It was more than a pleasant surprise then, when the Bureau of Labor Statistics’ monthly employment report showed that 243,000 jobs were added in January, the largest monthly gain since April 2011. The increase was significant enough to drop the unemployment rate to 8.3 percent, a three-year low point. According to the New York Times, today’s report is “the strongest signal yet that an economic recovery [is] spreading to the jobs market.”

Other signs that the job market recovery is picking up speed?

1. According to the Conference Board’s monthly Help Wanted Online report, the number of advertised job openings online increased by 61,300 in January, to 4,383,400. Online job postings increased by 207,118 year-over-year.

2. Yesterday, the U.S. Labor Department reported that the number of first-time filings for unemployment insurance fell to 367,000 last week. Economists consider fewer than 400,000 new filings per week to be a sign of strong hiring trends.The four-week filing average, a more stable indicator of UI claims, fell to 375,500 — the second lowest four-week average since June 2008.

3. CareerBuilder recently released a list of 22 companies that are currently looking to hire a total of more than 38,000 new employees around the country.

What are your thoughts on the job market? Let us know in the comments section, below.

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Although the job market has changed for job seekers, some things are still the same. Workers want to find jobs that they’re qualified for, that align with their interests and that have a future. Job seekers don’t just want any job, they want options.

Luckily, many employers today are hiring aggressively. Below is a list of 22 companies that are hiring in large volume. Each company below is looking to hire at least 300 new employees, and some companies, such as Starbucks and Amazon, are looking to hire thousands.

These companies cover many industries and job titles, so job seekers of all backgrounds are in demand. Whether you’re in health care, manufacturing or finance, you might find your new job at one of these companies. (As one radio station points out, these are not only jobs available now but they’re also jobs with companies that treat their employees well. You can’t beat that.)

1. Starbucks
Number of jobs: 13,000 (retail) 400+ (professional services)
Sample job titles: Retail, information technology, supply chain operations and finance

2. Amazon.com
Number of jobs: 3,000+
Sample job titles: Software development engineers, product managers, operations managers, and communications and product marketing managers

3. The Boeing Company
Number of jobs: 500+
Sample job titles: Engineering, airplane manufacturing, cyber security and intelligence and business functions like finance

4. Citibank
Number of jobs: 2,500
Sample job titles: Customer service, personal banker, home lending specialist, business development officer – commercial banking

5. Adventist Health System
Number of jobs: 2,500+
Sample job titles: Allied health professionals, physical therapists, occupational therapists, speech language pathologists, registered nurses

6. Time Warner Cable
Number of jobs: 500+
Sample job titles: Direct sales reps, customer service reps, technicians and IT and engineering

7. State Farm Insurance
Number of jobs: 2,600
Sample job titles: Actuarial, agency department, banking, claims, creative services, customer service, information technology/systems, legal/litigation, public relations/communications, underwriting

8. Deloitte
Number of jobs: 3,300
Sample job titles: Client service professionals in all business segments including accounting, assurance and advisory, risk, tax, strategy, financial, technology and human capital

9. URS
Number of jobs: 4,300
Sample job titles: Engineering, logistics/supply/procurement, business operations/admin/IT, construction, project/program management, aviation, environmental/sciences, health and safety/homeland security operations and maintenance

10. ADP
Number of jobs: 2,000+
Sample job titles: Sales, implementation, JAVA development, client services, HR

11. T-Mobile USA
Number of jobs: 1,000+
Sample job titles: Retail sales, business sales, corporate and technology

12. Humana Inc.
Number of jobs: 2,200
Sample job titles: Various, including sales, pharmacy, nurses, physicians, service operations, IT

13. Bridgestone Retail Operations
Number of jobs: 1,000+
Sample job titles: Retail sales managers, service managers, automotive technicians, master technicians

14. Universal Health Services
Number of jobs: 1,500+
Sample job titles: Accounting, allied health, education, executives (CEO, CFO, CNO, COO), food and nutritional services, healthcare—rehab, ICU, IT, L&D, nursing and office/clerical

