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Big Data Intelligence to Help Your Business

HMG Success on October 7, 2026

The IT sector is all a-buzz about big data. Even so, many businesses are finding it hard to actually use big data analytics in their organizations. There is no doubt executives want to beef up data management, as many worry it will lead to problems such as lost revenue. Many are interested in putting new strategies in place to minimize this risk.

Who Needs Big Data Intelligence?

Big data is something that is attracting the attention of many, including those in the areas of finance, sales, marketing, operations management, and within compliance roles. Within these areas, executives hope to use this data to:

  • Help to drive down overall costs
  • Improve the company’s cash flow
  • Improve revenues
  • Drive sales
  • Reduce the risk of compliance errors.

While many executives want this information, many use methods that are prone to errors to managing data. That’s just not cutting it.

What’s Coming and Why Does It Matter?

Many experts believe that a meshing of business intelligence and big data analytics is one the way. Many IT leaders are working to tap into these large data fields and use this information to benefit themselves.

Some experts looked at the similarities found in business intelligence (which is also known as applicant-drive intelligence) and in data-driven intelligence (more commonly known as big data.) What they found is that there is a wide range of similarities already in play. In application-driven intelligence, the data fills a very specific type of need. An example of this is in supply-chain management. It also applies to online transaction processing or to customer relationship management.

In data-drive intelligence, the software aids in the management and the analyzing of huge amounts of already collected and processed data. This difference, in the data used, does not limit the overall importance of using this data properly. Bringing the two forms of data together could mean big things for any business.

A third option is already on the table. Some news sources are using what is known as data-centric data. This type of data is a hybrid of the two. In this method, it is possible for business decisions and IT decisions to be made with a combination of capabilities, including big data analytics and business intelligence. In this manner, it is possible to determine which solution offers a better fit for the business based on the current functions.

In short, businesses need to consider what big data means to their needs and then implement the best methods for utilizing information to achieve business goals. Doing so could mean reducing risks and increasing profits across the board. That is something that all business leaders are working towards implementing.

 Enjoy a related post from Advance Staffing Solutions:

Why Your Manufacturing Company Should have a Blog

Social Tools to Improve Employee Onboarding

HMG Success on October 7, 2026

The first few days and weeks at a new job are critical for each new hire. This experience can leave a lasting one that either gives the employee the encouragement to be productive or the disappointment to become just another cog in the wheel. The Aberdeen Group released the Onboarding Benchmark Report which advised that 90 percent of all employees make their decision to either stay or leave a job during their first 6 months of employment. That means, the onboarding experience is your first chance to impress employees enough to stick around.

How well you manage your new hire onboarding processes depends on the methods and resources your HR team uses. Automating these processes can be helpful, especially if you are recruiting on an ongoing basis. Since so much of the onboarding experience is tied to the social culture of the workplace, one of the many possible ways you can create a positive employee onboarding experience is through the use of social tools. Let’s learn more.

Making the Workplace More Social

There are several ways that the HR and recruitment team can provide an environment where social connectivity tools are encouraged. First, the recruiter can reach out to potential candidates by way of social networks, like Facebook and LinkedIn, which helps the candidate to feel a connection to someone at the company. This same person can facilitate any applications, telephone screening, and on-site visits where this becomes the personal point of contact for a future employee.

Once a candidate has accepted a position, there’s likely to be several weeks while they are getting adjusted to living in a new city or learning about the culture before their first day. The recruiter can provide access to a wide range of resources using social tools. Consider that the new hire will appreciate being introduced to others on the team, having information about the local community, and advice on the best places to shop, dine out, and even social hotspots to make this a smoother transition.

On the employee’s first day, make this as social of an experience as possible. Introduce the new hire to key personnel and give them access to the resources they’ll need to be successful. This can include being set up on the company’s intranet and email systems, as well as corporate instant messaging. Have the new hire’s team mates send invitations to connect on the IM platform, and take the new hire out to lunch using a social app to send out a reminder.

New hires are generally eager to get started on their tasks, yet they are nervous about this prospect. Ease their mind with frequent social synching using company email, in person meetings, and access to an internal help community. In fact, you should encourage all employees to share resources and tips for doing the job more effectively using a secure community environment, where employees can set up personal profiles and connect.

