Leadership or
Corporate Marketing/Compliance teams.
• Internet vs. Intranet: Remember that public blogs are just that: public. Don’t use
a public forum as an intranet.
CareerBuilder is the global leader in human
capital solutions, helping companies target and
attract their most important asset – their people.
Its online career site, CareerBuilder.com®, is the
largest in the United States with more than 23
million unique visitors, 1 million jobs and 32
million resumes. CareerBuilder works with the
world’s top employers, providing resources for
everything from employment branding and data
analysis to HR consulting. More than 9,000 Web
sites, including 140 newspapers and broadband
portals such as MSN and AOL, feature
CareerBuilder’s proprietary job search technology
on their career sites.
Owned by Gannett Co., Inc. (NYSE:GCI), Tribune
Company, The McClatchy Company (NYSE:MNI)
and Microsoft Corp.(Nasdaq: MSFT),
CareerBuilder and its subsidiaries operate in the
United States, Europe, Canada and Asia.
The Assurance Group supports its managers participating in local
career fairs. Career fairs, or job fairs, provide a wonderful opportunity
to screen many candidates at one time without having to commit on
the spot. One technique that has worked well for our managers has
been to screen the candidates and then invite those you wish to get
to know better to a separate, more focused, recruiting event – your
office or local venue with a meeting room. Another way to effectively
recruit candidates long distance is through an online opportunity
meeting using Go To Meeting, or similar webinar services. You can
offer candidates an invitation to attend when they met at the job
One company that does career fairs annually is Employment Guide.
They sponsor 10 events a year in North Carolina alone and welcome
To explore their career fairs in your area, visit their web site at
www.employmentguide.com and click the job fairs tab at the top of
Another similar resource is National Career Fairs. To find out more
about their regional career fairs and details on participation, visit
their web site at www.nationalcareerfairs.com.
*An example of an opportunity flyer used in recruiting neophyte agents
is located in Appendix E.
Local & Federal Government
Unemployment in our nation is at record levels
resulting in local and federal government agencies
having an increased number of job seekers coming
to them for assistance.
The local unemployment offices in your area are a
great resource for recruits. Drop by and visit to
make it known to them that you are looking to hire.
The career counselors in these offices truly
appreciate the chance to offer an opportunity to
those seeking employment. Many displaced
workers have been in sales in the past and may be
the perfect candidate. Others may never have
considered sales but find themselves in a place
they’ve never been, trying to support a family on
only unemployment benefits. Those candidates can
often be the most motivated and dedicated recruits.
To help you get started, the state employment
websites as well as the Department of Labor site for
its career resources are listed along with their web
site in Appendix F.
The Assurance Group has several resources that can be utilized in your recruiting
• TAG’s Recruiting Brochure is available for purchase on the Sales Materials
Order Form (Appendix G). Orders are placed in quantities of 25 @ $0.44 each.
– Also available as a compliment to the brochures, and to enable you to put
together well-polished presentations, are the TAG Pocket Folders. These
are also available through the Sales Materials Order Form, and can be
ordered in quantities of 25 @ $0.25 each.
• An online resource that is available to our agents is
TAGopportunityonline.com. This presentation, created by Regional Sales
Director Rich Andrews, is an amazing tool that captivates your recruits and
then drives them back to you to join the company.
• Another TAG online resource that is available to you is the
www.JoinTAGToday.com website. This site gives you a great place to direct
potential recruits for more information on TAG and both the career and broker
• One of the simplest inexpensive and effective recruiting tools is your business
card. Leverage your card as a powerful, personal recruiting tool to give to
anyone you would want to join your team. They will now have your e-mail
address and phone number in hand with a recruiting message reminder on
the back. You have the option to print “Are You Earning What You Are Worth?
Ask me about Part-time & Full-time Career Opportunities.” See the Business
Card tab located under the My Account tab on the agent web portal for order
TAG HEALTH CAREER is a national life/health agency which uses
"web-based selling tools" to present solutions to your clients. You can
do your sales presentation ONLINE or IN-PERSON! Some agents never
leave their home or office. Others prefer to sell face to face using
paper applications. Have it your way! Your choice! TAG Health Career
presents a unique, once-in-a-lifetime opportunity to achieve
significant income levels and personal lifestyle goals. TAG Health
Career has made this possible by creating smart Web applications
which utilize the power and immediacy of the Internet to automate
the sales and distribution of core insurance products. Whether you
prefer to use the phone, the internet, meet customers face to face ,
or all of the above, TAG HEALTH CAREER innovative sales and support
platform will help you achieve your dreams. .