15. Koch Industries
Number of jobs: 1,000
Sample job titles: Engineers, IT, operations

16. Black and Veatch
Number of jobs: 500
Sample job titles: Mechanical and electrical engineers, project managers

17. Advanced Technology Services
Number of jobs: 1,000+
Sample job titles: Manufacturing maintenance technicians – field service representatives

18. Burns & McDonnell
Number of jobs: 300
Sample job titles: Civil and environmental engineers, project managers

19. Gentiva Home Health and Hospice
Number of jobs: 1,800+
Sample job titles: Home health and hospice registered nurses, home health and hospice LPNs, nurse management, nurse practitioners, occupational therapists, occupational therapist assistants, single site and multi-site operation management, physical therapists, physical therapist assistants, sales executives

20. USA
Number of jobs: 320+
Sample job titles: Install technicians, customer service, IT tech

21. Certified Payment Processing
Number of jobs: 366
Sample job titles: Sales/account management

22. Bayada Home Health Care
Number of jobs: 300+
Sample job titles: Nursing, assistive care, therapies, medical social work, rehabilitation, hospice, non-clinical support and marketing/sales

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Also being compared are the two quarterbacks, Tom Brady and Eli Manning, so we thought it would be interesting to see how their qualities would help them in a job search. To assist, I enlisted Ben Finfer, producer and on-air host at 670-AM The Score in Chicago, who provided insight into both players’ strengths and weaknesses.

Quantifying accomplishments on a résumé
A strong résumé not only speaks to the success of a candidate but it also quantifies his success. Brady has many quantifiable results to share, including winning three NFL championships and two championship MVPs, as well as holding the NFL record for most touchdown passes in a single regular season. Manning, on the other hand, could play up his championship win in the 2007 season against the previously undefeated New England Patriots, showing that he can tackle even the toughest of challenges. Manning could also highlight his championship MVP win.

Both Brady and Manning have won numerous accolades and broken several records. So they would both need to be careful that their résumés don’t just turn into a long list of accomplishments, but instead highlight the accomplishments that pertain to the specific jobs for which they are applying.

Emphasizing strengths on a cover letter
Cover letters are the place where candidates can expand on both their hard and soft skills and give their “pitch” on why they are the best candidate for the job. Both Brady and Manning could use the cover letter to speak to their leadership experience, since quarterbacks are often seen as their team’s leaders. They can also reference how they are good in the clutch, meaning, they can turn things around in the fourth quarter to win a game. Giving specific examples of how they’ve done this will help paint a picture for prospective employers.

Performance during an interview
Some people are more naturally articulate than others and can handle high-pressure situations without appearing nervous, while others hone their speaking and performance skills through practice and experience. While Brady’s charisma may make him more of a natural at giving media interviews, both have had plenty of experience talking to reporters, since, as Finfer points out, quarterbacks are often their team’s spokesperson. Brady and Manning have represented their teams well in both the good times and bad, experiences that would help them in a job interview, where it’s important to appear calm and confident.

Handling tough interview questions
Sure, it’s easy to speak to your day-to-day tasks and accomplishments during an interview, but the true test comes when asked tougher interview questions. Both the way you answer the question and the answer itself are important. Here, some potential questions Brady and Manning could get asked during a job interview, and how they could answer them successfully.

• Loyalty/commitment to a company: Brady was drafted to the New England Patriots in 2000 and hasn’t left the team since, and although Manning was drafted to the San Diego Chargers, he was immediately traded to the New York Giants, his current team. So both Brady and Manning could speak to their commitment and loyalty, having only worked for one organization. That’s something that is very rare in today’s workforce and could help them stand out in an interview.  
• Flexibility: Flexibility is a quality that many employers look for in a candidate given today’s up-and-down economy. Employers want someone who can easily adapt to changing situations and is open to taking on a variety of tasks, even if outside his main responsibilities. Finfer notes that both Brady and Manning receive scrutiny, being two of the most high-profile players in the league, so they’ve learned to roll with the punches. In addition, Finfer notes that they’ve both handled frequent roster changes well — something that could easily shake up a team – and have been able to sustain success.
• Overcoming adversity: Employers also like to hear examples of how a candidate handled a difficult situation and persevered. Manning could speak to how he comes from a family of famous football players, so he’s had to prove his own worth and come out from under his successful family’s shadow. Brady could reference his knee injury – how he dealt with it without letting it get him down and eventually led his team to another national championship game. 
• Learning from mistakes: According to Finfer, some people believe Manning has made mistakes on the field, but instead of letting it faze him, he’s been able to learn from them and move on. Everyone makes mistakes on the job once and awhile, so job seekers shouldn’t be afraid to address those errors. What employers want to see is what lesson the candidate took away and how it made him a better employee.