Managing New Hire Tasks with Social Tools

As for the paperwork and training that goes along with onboarding, social tools can be a great way to streamline things. Set up a web-based document system that allows employees to complete and upload their new hire paperwork. Use this same portal as a central resource with a downloadable employee handbook, access to benefit enrollment, training materials, and general company information.

You’ll find that using social tools can be a very helpful aspect of managing all your employee onboarding activities. Choose the resources that provide the most value to your company and your new staff.

Enjoy a previous post on this topic from the team at Advance Staffing Solutions:

It is Time to Fully Embrace Social Media for Your Business | This is no Time to be Shy

Drive Employee Potential with These Tips

HMG Success on October 7, 2026

As a manager or HR leader, you’ve probably encountered a few employees in your lifetime who show the potential for greatness, but for whatever reason they’ve decided to take easy street. Every company has a few of these employees on board – so called “Slackers” who could do so much more for your company and their careers, but they instead choose to work at less than full capacity and do not reach their full potential.

Why do employees fail to reach their potential at work?

There are a few common reasons why employees begin to reduce their productivity in their roles. First, they may not be getting any positive feedback from their supervisor. Second, they lack the incentive to perform better. Third, the company culture may not encourage performance. Lastly, they have become burnt out in their role.

Luckily, there are some things you can do to drive employee potential!

Here are some ways to light the fire for employees who have the ability, but not the desire to perform better at work. Use these ideas to increase participation and productivity.

Give employees meaningful incentives

To encourage hard work, a company can introduce new and improved incentives and benefits to the workplace. Make them attainable and meaningful to the employees you are trying to bring up to speed. A little friendly competition never hurts.

Verbally praise employees for their good work

Employees need to receive feedback when they do a great job. Make sure your management team is praising for performance and recognizing the efforts of their team members. Give this praise in front of peers for added benefit to your employee recognition program.

Provide an employee mentor to lead by example

Oftentimes, employees have the right ideas about where they want to go with their careers, but no clear direction from leadership. To offset this problem, match your employees to mentors within your organization and industry. This creates support and accountability.

Get support from temporary staffers

When employees are overworked or burnt out, they are less likely to perform well. Alleviate this pressure and improve productivity by working with Ohio staffing agencies to bring on temporary staffers for large projects.

Re-training classes and educational support

Low performance employees often get into a rut simply be developing poor work habits and task management gaps. Correct this by scheduling regular training classes and providing educational support for those who need some re-training. If you are looking for a Monroe MI temp agency, contact Advance today!

Can’t Find a Full Time Industrial Job? Start as a Contractor

HMG Success on October 7, 2026

The job market, despite news claims of an economic recovery, is still fairly slim in certain sectors – particularly the industrial sector. That means there’s a lot of competition for full time employment in this sector. Even if you have a resume that’s thick with experience, it can be a tough market to break through. While it may not seem like the most attractive option to many people with years of experience in various industrial fields; there is some merit to signing on as contract labor. Here are just a few of the potential benefits you might want to keep in mind as you explore your employment options.

1)   Contractor jobs are in wider supply than full-time industrial positions. If you look through your local Sunday paper or even the job listings online you’re sure to see that most of the listings use language such as: temporary position, contract position, contract-to-hire, etc. It’s not a slim majority either. You’re leaving a lot of potential income off the table if you skip applying for all of the temp-to-hire positions that are available in favor of seeking full-time employment with benefits.

2)   Contract jobs mean money right now. Some of these positions even offer daily pay for daily labor. This means that you get paid at the end of the day for the work you’ve done. Depending on how long you’ve been searching for work, the fact that you don’t have to wait two or more weeks for your first paycheck is a huge benefit to keep in mind. It can mean the difference between a steady diet of Ramen noodles or a little meat and having a little bit of meat and potatoes on the menu.

3)   Many companies simply aren’t hiring direct any more. They’ve realized that they can save money and training hours by hiring contractors for the openings. When they find promising contractors they keep them in mind for full time positions as they arise. Contractors also don’t generally get the same benefits packages that full-time employees receive although they do typically earn very similar wages so this does save companies money. More importantly, it gives you, as the worker, and the company an opportunity to test the waters before making any formal commitment for long-term or full time employment.

