Thompson Moving Company Columbus Ohio

Stifel Nicolaus Analysts Upgrade Forward Air (FWRD) Shares to "Buy"

Equities research analysts at Stifel Nicolaus upgraded shares of Forward Air (NASDAQ: FWRD) from a "hold" rating to a "buy" rating in a research note to investors on Thursday. The analysts currently have a $35.00 price target on the stock.

Separately, analysts at Zacks Investment Research downgraded shares of Forward Air from an "outperform" rating to a "neutral" rating in a research note to investors on Friday, July 1st. Also, analysts at Robert W. Baird upgraded shares of Forward Air from a "neutral" rating to an "outperform" rating in a research note to investors on Tuesday, May 17th. They now have a $40.00 price target on the stock, up previously from $36.00.

Shares of Forward Air opened at 29.95 on Friday. Forward Air has a 52 week low of $22.39 and a 52 week high of $36.32. The stock's 50-day moving average is $33.28 and its 200-day moving average is $31.3. The company has a market cap of $883.8 million and a price-to-earnings ratio of 22.31.

Forward Air last announced its quarterly results on Wednesday, July 20th. The company reported $0.40 earnings per share (EPS) for the previous quarter, beating the Thomson Reuters consensus estimate of $0.37 EPS by $0.03. The company’s quarterly revenue was up 8.3% on a year-over-year basis. On average, analysts predict that Forward Air will post $0.47 EPS next quarter.

Forward Air Corporation provides time-definite surface transportation and related logistics services to the North American deferred airfreight market. The Company operates in two segments: Forward Air, Inc. (Forward Air) and Forward Air Solutions, Inc. (FASI). Through its Forward Air segment, the Company is a provider of time-definite surface transportation and related logistics services to the North American deferred air freight market. It operates the Forward Air segment through a network of terminals located on or near airports in 84 cities in the United States and Canada, including a central sorting facility in Columbus, Ohio and 12 regional hubs. Through its Forward Air segment, Forward Air Corporation markets its airport-to-airport services primarily to air freight forwarders, integrated air cargo carriers, and passenger and cargo airlines.

6 Myths About Job Search During a Recession | SociableBlog.com ...

The Internet is an efficient way to survey jobs among many companies, but personal interaction is still the smartest way to find a job during a recession. Truth is, employers are bombarded with thousands of resumes from the Internet. Therefore, the chance that your new boss will choose your resume out of a pile of prospects is slimmer than ever. Instead, focus on finding a position, apply for it, and then do some research and connect personally with a hiring manager in the company to follow-up. Social networking sites , such as LinkedIn, also offer a great way to connect with targeted employees on your company dream list. These connections are golden because they can give you insider info about unpublished positions and help you sail past HR “blockers.” Personal recommendations go much farther in landing a job during a recession than random resumes.

Myth No. 3: Searching companies in hiring freezes is a waste of time. Like many situations in life, hiring freezes are not absolute. Savvy networking, the right face-to-face meeting, and the ability to sell skills critical to the prospective company can be the perfect formula for lighting a fire under an employer in a hiring freeze. Behind closed doors, hiring managers are told to make exceptions for spectacular candidates that can show them the money, especially in a recession when every dollar counts.

Myth No. 4: Expect a salary cut during a recession. In hard times, companies value astute problem solvers more than ever. While employers may trim the fat elsewhere, there is always room in the budget for salaries of top-tier talent. However, in a competitive job market, there is a bigger burden to prove you are worth a higher salary, John Challenger, CEO of Challenger, Gray & Christmas, says.  Ultimately, companies want their talent investments to pay off — and stick around. “If an employer goes to the expense, time, and effort to find a qualified candidate, it wants the person to stay,” Challenger adds. The last thing an employer wants is for a prized candidate to temporarily accept a lower salary than her previous salary and say “hasta la vista” once the job market recovers.

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