Networking and references
Networking is a key part of the job-search process, because it helps you establish relationships with contacts that could potentially lead to a job opportunity. Manning already has an established network, given his family connections, but it would still be helpful for him to go out on his own and meet new people so he can build relationships that are his alone. When seeking job references, you want to enlist people with whom you’ve worked closely, so they can speak to your specific skills and accomplishments. Finfer notes that Brady has a great relationship with his boss, head coach Bill Belichick, so that would be a good reference pick for him.

Both Brady and Manning have the qualities of a star quarterback, so either one could lead his team to victory this Sunday. And hey, if football doesn’t work out, at least we know they’ve got what it takes to conduct a successful job search.

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While Facebook Timeline is primarily a cosmetic change that will affect the layout of your profile, it also comes with a number of functional modifications that will make it easier for others to see your Facebook history and parts of your profile: potentially embarrassing photos, status updates from your college years and what your friends have posted on you wall since the day you joined Facebook.

“While your privacy settings will remain intact, timeline makes information easier to access,” says Anthony Morrison, vice president of Cachinko, a social media community for job seekers. “Everyone should take an hour and review exactly what is available [on their profile]. Look at old, forgotten posts — they’re going to be a lot more visible. Start deleting what you don’t want anyone to see and limit the audience for the content you want only some people to see.”

Because more than half of employers say they use social media to research job candidates, it is especially important that job seekers take the extra steps to ensure their personal history is shared selectively. Here, three things you need to know in order to keep your Facebook Timeline private.  

1. You’ll have a cover image that everyone can see.
“One of Timeline’s new features is the cover picture. This is the large, high-resolution banner image across the top of your profile,” says Tasha Mayberry, founder of Social Media 22, a social media marketing and web optimization firm in Connecticut. “This is viewable by everyone and cannot be made private so make this a background or picture that you don’t mind anyone seeing — including prospective employers.”

As a job seeker, the best cover image will say something about you without being overly personal. Choose a picture of a place you’ve visited, something that relates to your career goals, or an image of your favorite city, for example. Can’t find a good picture? You also have the option to remove the cover image entirely.

2. All your past posts are viewable by year.
Before timeline, it would have been pretty time-consuming for someone to see what you’d posted to Facebook five years ago. The person would have had to go to your page, scroll to the bottom and click “Load earlier posts,” dozens of times until posts from 2007 popped up. With Timeline, however, your Facebook posts are broken down by year, making it a lot easier for people to view those drunken status updates you posted in college.

“The new Timeline will now show all your past posts organized by each year since your first opened your Facebook,” Mayberry says. “The current year is broken down into months. I know for me, as [someone who is] a VP of marketing and married, my posts from five years ago on the beach of Miami are not that relevant, especially to employers who may be browsing.”

To ensure that your old posts are only seen by friends, Mayberry suggests taking the following steps:
1.       Click the arrow next to the “home” button in the upper right hand corner of Facebook.
2.       Choose “privacy settings,” then scroll down to “limit the audience for past posts.”
3.       Click “manage past post visibility” and click the “limit old posts” button.

This will limit the old posts on your timeline to friends only. Note, that if you choose this option, all of your old posts, even those previously set to “public” will be limited to friends.

You also have the option to choose the privacy settings for each post separately. This can be a time-consuming process, but should you choose to limit posts individually, simply click the pencil button at the top right corner of each post, and choose “hide from timeline.”