Once upon a time, contractor jobs had a negative connotation in the field of industrial work. That simply isn’t the case today. If you’ve been running yourself ragged from one interview to the next with no results to show for your efforts, then it’s time to explore the potential benefits of becoming a contractor. It might make a world of difference in your current financial situation and could easily lead to the full time job you really want.

Be sure to get in touch with Advance Staffing Solutions for access to a wide range of industrial career opportunities.

Correspondence: Say it in Writing

HMG Success on October 7, 2026

How can you land the engineering job you are after? Not just one to fill in the financial gap or one to get your foot in the door, but that sweet spot in the job you dream of. A good place to start is by creating an effective cover letter that gets attention.

Fine Tuning Your Resume

When it comes to grabbing the attention of employers, you really need to stand out in the crowd. With potentially hundreds of applicants applying for the same job, it is up to you to find the right words to say to get someone to pick out your cover letter and resume than someone else’s. The following tips can help you to use words on paper to convey why you are the best choice for the job.

  • Be enthusiastic. Why are you contacting the employer? What type of work are you looking for? Is there a specific position you are applying for? Be positive and encouraged in your wording.
  • Drop names. Did you learn about the job from an employee or someone else? Tell them about it in the cover letter. Be sure you have approval to mention the individual’s name.
  • Let your resume speak for itself. You do not have to provide a full autobiography of yourself in the cover letter but you should provide some overview of the aspects you believe are more relevant.
  • Do provide relevant experience on your cover letter. Without experience that relates, in some way, to the company’s position, you may not make it beyond that first cut.
  • Keep all negative words and connotations out of the cover letter. Keep it positive without making it some type of praising document. You want to come off as a genuine person with a passion for the position and with the experience for the job.
  • Avoid salary discussion in the cover letter. Some employers want you to provide a required salary, but rather than put down a specific number, offer a range. A salary range and noting that you are flexible, gives the company more opportunity to fit you within their budget.
  • Do include contact information. It could be one of those things you easily forget. Add your email address and telephone number to the cover letter.
  • Be polite and ask for the phone call. In other words, end your cover letter with a statement of thanks as well as a request for an interview. Doing so may spur the reader of the cover letter to pick up that phone.

Overall, employers want to see someone who is skilled and experienced, but also excited and enthusiastic about the position. Be sure your cover letter indicates this information within the first sentences.

Get your engineering career off to a great start by visiting the Advance Temporary staffing website – candidate center.

Creating a Workplace Safety Culture

HMG Success on October 7, 2026

To create a safety culture within your business, do not focus solely on the safety programing. Rather, take it to the managers. Without managerial support, no type of safety program is going to be effective. Creating a safety culture, though, can yield positive results and reduce losses. To do this, the employer must prioritize the workplace health and safety in a meaningful way.

Creating a Safety Climate

In a study conducted at the University of Georgia’s College of Public Health, researchers found a significant link between those businesses with a positive safety climate and workplace injuries. The study also found that situations that interfered with family life or the demands in the family put a greater risk on employees and their ability to do their job. But, what makes a safety culture?

Key Components Required for an Effective Safety Climate

Creating a safety culture within the workplace is a key step every employer needs to take if that employer hopes to see significant changes in losses and employee safety. Rather than sticking up posters and a list of guidelines, it is best to create a safety culture that happens throughout all levels of the business.

  • Does the commitment to safety start with the business owner and top level management? Does the president of the company communicate the priority of safety within the business? Is it a focus of the company’s mission statement?
  • Are policies and procedures written down? Communication about safety must be effective and for that to happen, a set of procedures is necessary. Write them down and share them. The physical demands and functions of each job needs documentation.
  • Are sufficient resources provided to ensure a safety culture exists? This includes dedicating enough time, budget, staff and resources to achieve safety goals. It includes ensuring the team has the proper training and equipment for safety.
  • Is there a level of accountability present? When safety violations occur, what really happens? Does the employer take these actions serious enough to take action? This sets the precedent for every other layer in the business model.
  • What steps are taken and written down, to track safety procedures and policies? Is there a managerial task set up to ensure that safety tasks are managed? Do senior managers participate in this?

Creating an effective safety culture is critical to managing a business. Employers must make this a focus of their every day function as well as their mission. In doing so, it will not only help employers to achieve the goal of less liability and loss but it also enables employees to feel safe on the job.

