Open House – NEW jobs in Monroe County!

HMG Success on October 7, 2026

Job Fair/Open House

Thursday, August 27th 2015

9am-4pm

35 E. Front St. Monroe, MI 48161

734-457-0056

www.advancestaffingsolutions.com

Along with the many General Labor, Assembly, & Press Operating positions available in Monroe, Dundee, Carleton, & Temperance, we also have the following open positions:

Extrusion/Machine Operator, All shifts, Monroe $13.65-$14.55/hr
General Laborers, 1^st shift, Carleton, $9/hr
Welders, 1^st shift, Carleton and Dundee, $10-$15/hr
Warehouse/Forklift/Quality, 1^st/2^nd shift, Monroe, $10.60/hr
Machine Operator, 1^st shift, Milan, $10/hr + Overtime
Delivery/Warehouse, 1^st shift, Monroe, $10-$12/hr
Industrial Cleaner, 3^rd shift, Flat Rock, $10/hr
Maintenance, 1^st shift, Temperance, $ Based on experience
Part-Time Bookkeepers, 1^st shift, Milan and Temperance $11-$13/hr
Part-Time Office Clerk, 1^st shift, Monroe, $10/hr
Data Entry/Customer Service, 1^st shift, Carleton, $11-$12/hr

Bring 2 valid forms of ID and a resume, Must be at least 18 years of age, Have a Diploma/GED and Verifiable work experience in the last 12 months.

*Not able to make it to our Open House/Job Fair but would like to be considered for a job opening? No problem! You can either send us your resume at monroejobs@advancestaffingsolutions.com or go to our website and apply online. Recruiters review resumes and applications on a daily basis and will contact you within 48 hours of receiving your information.

Your Perfect Hire is a Special Bond – How to Nurture It

HMG Success on October 7, 2026

It is not often that a company comes across a perfect hire, but when it does, it is important to nurture the relationship with that hire from the start. The company must build a bond, making it as strong as possible, so the employee stays with the company for the long haul. Nurturing the relationship with a perfect hire can be tricky, but it can be done.

Here, we will discuss three great ways for your company to nurture their relationship with a perfect hire.

1. Share Mutual Passions with the Employee

The old adage “opposites attract” really does not apply when a company is looking for the perfect hire. Companies rely on their employees having the same values and beliefs when it comes to business in order to succeed. When employees do not share the same views as the company, the culture and bottom line will suffer. Because of this, companies must look for employees who share like passions in order to turn them into perfect hires.

In terms of sharing like passions, two important ones are culture and the job opportunity. This can be determined during the job interview. If the candidate does not show enthusiasm for the job, they likely won’t change if hired. The same can be said for the office culture. If the candidate does not seem receptive to the company culture now, there’s a strong chance it will remain the same if hired.

2. Paint a Realistic Picture of the Company

The job interview is the first time you will present your company to a potential employee. It might make you a little nervous at first, but the more realistic a picture you paint, the more receptive the candidate will be to what you have to offer. As the interviewer, you cannot lie about the company or the job because eventually the truth will be set free. If you put on a front or lie, the candidate will likely decline your job offer and even warn others about applying in the future.

3. Seek the Whole Truth

Do your best to seek the truth when screening job candidates. This will help you down the road when cultivating relationships with any perfect hires. It is not uncommon for job seekers to tell tiny lies on their resumes or in their cover letters. You can check their honesty by looking into their social media profiles and other information found on the Internet. If none of it matches up, then you have an issue with honesty. If the candidate boasts how strong their communications skills are, and they submit a strong video resume, then you likely found a truthful candidate.

As you can see, it takes quite a bit to cultivate a relationship with a perfect hire, but the steps are well worth the positive outcome. By making this effort, your company will reap the rewards of a long and positive working relationship with your new hire and will get a good ROI from this.

5 Sure-Fire Ways to Boost Workplace Morale

HMG Success on October 7, 2026

Low employee morale can be a big problem in many workplaces. This is because employee unhappiness stems from a variety of factors, from poor compensation and stressful work tasks to bad management. It only makes sense that when they are unhappy and disengaged from the work they do, employees tend to be less productive too – which hurts the bottom line.

How can managers help employees put that pep back in their work lives? Read on for five sure-fire ways to boost workplace morale (that really work).