3. Limit who can search for your timeline by name
Another way to prevent potential employers from seeing your profile is to prevent your name from appearing in their search results. This is a good feature to use if you’re not sure you’ve correctly limited your privacy settings, or if you want to take an extra precaution.

To limit your profile in search results:
1.       Click the arrow to right of “home” on the top of you page.
2.       Choose “privacy settings”
3.       Choose “how you connect”
4.       The first question is: “Who can look up your timeline by name or contact info?”
5.       Set this to “only friends” or “friends of friends,” instead of “everyone.”

While your attention is on your privacy settings, it’s also a good time to check your default privacy options on applications, photos and status updates, too. If you’re job seeking, be sure to limit this information to “friends” or “friends of friends.”

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Instead, imagine leaving the stress of your job for a few days by hopping a flight to the destination of your choice. Unlike that last grueling business trip, we think travel should be nothing but fun. Find out how you could our ‘Run the Ultimate Fly Pattern’ sweepstakes, watch our commercial and check out other goodies for game day…

Run the Ultimate Fly Pattern Sweepstakes

Enter your name, address and e-mail for a chance to win $1,000 in complimentary airfare from CareerBuilder.com; the ‘Run the Ultimate Fly Pattern’ sweepstakes runs from January 30, 2012 to midnight, February 12, 2012.

Watch our new Big Game commercial

The chimpanzees are back and are still making life at Yeknom Industries…well, interesting to say the least. Check out the new spot below and visit our YouTube page after our spot airs on Sunday to see the extended version with more footage:

CareerBuilder supports the the fair and humane treatment of all animals. Read about how our chimpanzee stars were treated during filming. As far as why CareerBuilder invests in the biggest football game of the year, it’s because the investment turns into results for job seekers and employers alike, with site traffic up year-over-year and a 24 percent year-over-year increase in applications to jobs, on average, over the last seven years.

Big Game fun!

Sure the point of the big game is obviously football – but for me, it’s the food. We’ve started a CareerBuilder Pinterest account for life & style advice and resources, but we’ve also included a ‘Big Game’ board for you to check out recipes, party decor and other stuff that will take your make your boring party pretty ‘super.’ See what I did there?

Food not enough for you? Need to groove before and after the game? Check out CareerBuilder’s “Hut, Hut, Hike: The Big Game Ultimate Mix” on Spotify. We’ve got all the classic sports songs but also songs from Kelly Clarkson and Madonna, who will be performing the National Anthem and the half-time show, respectively.

Of course, we still have Monk-E-Maker where you can transform you, your spouse, or even your boss into one of the lovable chimps. Want to send a chimp instead? Use Monk-E-Mail to customize your chimp’s office setting, what they say and what they’re wearing and then send off to your friends.

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New York City, home of the New York Giants, is ranked first on the list of the nation’s most populous cities, according to the U.S. Census Bureau. The Giants have won seven championships overall, including three Big Game wins; the last victory was during the 2007-2008 season over the New England Patriots, their current rival. Home games are played at MetLife Stadium in East Rutherford, N.J.

In comparison, The New England Patriots represent the city of Boston, which the Census Bureau says ranks 22 on the nation’s list of most populous cities. The team actually plays their home games in the town of Foxborough, Mass. This will be the Patriot’s seventh appearance in the Big Game.

Regardless of which team you’re rooting for, here’s something we can all cheer about: this week’s list of companies hiring.