For access to a wide range of candidates who are monitored by a supportive staff of recruiters, consider the advantages of hiring pre-screened and oriented employees through Advance Staffing Solutions in Michigan and Ohio.

6 Elements of Becoming a Great Manager for Your Team

HMG Success on October 7, 2026

From football stadiums and military troops to the meeting rooms of Fortune 500’s, the key to a successful team is a great manager. Yet, few too many professionals comprehend the skills that make a great manager, and they end up failing to realize their potential as a leader. When working towards the goal of being a high performance manager, there are some critical things to focus on first.

Communication

The ability to communicate well, in both written and verbal formats is the hallmark of a great manager. From writing memorable memos to presenting complex topics to groups, a manager must have the skills to convey messages clearly to others. Learn to communicate well and you will be on your way to becoming a better team leader.

Delegation

Being a great manager means recognizing the unique skills that each team member brings to the table, and then delegating tasks to the appropriate person. No manager worth his salt will try to take on all the tasks himself. Instead, an effective manager will delegate tasks to others who can efficiently handle them.

Strategy

To be a stand out manager, you need to have a plan. This plan can include everything from how you will design team processes to how you will grow your team skills. Strategy must often align with corporate goals too, so you will want to work in tandem with other executive leaders.

Selection

A large part of being a great leader comes down to the people you manage. Without quality people, a team cannot ever hope to achieve much of anything. Choose your staffers carefully, and consider a temporary staffing model to attain the best selection of employees.

Respect

While you may be striving towards getting more respect from subordinates, as a manager your role should be to pay respect to the hardworking people who make your team successful. Learn to talk with and treat people with respect, listen to their ideas, and develop their talents. These behaviors will help you to be a great manager.

Mentoring

As a great manager, your role is not only to lead, but to mentor to your team members. Management is about leading by example, therefore you will want to take the helm and demonstrate to others how they can realize their full career potential. Match senior employees up with new hires and take mentoring to a whole new level.

If you are looking for temp agencies in Monroe MI to land your next employee, contact Advance Staffing Solutions today.

Company Culture and Hiring Go Hand-in-hand

HMG Success on October 7, 2026

The success of the workplace is often determined by the level of employee satisfaction that exists. This employee happiness often translates to the overall corporate culture that places emphasis on taking care of employees. Therefore, it’s easy to see how company culture and a hiring strategy intersect. To hire the best, one must offer the best to candidates.

How can an organization create a corporate culture based on a successful recruitment strategy? Simple. Think like a high performance candidate. Here are some ways to attract the best candidates with a well-designed corporate culture.

Hire for personality fit.

While many recruiters focus on skillsets and educations as primary in the hiring process, the key to successful hiring is to evaluate the unique personality of each candidate too. Various candidate assessment tools can be used to accomplish this. Why is hiring for personality important? In high performance work environments, the ability to work within the existing corporate culture and with other team members can make or break any project.

Create unique benefits.

Candidates expect to find the normal benefit packages such as health and life insurance plans. A corporate culture that will attract better candidates is one in which the company offers more perks and benefits. Consider the advantages of a corporate wellness program, supplemental insurance programs, and cash bonuses for top performers.

Share your culture.

If you have a great corporate culture, don’t be afraid to show it off to the rest of the world! Use social networks to share images of company celebrations. Create a corporate branded career page that reflects your work culture and values. Get the word out there that you employ happy people and this will attract happy candidates to your doors.

Use a smart recruiting plan.

The good news is that you don’t have to go it alone when building a team made from well-matched candidates. Hiring for corporate culture narrows things down a bit, but a staffing agency such as Advance Temporary Services can make this easier. Imaging having access to candidates who blend in well with your corporate culture, and have the skills that your business needs to grow?

Discover what motivates.

Developing a corporate culture means getting buy in from your employees from day one. To start things off on the right foot with every new hire, take the time to discover what motivates and inspires your employees. Focus on these aspects as you recruit from the pool of eligible candidates. Then keep your people interested with meaningful incentives.

If you are looking for temp agencies in Sylvania OH to help land your next employee, contact Advance Staffing Solutions today.

Hiring is an investment. Treat it like one.

HMG Success on October 7, 2026

As a company leader, if you were to furnish your new office with an expensive suite of furnishings, you’d probably see this as a big investment. However, did you know that every person you hire to work for your company is also a huge investment? It has been said that each new hire equates to approximately a half a year’s salary for a worker being replaced. That can be significant considering the salary and compensation that each worker requires.