Provide rewarding tasks and a comfortable environment

When the workplace is comfortable, employees are better able to perform their tasks and, thus, the mood improves. Replace stuffy meeting rooms with open collaborative spaces, great furniture, artwork, and good lighting. Assign work projects that honor the skills and abilities of your people.

Make it a pay-for-performance compensation strategy

If you want more motivated and inspired employees, then you need to provide wages and incentives that are based on performance metrics. Instead of setting pay at a certain level and expecting everyone to work hard for the same amount of money, set up bonus plans and other incentives to boost morale. Make sure performance goals are communicated, measureable, fair and attainable.

Celebrate successes at work and as a company

If a company cares about people, then they understand how much recognition can demonstrate this. When achievements and goals are met by individuals and by the entire company, make it known to everyone. Celebrate these moments as a company. Nothing raises morale more than appreciation.

Have great managers

Make sure all managers are well-trained to handle the challenges of their jobs. They must lead by example and bring out the best in their people, not the other way around. Bad managers need to be eliminated or retrained. Good managers need to be promoted.

Remember employees have lives too

Work life balance is a must in all workplaces. Too many companies expect employees to work hard all the time as if they were robots. But employees have a lot going on in their personal lives too. Give them generous paid time off, time to distress, and augment work teams with temps to handle bigger projects and seasonal peaks.

Follow the above five tips for better employee morale and greater productivity in the workplace.

Job Fair/Open House – jobs in Monroe, Dundee, Milan & Carleton!

HMG Success on October 7, 2026

Advance Staffing Solutions

35 E. Front St. Monroe, MI 48161

734-457-0056

www.advancestaffingsolutions.com

Tuesday, August 11^th, 2015

9am-4pm

Immediate openings available in

Monroe, Dundee, Milan, & Carleton!

Are you in need of a job or looking for a career change? Our Recruiters will be on hand to interview for the following job openings located in the Monroe County area:

Machine Maintenance
Press Operator/Machine Operator
Production/Assembly/General Labor
Janitorial/Industrial Cleaning
Warehouse/Packaging
Welder/Fabricator
Administrative/Accounting

Pay rates are based on experience – these are temporary to hire opportunities!

Specific information about our job openings and ability to apply online located on our website www.advancestaffingsolutions.com

Bring 2 valid forms of ID and a resume.
Must be at least 18 years of age
Have a Diploma/GED
Verifiable work experience in the last 12 months.

You’re Losing Top Talent Because…

HMG Success on October 7, 2026

A certain amount of employee turnover is to be expected, particularly in tough industries that chew up and spit out people on a regular basis. But, when turnover rates remain high or become unusually high; there’s a problem. As a human resource or recruitment professional engaged in the active pursuit of talent, the issue of losing top talent can become a frustrating and costly issue.

Asking yourself why you are losing top talent to the competition? Here’s some of the hidden reasons this may be happening.

Not offering the best possible compensation

The number one reason why employees leave companies, according to workforce surveys, is because they do not believe they are being paid fairly. To prevent the loss of your best talent, make sure that all job types are matched to current salary surveys for the skills, knowledge, and region they exist. Provide above-industry benefits and other perks of employment.

Did not use an onboarding process

Not having a formal onboarding process for new hires is a recipe for disaster. It sets employees up for failure, even months after they are working for your company, because they feel lost and have no clear direction. If you match employees up with more seasoned employees, after a brief onboarding week, your talent is less likely to slip through the cracks. The extra bonus is that they can be more productive sooner.

Forgot to prepare managers to do their jobs well

People often leave companies over conflicts with managers and team leaders. When this is the case, and they do not feel supported by a manager who is interested in their career success, the only alternative is to seek employment elsewhere. To prevent losing talent this way, provide career training for managers on a continual basis, and have an open-door policy for mediating any employee and management problems in a safe environment.

Neglected to provide promotional opportunities

Most working professionals want to move up the corporate ladder. If you want to keep good people, then it seems like a no-brainer to provide opportunities to be promoted into higher positions in the organization. Not doing this well? Then it’s probably in your best interest to start doing some succession planning efforts around the workplace.

The company mission statement is out of sync with the culture

Perhaps your employees are leaving because what they thought was a good match for their work style, based on your corporate culture, is really not the case? Take a good long look at what your mission statement and vision is about, then evaluate whether or not your corporate culture fits into this context. If not, it could be time to survey your employees to come up with better ways of communicating and promoting the work culture that fits the mission of your company.