1. Aaron’s Sales and Lease
Industry: Furniture/electronics/appliances
Sample job titles: Management trainee, sales representative, sales manager, delivery driver, general manager

2. Benchmark Senior Living
Industry: Health care
Sample job titles: Executive director, director of nursing, RN, LPN, caregiver, housekeeper

3. Consumer Cellular
Industry: Telecommunications
Sample job titles: Customer service representative, customer service supervisor

4. Daymon Worldwide
Industry: Consulting/retail/food/consumer packaged goods
Sample job titles: Business manager, business analyst, analyst, consumer insights analyst

5. Extended Stay Hotels 
Industry: Hospitality
Sample job titles: Guest service representative, hotel manager, front desk, maintenance engineer, housekeeping  

6. Ryder Logistics
Industry: Transportation
Sample job titles: Diesel mechanic, service manager, team drivers

7. Sovereign Lending Group
Industry: Mortgage
Sample job titles: Loan officer, loan processor

8. TK Worldwide
Industry: Sales
Sample job titles: Automotive market director

9. TransUnion
Industry: IT
Sample titles: .Net developer, Applications engineer, software engineer

10. Visiting Angels
Industry: Home health care
Sample job titles: Caregiver/companion, CNA, certified nursing assistant, home health aide, HHA, scheduler, RN, registered nurse

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Since the recession ended in June 2009, companies have been slowly emerging from survival mode and have begun more active hiring. Yet the job market has been forever changed, and job seekers have had to face a new reality when going about their job hunt.

So how does a job seeker emerge successful in this post-recession job market? Here are six ways the job search has changed and the adapted tactics needed to get hired.

1. Passive job searching is no longer an option
Pre-recession, it wasn’t uncommon for a skilled, qualified job seeker to be romanced by a prospective employer. Recruiters would actively seek out candidates without the candidates having to do much in the way of aggressive follow up. That’s rarely the case anymore. These days, job seekers need to be proactive in order to find jobs and get the attention of employers. “This means job seekers must be active in their job search and set ‘alerts’ on major job boards/search engines so they are notified when an appropriate job match is posted,” says Daniel Newell, job development and marketing specialist for San Jose State University’s Career Center in San Jose, Calif. “This also means that job seekers should utilize several job-search strategies, such as job boards, job-search engines, classifieds, networking sites and social media, in addition to job fairs and hiring events.”

2. Fewer jobs mean more competition
In the early 2000s, jobs were more plentiful, and if you didn’t get one job, chances are there’d be another one just like it. Yet nowadays, the odds are not in a job seeker’s favor. According to the Bureau of Labor Statistics, when the recession began in December 2007, the number of unemployed persons per job opening was 1.8. When the recession ended in June 2009, there were 6.1 unemployed persons per job opening. While the number has since been trending downward and is currently at 4.2 (as of November), you still need to find ways to stand out from the competition.

“The burden of proof has shifted to the job seeker to demonstrate value and fit,” says Roy Cohen, career coach and author of “The Wall Street Professional’s Survival Guide.” “Job seekers need to be bolder and more energetic in this very challenging market. They need to show that they’re willing to go above and beyond and that they’ll work hard, tirelessly and take initiative to get the job done.” Cohen also says that job seekers need to be more solution-oriented. “It’s not enough to say, ‘Here I am.’ The emphasis is now on, ‘Here’s what I can do for you.’”

3. Mistakes, even minor, are not tolerated
Back in the “glory days” before the recession, mistakes made in application materials or during an interview weren’t ideal, but they weren’t necessarily automatic deal breakers, either. If a candidate misspelled a word on their résumé but otherwise had all the right qualifications, the employer may have let the error slide. In this job market, there’s absolutely no room for errors. “Nothing less is accepted or tolerated in a market where there are many more candidates than positions, and companies need to be sold on adding headcount,” Cohen says.

To avoid making costly mistakes, proofread your résumé backward and forward, and then have someone else proof it again. Ensure you’re fully prepared for an interview by researching the company and practicing answering interview questions.

4. Social media is the new recruiting tool
Before the recession, HR teams were more robust and better equipped to manage the hiring process. During the recession many companies downsized, leaving HR short-staffed and buried under piles of résumés. Recruiters have had to finds ways to more efficiently recruit, and social media has become a solution for hiring managers to more quickly find and screen candidates. That means job seekers need to have a social media presence, and a professional one at that.

“Social media has made a huge impact for job seekers,” says Lavie Margolin, career coach and author of “Lion Cub Job Search: Practical Job Search Assistance for Practical Job Seekers.” “Employers are using social media to post job openings and look into candidate backgrounds via private Facebook pages. Job seekers have an opportunity to increase their visibility … via their LinkedIn page and possibly a blog that is industry-focused.”