TAG HEALTH CAREER offers agents a level of benefits and services
that comes second to none. Exclusive leads! Vested Residuals,
Management Opportunities (District and Regional Management
Opportunities) , Direct Deposit Weekly, TOP ADVANCE
COMMISSIONS; 24/7/365 Agent Resource Center; Personal Web Site
Provided by Agency; Spectacular Training including Live Webinars, On
Demand /On -line Video/Audio Library as well as Group Training at
Regional Office.TAG Health Career represents the TOP Health and Life
Carriers Nationwide. And a RICH rewards program that includes
exotic trips, monthly and quarterly gift cards, and other monthly
Once promoted to management, you can qualify for GROUP HEALTH
BENEFITS, Monthly AND Quarterly Bonuses, and an OFFICE EXPENSE.
This is a career division because we give you the tools to build a team
that will want to stay their entire career.
State Labor Market Information Offices - Web Resources
· AK - http://almis.labor.state.ak.us/
· AL - http://www2.dir.state.al.us/
· AR - http://www.discoverarkansas.net/
· AZ - http://www.workforce.az.gov/
· CA - http://www.labormarketinfo.edd.ca.gov/
· CO - http://lmigateway.coworkforce.com/lmigateway/
· CT - http://www1.ctdol.state.ct.us/lmi/
· DC - http://does.dc.gov/does/cwp/view.asp?a=1233&q=538345&doesNav=|32064|, District of Columbia, Department of Employment Services
· DE - http://www.delawareworks.com/oolmi/Home.aspx
· FL - http://www.labormarketinfo.com/
· GA - http://www.dol.state.ga.us/em/get_labor_market_information.htm
· HI - Hawaii Workforce Informer (HIWI)
· IA - http://iwin.iwd.state.ia.us/iowa/OlmisZine
· ID - http://lmi.idaho.gov/Default.aspx?AspxAutoDetectCookieSupport=1
· IL - http://lmi.ides.state.il.us/
· IN - http://www.hoosierdata.in.gov/
· KS - http://www.dol.ks.gov/lmis/lmis.html
· KY - http://www.workforcekentucky.ky.gov/cgi/databrowsing/?PAGEID=4
· LA - http://www.ldol.louisiana.gov/
· MA - http://lmi2.detma.org/lmi/LMIdataprog.asp, Massachusetts Executive Office of Labor and Workforce Development
· MD - http://www.dllr.state.md.us/lmi/index.shtml, Maryland Career and Workforce Information, Office of Workforce Information and Performance
· ME - http://www.maine.gov/labor/lmis
· MI - http://www.michlmi.org/
· MN - http://www.deed.state.mn.us/
· MO - http://www.ded.mo.gov/researchandplanning/
· MS - http://www.mdes.ms.gov/wps/portal#null
· MT - http://www.ourfactsyourfuture.org/
· NC - http://www.ncesc.com/
· ND - http://www.ndworkforceintelligence.com/, North Dakota Labor Market Information Center
· NE - http://www.dol.state.ne.us/nwd/center.cfm?PRICAT=4&SUBCAT=4C
· NH - http://www.nh.gov/nhes/elmi/
· NJ - http://www.nj.gov/labor/lra
· NM - http://www.dws.state.nm.us/dws-lmi.html
· NV - http://www.nevadaworkforce.com/
· NY - http://www.labor.state.ny.us/workforceindustrydata/index.asp
· OH - http://ohiolmi.com/
· OK - http://www.oesc.state.ok.us/lmi/default.htm
· OR - http://www.qualityinfo.org/olmisj/OlmisZine
· PA - http://www.paworkstats.state.pa.us/default.asp, Pennsylvania Center for Workforce Information & Analysis
· RI - http://www.dlt.ri.gov/lmi
· SC - http://www.sces.org/lmi/index.asp
· SD - http://www.sdjobs.org/lmic/
· TN - http://www.state.tn.us/labor-wfd/lmi.htm
· TX - http://www.tracer2.com/
· UT - http://jobs.utah.gov/opencms/wi
· VA - http://www.vawc.virginia.gov/altentry.asp?action=lmiguest
· VI - http://www.vidol.gov/
· VT - http://www.vtlmi.info/
· WA - http://www.workforceexplorer.com/
· WI - http://worknet.wisconsin.gov/worknet/
· WV - http://www.wvbep.org/bep/LMI/default.htm
· WY - http://doe.state.wy.us/lmi/