Get Your Resume Ready for Autumn — But Avoid these Pitfalls!

HMG Success on October 7, 2026

The cooler months of autumn can be the perfect time to launch a new job search, starting with whipping a resume into shape. A well-designed resume can help you get in front of the best hiring companies. But, before you go through all this effort, make sure your resume doesn’t include any of these common resume pitfalls that can turn off recruiters before they’ve had a chance to meet you.

Pitfall #1 – Your resume is boring

If you fall into the trap of writing your resume on a dull over-used resume template, you can be sure that the recruiters will pass it by. This is because they read through so many resumes daily, so the boring ones get ignored. Take the time to develop your resume on an updated resume template that includes nice use of text, white space, and call-out sections for maximum reader appeal.

Pitfall #2 – Your forgot to include achievements

If your resume reads like a long list of job requirements and responsibilities, without any real accomplishments, it’s missing the mark big time. Make sure you explain briefly what you did in each role and then add a list of at least 2-3 achievements or recognition you had in each job. Even if they were temp assignments, find something. Use financials and percentages whenever you can.

Pitfall #3 – Where is the cover letter?

A good resume includes a cover letter that acts as a quick introduction of your value to hiring managers. Use a similar template to build your cover letter, include a strong opening statement, a list of your top 5 skills you bring to the table, and wrap it up by inviting the recruiter to read your resume and contact you for a job interview.

Pitfall #4 – Your spelling and grammar leave much to be desired

Always take the time to do a spelling and grammar check of your resume, and any written materials you send out to recruiters. If you have issues in this area you can get a friend to proof-read your resume before it goes out for all to see. Poor grammar and spelling tell a company that you are not concerned with the with the quality of your work, and you don’t want to develop this relationship.

Pitfall #5 – Overuse of keywords

In an effort to sound amazing to hiring managers, it’s easy to include a bunch of industry power words in a resume. However, most recruiters are wise to this and they find it annoying. Avoid using too many keywords that make you look like an amateur, instead focus on marketable job skills and knowledge you have.

Follow the above tips to avoid making these common resume pitfalls, and you should look a lot better to hiring companies out there looking for great people this fall.

1st Annual Advance Family Summer Fun Day

HMG Success on October 7, 2026

The staff of Advance Staffing Solutions and their families enjoyed a beautiful day at the Roller Coaster Capital of the World, Cedar Point. Most managed to get into this group shot during a refueling lunch and then everyone took off to hit more rides. A fun day for all!

Is Your New Hire Your Next Superstar?

HMG Success on October 7, 2026

It’s every hiring manager’s dream to place someone in a new job and then, weeks later, discover that he or she has star potential. When a new hire is driven to success early on, it means that they not only make themselves look good, but your company does too. High performance candidates can be hard to spot, and they are rare indeed, but the person sitting across from you at the interviewing table could be your next superstar employee. Here’s how to find out.

Know what a superstar employee is

The definition of a superstar employee is someone who provides an above average ROI once you bring them on board. Mitchell Harper co-founder of Big Commerce defines superstars as, “someone who will generate 5x the important performance indicator of a normal person. For example, a superstar engineer will crank out 5x as much quality code as a normal engineer.” In other words, a superstar consistently outperforms other employees and rises to the top of the team quickly.

Choose the candidate qualities you want

When hiring, its critical to understand what factors will make a candidate become a future rock star employee. Make a list of the top 5 characteristics of your top performance employees, then focus on this as you read through resumes, meet with candidates, and evaluate their skills and abilities. It’s not always a certain personality type, but it’s the desire to make a difference in the industry that sets these candidates apart from others.

Use an assessment to weed out the “talkers”

One way to cut through the chatter when trying to identify your best prospects in stellar candidates is to use candidate assessment tests. People generally will say and do just about anything to get a job, including stretching the truth about their experience and skills. Give candidates a chance to prove they have what it takes to be on top.

Look for a progressive career advancement

Highly-driven candidates are concerned with career advancement and their work histories will show this. Unless they’ve been laid off in the past, you will usually see a progression of personal and career growth, including ongoing learning activities and advancing areas of responsibility. Look for candidates who have a mind and heart for business, as the entrepreneurial spirit is a sign of a superstar candidate.

If you see these characteristics in your candidate, take the time to dig deeper to see if he or she may be a good fit for your company. Need help recruiting amazing candidates? Look to the support of Advance Staffing Solutions today.