5. Customization is critical
It is no longer acceptable in this post-recession job market to use a “spray and pray” method of applying for jobs. Blanket emailing recruiters with the same generic résumé will ensure your application gets tossed to the side. Newell says it’s important that job seekers create targeted résumés. “They must have a different résumé for each job they are applying for, and they must ensure that they effectively communicate their skills which relate to the job [for which] they are applying.” The same goes for cover letters.

6. Networking is more important than ever
It’s becoming more and more of an advantage in today’s world to know someone within the company you’re applying to so your résumé gets in the right hands. While not everyone has automatic connections, there are other ways to build relationships. One way to do so is through networking. “My advice to today’s job seeker is to network,” Newell says. “Job seekers should join groups and attend socials through sites such as MeetUp and LinkedIn. Attending a casual social and being active in online and offline groups can open many doors to employment.”

The job market may not look the same as it did five years ago, but that doesn’t mean you have to start from square one. It just means that by equipping yourself with the job-search tools needed in today’s world, you’ll be in a better position to get hired.

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Well, your hunch was probably correct, because according to the Bureau of Labor Statistics, there are only 1,200 people in the U.S. who are actually employed as models.

The fact that there are so few working models isn’t all that surprising – it’s a pretty elite industry. What is surprising, though, is how many “normal” jobs are just as hard to break into – because they are either hyper-specialized, they require lots of training, or there just aren’t many jobs available. According to the BLS, these 18 jobs are the least common in America.

1. Astronomers: 1,840
Average annual salary: $93,340

2. Dredge operators: 1,720
Average annual salary: $36,580

3. Model makers, wood: 1,660
Average annual salary: $28,974

4. Timing device assemblers and adjusters: 1,560
Average annual salary: $32,300

5. Forest fire inspectors and prevention specialists: 1,530
Average annual salary: $40,200

6. Industrial-organizational psychologists: 1,420
Average annual salary: $114,040

7. Animal breeders: 1,380
Average annual salary: $35,620

8. Geographers: 1,300
Average annual salary: $72,890

9. Patternmakers, wood: 1,240
Average annual salary: $40,700

10. Locomotive firers: 1,130
Average annual salary: $47,040

11. Models: 1,020
Average annual salary: $42,560

12. Mathematical technicians: 960
Average annual salary: $49,170

13. Radio operators: 920
Average annual salary: $44,510

14. Farm labor contractors: 830
Average annual salary: $35,890

15. Fishers and related fishing workers: 700
Average annual salary: $27,880

16. Fabric menders, except garment: 690
Average annual salary: $27,370

17. Prosthodontists: 670
Average annual salary: $139,620

18. Cooks, private household: 400
Average annual salary: $31,110

What do you think about this list? Is it surprising? Let us know in the comments section.

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Yet not all states are created equal when it comes to economic recovery. Some states weathered the recession better than others. And while most states have seen a decline in unemployment post-recession, others have dealt with fluctuating jobless rates. According to the Bureau of Labor Statistics’ recent breakdown of regional and state unemployment numbers for December 2011, the most recent figures available, “Twenty-four states reported jobless rates significantly lower than the U.S. figure of 8.5 percent, eight states and the District of Columbia had measurably higher rates, and 18 states had rates that were not appreciably different from that of the nation.”

In taking a closer look at which states are on the road to recovery and which ones are still hitting speed bumps, we first reviewed each state’s unemployment rates as of December 2011. Also examined were trends in joblessness — whether it’s been on the decline and the rate in which it’s declining — and other factors such as foreclosures and household income. Here’s a look at some of the best and worst states for job seekers.

