HMG Success - The Advance Group

10 Things to Never Say to Your Boss

HMG Success on July 21, 2015

Having a job today in today’s market is a big deal. You will want to do everything possible, that is legal and ethical, to keep that job for as long as possible. This means that you will not want to do anything that would upset your boss or give your employer a reason to fire you or let you go. Since most employees talk to their bosses on a regular basis, we will focus this post on the 10 things you should never say to your boss, ever!

“You Never Told Me to Do It.”
This could be one of the worst thing you could say to your boss, no matter the job you work. When something important needs to be accomplished, take the initiative and get it done. It will help you earn a raise or even a promotion down the road.
“That Takes Too Much Time.”
Companies change operations every so often, and it might require updating data and other items. Complaining that updating the data so the company can move forward will only make you look bad at your boss and upper-level management.
“I am Only Here For the Money.”
Dropping this line on your boss is almost as bad as coming right out and saying that you desire to be fired. When you tell your boss you are only here for the money, they will begin to look at you differently and you might even be relieved of your duties knowing you are not motivated enough to complete your job duties.
“I Promise I Will Do That.”
Never promise your boss you will do something if you honestly know that you do not have the time to get the task done.
“I Don’t Have an Opinion.”
One of the worst things you can say to your boss is that you do not have an opinion when asked about a project or a situation.
“I’m Not Too Optimistic.”
Telling your boss that you are not an optimistic person will put you in a negative place in the office. Management will know that you are a pessimistic person and will look to replace you sooner, rather than later.
“That’s Not My Responsibility.”
Saying that something is not your responsibility instead of taking initiative or ownership of something will surely upset your boss and change their outlook on you.
“I’m Not Working Hard.”
Refrain from telling your boss that you are not working hard. They will question your commitment to the company and even review your previous projects again to look for mistakes.
“That’s Not My Job.”
A person’s job is not limited to what has been written in their job description. When you say this to your boss, you tell them that you will only perform the tasks outlined in the description and nothing more.
“I Could Be Doing Other Things.”
This is a major no-no. Do not make it known to your boss that you would rather be reading, sitting on the beach, or going to a ballgame, even if you are kidding. This will only affect your standing within the company.

If you refrain from saying these 10 things to your boss, you should have no trouble at work!

Do You Know Your REAL Hiring Needs?

HMG Success on July 17, 2015

As a hiring manager, you may always be on the lookout for quality employees to add to your organization. This is especially true if you are in an industry with typically high turnover rates or difficult to fill positions. However, over-hiring can pose problems for the organization too – leading to lack of work for all employees, low productivity, and eventual layoffs due to budget problems. This is why it’s important to take the time to analyze your real hiring needs every so often.

Before you hang the “Help Wanted” sign, take the time to know your real hiring needs, with this quick checklist.

Step 1 – Develop accurate job descriptions, salaries and requirements.

Every job changes over time, which is why you need to keep up with each job’s description of responsibilities, requirements, and salary needs. Keep your job descriptions up to date by working with front line managers and observing employees on the job periodically. This will help you maintain a focus on real needs in the organization.

Step 2 – Evaluate current workforce skills and gaps.

You are hiring for skills and knowledge, not just to add more warm bodies. Identify the key skills and keep them on board, hiring replacements only if someone leaves who has these skills. As new projects arrive that demand more skills, hire for them.

Step 3 – Identify and move the most productive employees upward.

Chances are, you already have some high performing employees on your team who are ripe for some succession planning. Give them a promotion and move them into next-level positons, then focus your new hiring on replacing skills at the entry level.

Step 4 – Determine short-term and long-term hiring needs.

Taking a look at current client projects and incoming projects, it’s time to break up your hiring needs into two categories. These are staffing for short term and for long term goals. Bring in temporary contractors for short-term programs, and temp to perm employees for more long term projects.

Step 5 – Create training programs to develop team skillsets.

Determining your real hiring needs most often comes down to updates in the industry that demand top skills and knowledge of new technology. This is where training comes into place. Training can be focused on immediate project needs or on long-term goals for cross training the entire organization. Hire knowledge experts to transfer their information to your current employees whenever possible.

Step 6 – Partner with a staffing agency to maintain the candidate pipeline.

Your staffing agency can be a great source of support when it comes to hiring only for real needs. It is a more flexible option, with part time and full time employment options, short and long-term contracts, and many of the hiring costs are handled upfront by the agency. This maintains the right skills for your organization with a never-ending supply of pre-screened candidates.