How well do you invest in the success of each new hire in order to experience a maximum return on this investment? Now may be the time to start viewing your employees as a valuable asset that can secure the future of your business. Here are some ways to invest in your employees and earn the return on investment you deserve.

  1. Only hire the best candidates in your industry.  Great talent is hard to find, but it is absolutely vital to the success and innovation of your business. Utilize the resources available to you to source and secure subject matter experts and bring them on board with rewarding assignments. You’ll earn a solid ROI from the quality of the candidates you hire. Poor hires will only cost your company more time and money.
  2. Give your employees the tools for career growth.  To work to full capacity, your employees need access to all the tools, technology, and support they need. Upgrade your computer systems, provide comfortable work stations, and encourage collaboration and education. Set up a mentoring system to ensure information is passed from one generation to the next.
  3. Provide above average compensation and perks. To attract the best talent, you need to offer something that your competitors cannot. Start high performance candidates off right with above average salaries, generous benefits, and corporate perks that they desire. Over time, these offerings will pay off as your employees will work harder and smarter for your benefit.
  4. Track the progression and development of each employee.  Establish  system for maintaining productivity and performance on the job. Use frequent and regular performance evaluations to track the success of each employee. Instruct supervisors to give regular feedback and support to their teams.
  5. Be accountable for the success of each new hire. Ultimately, you are responsible for how well your company performs. Establish a consistent onboarding process for each new hire. Make sure your employees know that you care about their success and growth, and that you appreciate their efforts. Provide incentives and recognition to your top performers.

Treating your hiring and human capital management with priority can help your business increase ROI and become known as a leader in your industry.

If you are looking for employment agencies in Michigan, contact the experts at Advance Staffing Solutions today.

6 Tips for Cleaning Up Your Online Image

HMG Success on October 7, 2026

Job seekers seem to spend a great deal of time trying to look good on their resumes and social media networks. In fact, there are many resources that instruct job seekers how to look their best when applying for assignments. Yet, as a job seeker, have you ever “Googled” yourself to see what comes up online about you? What you find may be preventing you from achieving the career of your dreams.

Why you should be concerned about how you appear online?

As one of the most popular search engines, billions of people use Google search every day to find information on their favorite topics. From celebrities to recipes, Google search can produce some highly accurate results in a matter of seconds. This is why you should be worried about what comes up when searching for your name online.

Recruiters and human resource managers regularly search for more information about candidates when they are considering them for an open assignment. Although it is technically illegal to discriminate against a candidate based on some information found on a search engine, when something negative or offensive pops up online, it’s very possible that your resume will end up in the trash can instead of the hiring pile.

What can you do about your online image?

Your online image is very important when you are searching for a job, so you may want to take some steps to clean it up. While you cannot erase everything out there about you, you can do your best to appear professional on search engine results. Here are some ways to look better on Google.

  1. Create professionally branded social media profiles.  To give the search engines something worthwhile to find, set up new social media profiles on the big 3 for job seekers – Facebook, Twitter, and LinkedIn. Add a professional head shot photo and some basic information about you. Only post professional comments and connect with industry professionals and recruiters.
  2. Publish some industry relevant content online. Google search engine results hit on fresh content. Therefore, you can boost your online results by writing articles or sharing images that include your name and relevancy to your target industry. Look for online article directories and blogs that allow you to publish things for free.
  3. Register your name as a domain URL.  Another trick to reducing the negative content found about you online is to register your name as a domain. This may cost you between $5-15 to do, but it’s well worth it to “own” your identity online before someone else does.
  4. Set up an online portfolio or resume website (secure).  To help drive the Google search engine results, you can also use your new domain to set up a low cost website or blog where you can display your professional image and credentials. If you have a portfolio, you may also want to list it here too.

Taking the time to clean up your image on Google search engine results may take a few weeks, but it can help you to land the job you are vying for. Don’t take the chance that a recruiter or hiring manager may find something negative about you online. If you are looking for job openings in Ohio, contact Advance Staffing Solutions today.