Best state unemployment rates*

1. North Dakota
Why: During the recession, North Dakota’s unemployment rate peaked at 4.3 percent in 2009, a rate that was still significantly lower than the national average. The rate hasn’t gone above 4 percent since April 2010.
Unemployment rate: 3.3 percent

2. Nebraska
Why: Nebraska was the state with the second lowest unemployment rate in December 2011, at 4.1 percent. It also experienced statistically significant employment changes from December 2010 to December 2011, with a job gain of 13,100.
Unemployment rate: 4.1 percent

3. South Dakota
Why: South Dakota had one of the lowest pre-recession unemployment rates in the country — just 2.8 percent in December 2007. Its current jobless rate is still well under the national average. In addition, it saw a statistically significant employment change from November to December 2011, with a job gain of 4,600.
Unemployment rate: 4.2 percent

4. New Hampshire
Why: New Hampshire’s unemployment rate is 3.4 percent lower than the national average. What’s more, according to statistics released by the U.S. Census Bureau, New Hampshire has the highest median household income in the U.S., at $66,303**.
Unemployment rate: 5.1 percent

5. Vermont
Why: Vermont’s December 2011 unemployment rate was 5.1 percent, and it has experienced a statistically significant year-over-year unemployment rate change of -0.7 percent. It also ranks in the top 15 in median household income, according to the U.S. Census Bureau.
Unemployment rate: 5.1 percent

6. Iowa
Why: Iowa’s unemployment rate of 5.6 percent is at its lowest level since June 2009. According to the state, Iowa has added 13,300 total jobs compared to a year ago.
Unemployment rate: 5.6 percent

7. Minnesota
Why: This Midwest state has experienced statistically significant year-over-year employment changes from December 2010 to December 2011, with a job gain of 26,300. Its current unemployment rate is the lowest it’s been since September 2008.
Unemployment rate: 5.7 percent

8. Wyoming
Why: After hitting its unemployment rate peak at 7.7 percent in late 2009, the rate has continued to trend downward and is currently 2.7 percent lower than the national average. Additionally, Wyoming has the lowest unemployment rate in the Western region.
Unemployment rate: 5.8 percent

9. Utah
Why: Utah saw statistically significant employment changes from December 2010 to December 2011, with a job gain of 36,000.
Unemployment rate: 6 percent

10. Oklahoma
Why: Although Oklahoma’s unemployment rate has hovered at 6.1 percent since October 2011, it did have a statistically significant employment change year-over-year from December 2010 to December 2011, with a job gain of 41,600.
Unemployment rate: 6.1 percent

Worst state unemployment rates

1. Nevada
Why: Nevada has the worst unemployment rate in the country, at 12.6 percent. It also saw a statistically significant employment change of -9,800 from November to December 2011. To rub salt in the wound, Nevada topped RealtyTrac’s list of state foreclosure rates in 2010.
Unemployment rate: 12.6 percent

2. California
Why: While California’s unemployment rate did decrease by 0.2 percent from November to December 2011, its rate of 11.1 percent is still 2.6 percentage points higher than the national rate. According to RealtyTrac, California’s December 2011 foreclosure rate was one of the highest in the nation.
Unemployment rate: 11.1 percent

3. Rhode Island
Why: Rhode Island has the worst unemployment rate in New England. It’s also one of the three states where unemployment increased in December.
Unemployment rate: 10.8 percent

4. Mississippi
Why: According to the U.S. Census Bureau, Mississippi has the lowest median household income, at $36,850. Its unemployment rate also experienced an increase from a year prior.
Unemployment rate: 10.4 percent

5. District of Columbia
Why: While the District of Columbia isn’t a state, it’s still worth including on the list given its high unemployment rate. Its unemployment rate actually increased from a year earlier, going from 9.6 percent in December 2010 to 10.4 percent in December 2011.
Unemployment rate: 10.4 percent

6. North Carolina
Why: North Carolina has the highest unemployment rate in the South Atlantic, excluding the District of Columbia. Its December 2011 unemployment rate of 9.9 percent is 1.4 percent above the U.S. average.
Unemployment rate: 9.9 percent

7. Florida
Why: While Florida’s unemployment rate is on the decline, it’s still the seventh highest unemployment rate in the country. Plus, it had one of the highest 2010 foreclosure rates, according to RealtyTrac.
Unemployment rate: 9.9 percent