If you follow the above tips, you can ensure that your company will be in better tune with actual hiring needs.

How to Be Anything But Average in Your Career

HMG Success on July 15, 2015

Let’s face it – nobody really wants to be “average” at anything, much less a career. This is the place where one doesn’t get noticed, doesn’t get promoted, and certainly doesn’t earn the kind of money that’s desired. Why be average when you can be spectacular? Read on for some tips on how to be anything but ho-hum in your career.

Build a strong career brand

Every individual has something special that can help them to stand out from others in a career. Take the time to evaluate your unique background, knowledge, and interests. Then leverage these factors to create a new career brand. You can develop this brand by establishing a personal blog and social networks to share your expertise. In everything that you do at work and in your career, be mindful of the personal and professional brand you are developing.

Get some extra training

Elevate your present skills by tapping into free and low cost learning opportunities that are out there. And there are many. From Udemy classes to community education sessions held at local colleges, there are many ways to learn new skills that can take your career from boring to brilliant. Make sure to let your boss know you are interested in learning more in case the company also has some employee training opportunities available.

Be known as the go-to expert

To stand out as a professional in any industry, work hard to be known as an expert in some area that’s valued by your employer. Learning new things has a lot to do with this, but also a commitment to excellence in your work. For example, you could be known for being a stickler for details and everyone will come to you to review their documents before they are published. Try learning some new tricks to make your work better or more efficient. Share new ideas and ask for time to prove they are better for the company.

Take on something new

You don’t have to stay in an average career for long, if you do at least one thing right – ask for something new in your job. That’s right. Stop waiting around for a promotion and go after it by taking on new responsibilities and trying new projects. Your boss will be impressed by your willingness to advance in your career, you will be seen as a leader by your peers, and your skills will continue to grow. You can leverage this to take on a better job in the future.

Your career is only going to be as thrilling as you choose it to be. Step outside of mediocrity and into a career that offers personal and professional reward.

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

HMG Success on July 9, 2015

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.

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

HMG Success on July 7, 2015

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.

Is Your New Hire Your Next Superstar?

HMG Success on June 26, 2015

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.

3 Signs You’ve Got the Wrong Career

HMG Success on June 24, 2015

Do you often dread going into work on Monday mornings? Do you find yourself looking at the clock waiting to go home? Does the very thought of completing the same dull tasks or dealing with the same people bore you? These are some of the many signs that you could be in the wrong career. When you are not working to your full capacity in a job that you love, or one where you can use all your talents, it’s very draining. It could be time for you to move on and find a career that will inspire you again.

Here are the top 3 big signs that you’ve got the wrong career

Learn what the signs are that you need a new job, and fast! Here they are:

1. Your workload is out of control

When a job no longer appeals to a person, they tend to procrastinate a lot about job duties. Time management becomes a thing of the past. Project deadlines go by without as so much as a wink. The workload is so out of control that you no longer care if anything gets done. You are just going through the motions.

2. You are not part of the team anymore

When people are happy in their jobs, they are excited to be part of something bigger – like team collaboration. But, when someone is burnt out and tired of their career, they tend to withdraw from others. If you dint yourself in this situation, it’s time to evaluate if a career change is in your future soon.

3. You haven’t had a promotion or raise in a long time

Another reason you may be falling behind in your career and growing weary of it because you are not getting the raises or promotions you once did. This can either be a lack of performance on your behalf, or it could be that the company no longer values your skills so they don’t give you what you need. It’s time to move onto a job that will provide you with more upward mobility and respect.

If you find yourself in any of these circumstances, there are some things you can do now. First, take an inventory of your current work skills, your interests, and the achievements you have made. Then, take the time to take a career personality assessment to discover the types of careers you may be better suited for. Following, brush up your resume, focus on getting some training in your area of interest, and find a new job. A temporary job can provide a chance to see if you really need a career change because you can try before you buy.

Why You Should be Recruiting More Passive Candidates

HMG Success on June 19, 2015

In the recruitment market, there is always a push for hiring the highest quality of candidates, and placing them in the jobs that are the best match. But this often poses as a huge challenge, because these great candidates are hard to find in high-demand industries. This is when recruiters turn to passive candidate recruitment methods to seek out professionals who may not be currently looking for a job right now, but whom have the right qualities for placement in an upcoming job order. Here are several reasons you should be recruiting more passive candidates for your organization.