Using the 30-60-90 Plan at a New Job

HMG Success on October 7, 2026

When starting a new job, how can you make it a long-term success? Try using the 30/60/90 plan. What is this all about, you may ask? It’s your timeline for overcoming the emotions, worries, and obstacles that can come between you and career growth. When you plan out your new job this way, your first few months on the job will be focused on goals that will help you get there.

Realize your full potential with the smart 30-60-90 day career plan. Here’s how…

The first 30 days – Learning Your New Job

Getting accustomed to a new job takes a good month or so for most people. Use the first 30 days as your time to learn everything you can about the job and what your role helps the company to accomplish. It’s important to put the time in to learn all you can about the company, from its leadership team downward to its customers.

Find out what the mission statement says and how it ties into the vision for the company. Embrace the core values of the company. Start learning about your supervisor and what they expect from you. Get to know what the corporate culture is about and why it matters to your job.

The next 60 days – Putting Yourself in the Equation

At this point, you should be well-acquainted with the company and its goals. You should also have a pretty good idea of how you fit into things, at least on the surface. Now it’s time to go deeper. To become indispensable to the team, you need to work hard to add your strengths and talents to the mix in a visible way. This is putting yourself in the company for the long term.

Some ways to accomplish this are to brainstorm ways to add more value to your job, becoming an effective communicator, taking on new responsibilities, being flexible in accepting new tasks, listen more than talking but also contribute to the team. Stay ahead of things by exceeding your boss’s expectations of you on a continual basis.

The 90 days and onward – Building on Your Success

Once you have passed the 90-day mark, the chances of losing your job get much slimmer. This is because you have invested a lot of time and effort into becoming a valuable team player. By now, you should have a good idea of what your job entails and how you can perform well. Your confidence will begin to soar and you have already grown as a person.

Now is the time to build on your success by thinking bigger. Start exploring future leadership opportunities. You have what it takes because you are able to see your growth over the last few months, and you know where you are headed. Your boss has a good idea of what kind of person you are because you’ve had time to demonstrate this. You are taking on new things and accomplishing your goals. Continue to learn as much as you can about your company and the industry, Take on new learning opportunities by joining industry groups and networking more.

Remember, the sky is the limit where it comes to your career. Be sure to start out strong with the 30-60-90 career plan.

How to Brand Yourself as a Thought-Leader in a Career

HMG Success on October 7, 2026

Being able to stand out from other candidates is a big part of the process of getting a new job nowadays. Being considered a thought-leader in your industry helps a lot. But, what’s the best way to accomplish this? Here, we will talk about ways to boost your presence and your value in your industry by becoming a well-respected thought-leader.

Develop a brand for yourself online

Make a list of your strengths and use them to develop a brand for yourself, using the Internet as your platform. Start with the industry you are most strong in, based on your career history and interests. Register your name as a domain and create a blog or website under this. Share your expertise.

Create a logo

We live in a visual world today. Use your brand to develop a logo that represents what you stand for, your area of expertise, and your ideas. You can get one for very cheap using Fiverr or other online creative services. Put this logo on your website, your blog, your resume, and your calling cards.

Create your own hype

First off, you will need to imagine yourself as being your own publicist now. Everything you accomplish, create, and launch you need to get the word out there. Use press releases, blog posts, and word-of-mouth from your contacts to do this.

Expand your brand with social media

Use the power of social networking to get your brand out there to all of your connections, and more. Participate in industry groups on social networks. Use your branded logo and website to further the cause. Present this brand as yourself and make sure to share expert content and comments with others.

Get others to support your brand

Using your new brand, establish partnerships and relationships with affiliates who can spread the word about you. If you are seeking a new job, use this to your advantage by asking for referrals from current employees at the companies you are targeting.

Develop your brand in your career

Throughout your career, you can continue to build your brand in the way you conduct yourself on the job, how you manage projects, and how you interact with people. Your brand goes before you and it’s your reputation that counts the most. Use your brand to focus on the forward movement of your career path and as a true thought leader.

When is the Right Time to Start Planning Your Hiring?

HMG Success on October 7, 2026

Running a company is incredibly difficult, and one of the most important parts of it is hiring new employees. Many companies tend to wonder when the right time is for planning the next round of hiring. The simple answer is … now! Companies need to put together their hiring plans as soon as possible in order to prepare for unexpected staffing needs. The sooner you have the plan created, the easier it will be to implement the plan when the times comes. Below, we will discuss when the right time is and how to create that plan.