8. Illinois
Why: According to Business Insider, Illinois is one of the top 10 states with the most foreclosures in 2010, with 151,304 foreclosures last year.
Unemployment rate: 9.8 percent

9. Georgia
Why: While the state’s unemployment rate was down for the third consecutive month, the state labor department disclosed that metro Atlanta’s unemployment rate rose to 9.4 percent in December from 9.2 percent in November. Georgia also experienced the third-largest over-the-year percentage decrease in employment of -0.4 percent.
Unemployment rate: 9.7 percent

10. South Carolina
Why: South Carolina’s median household income of $42,059 is the seventh lowest in the nation, according to the U.S. Census Bureau. Its unemployment rate hasn’t been below 9 percent in three years.
Unemployment rate: 9.5 percent

*Unless otherwise noted, data was pulled from the BLS. 

**Median household income (In 2010 Inflation-adjusted dollars) by state ranked from highest to lowest Using three-year average:  2008-2010.

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Though Obama cited recent improvements in the job market – the country has regained more than 3 million jobs in the last 22 months – it’s also clear that we still have a ways to go. After all, 3 million jobs in 22 months comes out to roughly 136,000 jobs per month. Economists believe it will take the addition of at least 250,000 jobs per month to begin bringing unemployment back to pre-recession levels.

Luckily, the President announced a number of viable measures that, if carried out as planned, will both create new jobs, and retrain workers for the jobs that are available. Here, a recap of the employment-related actions announced last night, and why they’re important to American workers.

1. The goal: Return outsourced jobs to the U.S.    

The President said:“Tonight, my message to business leaders is simple: Ask yourselves what you can do to bring jobs back to your country, and your country will do everything we can to help you succeed … Right now, companies get tax breaks for moving jobs and profits overseas. Meanwhile, companies that choose to stay in America get hit with one of the highest tax rates in the world. It makes no sense, and everyone knows it … My message is simple. It’s time to stop rewarding businesses that ship jobs overseas, and start rewarding companies that create jobs right here in America.”

Why it’s important: In April 2011, the Wall Street Journal researched the outsourcing practices of some of the top corporations in the U.S., and found that, while the companies had cut more than 2.9 million jobs stateside since 2000, they’d added 2.4 million jobs overseas in the same time period.

2. The goal: Reskill American workers for in-demand jobs.

The President said: “[I hear] from many business leaders who want to hire in the United States but can’t find workers with the right skills. Growing industries in science and technology have twice as many openings as we have workers who can do the job. Think about that — openings at a time when millions of Americans are looking for work. Join me in a national commitment to train two million Americans with skills that will lead directly to a job … You need to give more community colleges the resources they need to become community career centers — places that teach people skills that local businesses are looking for right now, from data management to high-tech manufacturing.”

Why it’s important: According to CareerBuilder’s 2012 hiring forecast, which was based on a survey of more than 3,000 hiring managers, 26 percent of employers reported that they currently had job openings for which they could not find qualified workers. The areas they had the most trouble filling? High-skills jobs like IT and engineering. Retraining job seekers for the positions that employers need to fill is the surest way to close the skills gap, and make a dent in the unemployment rate.

3. The goal: Encourage small business growth.

The President said: “Innovation is what America has always been about. Most new jobs are created in start-ups and small businesses. So let’s pass an agenda that helps them succeed. Tear down regulations that prevent aspiring entrepreneurs from getting the financing to grow. Expand tax relief to small businesses that are raising wages and creating good jobs.”

Why it’s important: As Obama pointed out, most jobs are created by small businesses. According to the Small Business Administration, “Small firms accounted for 65 percent (or 9.8 million) of the 15 million net new jobs created between 1993 and 2009.” It’s imperative for the job market, then, that small businesses have access to the resources they need to expand, and feel secure enough to do so.  

Although it remains to be seen how well, and how quickly, these plans will take form, we think it’s reassuring to hear the Administration seems to be on a logical and sustainable path towards lowering the unemployment rate. What do you think?  

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