What is it about passive candidates that is so appealing to recruiters?

You may be asking yourself, “Why would I want to put any energy out trying to recruit passive candidates, if they are already employed by someone else?” This is a valid question, but it goes much deeper than this. Passive candidates often represent the cream-of-the-crop in terms of the types of candidates you want to build a relationship with. They have several key advantages over active candidates, including:

They’ve already earned the experience and accolades that are desired by top companies, so their value is greatly elevated.
They have excellent references and backgrounds that are desired by companies, so you can leverage this for negotiating higher placement fees.
They are well connected with other leading candidates, so once you have won a passive candidate over, their colleagues will follow – making your job as a recruiter easier.

These are just a few advantages you will find when working with passive candidates. How can you start attracting and building a nice pipeline of passive candidates? Read on for some tips on finding and recruiting passive candidates.

3 ways to find and recruit passive candidates

Use these tips for finding those top passive candidates and getting them on board.

1. Use a personalized recruitment approach

Instead of sending out canned email messages that sound “salesy,” why not take a more personalized approach to meeting passive candidates? Connect with them on social networks and at local business networking events. Introduce yourself, what you do, and how you can help them reach their career goals. Then follow up in a non-threatening way, maybe over a cup of coffee.

2. Find out what passive candidates want

As early as possible, get to know what each passive candidate is looking for in terms of the next level of their career growth. Maybe they are already at the top of their game and are looking for a change? Be open and just ask them outright what they may be looking for in the next three-to-five years.

3. Offer passive candidates what they want

Now that you have an idea of what a passive candidate wants, stay in touch and offer them opportunities to get to know some of your best clients. Work out a strategy to get them a position that meets their needs with one of your companies. Go one step beyond what other recruiters are offering with a sweet compensation and career growth package they cannot resist.

Be Careful What You Tweet! Job Seeker Tips to Avoid Social Sabotage

HMG Success on June 16, 2015

It’s been said many times over – be careful what you share on social media sites. Social networks forever archive the comments and posts of people who own these accounts. What may appear to be a harmless post can land anyone in legal hot water later on.

But, people still think that it’s ok to vent on social networks about their bosses, their co-workers, and more. Before you open up that Twitter app to share the latest complaint, stop and think about how this could cost you a job.

Consider your image on social networking sites

When is the last time you checked out your social media profiles from an objective stance? Consider that in a recent workforce survey, some 93 percent of all recruiters polled said they turn to social networking sites to learn more about candidates before hiring them. This means, a recruiter for your dream company is going to be poking around your Twitter feeds, your Facebook timeline, your LinkedIn profile, and more before asking you to come in for an interview.

Never talk about drugs on social networks

The number one no-no that recruiters say they don’t ever want to see on a social media profile is a reference to drugs of any kind. Even if you live in a state that allows the legal use of some drugs, leave this off your profiles. Drugs, drinking, partying, and other juvenile behavior is not something that recruiters care to see in potential hires.

Don’t re-tweet or share offensive content

Just because a friend posts something you think is funny or cool means it should be shared. Much of the social media content out there today borders on illegal and offensive, so just pass it by. Imagine if you re-tweeted a post and then a recruiter saw this on your profile? Not a good idea at all.

Stop talking badly about your company

Everyone has heard a story about someone who has talked negatively or abusively on a social network and ended up getting fired over this. It’s a very real thing that happens all the time. If you are upset about something that has happened at work, take the time to talk offline with someone you trust or your HR department – but leave it off the social networks.

Eliminate negative and offensive content

While you are avoiding the sharing of offensive and negative content, do a quick audit of your past tweets and delete those that could paint you in a wrong light. These can include offensive imagery, references to drugs and drinking, photos of partying with friends, and anything that includes violence, illegal activities, and discrimination towards other people.

Never make threats on social media

If you have had a bad experience with someone in your circle of friends or co-workers, whatever you do – never ever make threats on social networks. Not only can this come back to haunt you in a job search, but you could face criminal charges from the targeted person.

If you are employed, be discreet

Many people search for jobs while they are currently employed, about 60 percent of all adults do. But you want to use discretion while using social networks for this purpose. Don’t announce you are available for work when you are working for someone else. Don’t use the company computer to search for jobs online. These activities raise red flags and you could wind up getting fired from your current job.