The Importance of Soft Skills in Today’s Workplace

HMG Success on October 7, 2026

Job seekers equate to more than just their resumes, which outline unique educational and employment histories. However valuable these may be, there are a wide range of other qualities that recruiters look for in potential candidates. These are often referred to as “soft skills”. In today’s ever-competitive job market, the measure of an individual’s general career success is the ability to use these soft skills to adapt to any assignment.

It cannot be expressed adequately how important soft skills are and how they can position a candidate for success in the workplace. As a job seeker, it’s critical that you leverage soft skills for landing a new job. As an employer, it’s important that you help your employees develop these soft skills in their everyday tasks.

Top 4 Soft Skills at Work

Here is a rundown of some of the top soft skills that every employee needs, and why they are important in the workplaces of today.

Communication – The ability to communicate with others is a critical soft skill in workplaces today. Communication in the form of written materials, such as emails and letters, can support business objectives. Communication delivered to peers and customers in a verbal format can make or break a business. All job seekers can develop the soft skill of communication and become more valuable to employers by taking public speaking classes, honing their writing skills, and learning more about body language’s role in communication.

Leadership – It has been said that leaders are formed, not born. To launch yourself into a better career, developing leadership skills can be a ticket to success. Leaders and managers take responsibility of their personal growth and development, thus inspiring others to do the same. Leaders are good decision makers, know how to tactfully deal with others, and solve problems effectively.

Adaptability – Industries can change at any time, leaving employees scrambling to adjust to new ways of doing things and new skills to learn. The ability to adapt well to change is a soft skill that’s highly valuable to employers. When you can switch gears well, and adapt to the conditions and procedures of a workplace, your status rises to that of a go-to person. Learn to be an observer and a problem-solver when developing this soft skill.

Learning – Being able to grasp new skills, concepts and programs is a soft skill that can set any candidate apart. The ability to then translate these new ideas into meaningful work tasks and when handling projects is what can help grow teams and develop more efficient methods. As a career professional, it’s often up to you to seek out new opportunities to learn. As an employer, it’s critical that you provide learning opportunities to boost the skills of your teams.

While these are just a handful of the soft skills that can benefit the workplace, this is a good place to start. Take steps to improve these skills and the workplace can become a better, more productive environment.

If you are looking for jobs in Monroe MI, contact the employment experts at Advance today!

It’s Scary – How to Build Confidence Before Your Job Interview

HMG Success on October 7, 2026

If you have been called in for a job interview that is a great first step. Just having your resume chosen over dozens of other candidates is a good sign. But now you have to get through the interview. This is usually the most nerve-wracking part of the hiring process.

In order to build your confidence before the interview, you need to take some important steps to prepare. The better prepared you are, the more comfortable and confident you will feel during the interview.

Research the Company

Your first step when you get an interview should always be researching the company. The more you know about the company, the better your interview is going to be. Most likely, the interviewer will ask you what you know about them. The last thing you want to do is tell them you don’t know anything. This is going to look bad when they’re deciding between you and someone who did their research, and the remainder of the interview will be very stressful. Take time to look at their website and research the company as much as possible.

Practice Answering Interview Questions

Look up a list of the most commonly asked interview questions and practice answering them. You can practice them while you’re alone at first, but it is helpful to practice answering them in front of someone else. Hand a friend or loved one the list of questions, and tell them to ask you them at random. By practicing answering questions, you get a handle on what you’re going to say and feel much more confident when it comes time for the actual interview.

Do Your Own Background Check

You aren’t going to pay for a background check on yourself, but you should find out if you have any skeletons that might come up. If you have a printout from a previous background check an employer ran, look through it so see what is there. Consider things the employer might do to learn more about you, such as looking at any public social media accounts you have. Remove anything that isn’t appropriate for a prospective employer to read.

Drive to the Site Beforehand

If you have never been to this company before, drive or get a ride to their business beforehand. Make sure you know the easiest route and are aware of what traffic might be like on the day. If you take public transportation, always arrange a ride on the day of the interview. Be sure you arrive plenty early, without having to rely on buses or trains that might get you there late.

Be Prepared

Have everything you need days before the interview. Get your outfit out and have it cleaned if you have not done so already. Make sure to print multiple copies of your resume and bring with you a paper listing your references for their job application. Wake up earlier than necessary to have everything ready before you leave.

If you are looking for jobs in southeastern Michigan, contact the staffing experts at Advance Staffing Solutions today!

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