Look at the Present Workforce

When you begin to put together a hiring plan, take a long look at your present workforce. There is nothing written in stone that you need to find a new employee from outside the organization. In fact, there might be some diamonds in the rough within your current workforce. Give a current employee a chance to improve their skills by promoting them to an open position that you might otherwise fill from outside the company. Invest in the job satisfaction of your current employees in order to put together a plan that helps you find future employees based on collaboration.

Develop a Plan That Meets Two Needs

Your hiring plan must meet two different needs for your company. Those two needs are staffing for the present and staffing for how you see your company growing in the future. When you have a hiring plan in place, you make it easier to deal with the risks and costs of hiring part-time, full-time, permanent, temporary or temp-to-hire employees. Your hiring plan will be able to ensure that hiring is consistent across all of the departments within the company. The plan needs to have a process for hiring in the present and in the future when you need to expand.

Perform an Analysis of Jobs at Your Company

An important part of putting together a hiring plan is to perform an analysis of the jobs at your company right now. Even though a job might open up, does it need to be filled immediately? Take a look at how it might fit into your company’s plans in the near future. How did the job fit into the company’s plans in the past? Was the job more effective in the past? Will it be more effective if it is altered in the future? Take a long, hard look at all of the jobs at your company and analyze them when putting together a hiring plan.

The definitive answer to the question posed in the title of this article is that now is the right time to start planning your hiring. The longer you wait, the more difficult it will be to find new talent.

Don’t Assume You Got the Job!

HMG Success on October 7, 2026

It’s one thing to look forward to hearing back from an employer following an interview; it’s another to expect a job offer right away. These things take time. Therefore, it’s important not to get too wrapped up in a particular company until you have an offer of employment solidified. This is known as having a “job crush” and it can be detrimental to your career. Even if you had a fantastic interview where everything went perfect, you don’t want to sit back and do nothing.

The hard-fast rule in any job search is to never assume you got the job. Instead, here are some ways to make your job search count, and to check on the status of things after an interview.

Keep applying for jobs you are qualified for

Just because you just experienced an outstanding job interview or applied for a job that you are perfect for means you got the job yet. Keep up the effort of applying for new jobs and companies that you are qualified for and interested in. Remember that every job gets hundreds of applicants so you must do your best to stand out with a great cover letter, resume, and work history that highlights achievements.

Keep learning while you are looking

It’s always a good idea to continue to enhance your marketable skills while you are waiting for a job offer. You can do this a variety of ways, from taking community education courses and night classes at local colleges to free and low cost online classes. Focus on courses that add to your current skills or cater to the software and processes that you are finding employers are looking for.

Keep networking in your career search

Just because you think you may have a job offer soon doesn’t mean you should stop networking activities. In fact, now is the time to step things up in this effort. Keep connecting with people at your target companies, recruitment firms, and industry leaders. Use social networking, business events, and industry associations to seek other like-minded professionals.

Keep following up on all job applications

It’s a good idea to check back in with the recruiters and hiring companies you have contacted recently. Once you have applied for a job its ok to send an email or drop a note in the mail once. If you have interviewed for the job, check back in by phone and drop a note in the mail once per week until you know the outcome.

Keep active in your career

You don’t have to sit around waiting for the phone to ring. Instead, keep working and earning by taking temporary assignments in the meantime. There are multiple part time, full time, and contract jobs out there that have good hourly wages and help get your foot in the door with great companies. At the very least, you will look good to recruiters as you stay employed and active in your career. You may even land a great job with your dream company this way.

Open House – NEW jobs in Monroe County!

Your Perfect Hire is a Special Bond – How to Nurture It

5 Sure-Fire Ways to Boost Workplace Morale

Job Fair/Open House – jobs in Monroe, Dundee, Milan & Carleton!

You’re Losing Top Talent Because…

1st Annual Advance Family Summer Fun Day

Is Your New Hire Your Next Superstar?

Using the 30-60-90 Plan at a New Job

How to Brand Yourself as a Thought-Leader in a Career

When is the Right Time to Start Planning Your Hiring?

Look at the Present Workforce

Develop a Plan That Meets Two Needs

Perform an Analysis of Jobs at Your Company

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