5 Reasons Why Happy Employees are Better Employees

HMG Success on June 11, 2015

Is a happier workforce somehow better? Many workplace experts believe so. A recent PayScale report indicates that as many as 70 percent of American employees currently working are unhappy and unfulfilled at work. This leads to several problems, including high employee turnover rates and low productivity levels. This is costing businesses billions of dollars in lost revenues.

In this article, we will talk about the matter of employee happiness and give five reasons why a happy workforce adds up to better employees.

Reason 1. Employees produce 10 percent more work when they are happy

A University of Warwick (UK) study showed that when workers were happy and satisfied with their jobs, productivity increased by as much as 10 to 12 percent over previous levels of job performance. This means that if your workers are happy, they are more engaged and probably working harder to achieve their goals. The company ultimately benefits from this effort.

Reason 2. Happy employees tend to stick around longer than unhappy ones

As stated earlier, the PayScale report indicated that happy employees are getting to be harder to create. When employees are given the right compensation, rewarding tasks, and opportunities to shine, they are more apt to stay in there for the long haul. Loyal employees equate to greater employee retention rates and the chance to get some ROI from recruitment efforts.

Reason 3. Engaged employees create more sales revenues for the company

A Gallup poll published in a popular psychology journal indicated that employees who are happy and engaged in their jobs tend to generate more sales revenues over time for the companies they work for – as much as $300 billion in the year studied. The very perception of working for a great company creates more favorable attitudes towards promoting the company, and this includes backing up company offerings to get more sales.

Reason 4. Happy employees tend to infect the organization with more happy employees

When employees are happy and they show it at work, this tends to reflect on the corporate culture. Humans are more apt to follow their peers. A positive attitude and performance of even a single employee encourages others to feel the same way.

Reason 5. Happy employees help to bring in other happy employees through referrals

If employees are truly happy in their jobs, they are usually willing to refer their colleagues to the company. This means your company can gain access to some of the best passive candidates out there, without as much of the work that goes into sourcing them.

Take steps to find out what makes your employees happy, put effort into creating a better corporate culture, and your organization can benefit from the above perks.

Unemployed? Job Seeking? Here’s What You Need to Know

HMG Success on June 9, 2015

Finding a job when currently employed is one thing; finding a job when unemployed is an entirely different experience. Studies have shown that it can be harder to find a job when unemployed, because some hiring managers view this as a negative mark for a candidate. An employed candidate is somehow more favorable than someone between jobs? It doesn’t really make a whole lot of sense.

Fortunately, these attitudes are changing. Today, hiring managers understand that sometimes people face periods of unemployment through no fault of their own. If you are currently in this predicament, take heart – there are some ways to make the most of this time in your career.

1. Don’t sit around waiting for a job offer – get out there and grab one!

As an unemployed person, you are actually in a unique position to be the master of your job search. Instead of having to sneak around a job trying to look for work and go to interviews, you can dedicate all your time to finding a great new job. Get up early every day and treat it like a job, searching for work, going to job fairs, volunteering in the community, heading to your local temporary staffing agency, and connecting with recruiters on social media accounts.

2. Good news – you can start working immediately.

The positive side of being unemployed while looking for a new job is that you can start immediately if an employer calls you up. Make sure to emphasize this at all interviews and when talking with the recruiters at your temporary agency. Check in frequently, and be sure to accept part-time and even one-day assignments while you look for something better.

3. Take on a temporary assignment in the meantime to stay active.

The best thing you can do for your career and spirits is to stay active in your career by taking on temporary assignments. Be open to trying assignments that may be somewhat outside your normal types of work tasks. Stay in good terms with local companies by accepting assignments, being punctual and professional at all times.

4. Make sure to get the support and guidance for your career.

Being unemployed, even for short periods of time, can be hard on the psyche. This means you will want to stay connected to others by attending unemployment benefit meetings, support groups, and remaining a part of the world. If you have a circle of friends and family around you, rooting you on, you will be better able to face the daily aspects of finding a job with a good outlook.

5. Try learning some new marketable skills or head back to school.

The other advantage you have as an unemployed job seeker is that now have the time to learn new marketable skills or to finally head back to school to earn that degree you’ve always dreamed of. Take careful inventory of the skills you have now, what’s lacking, and if training can close the gap so you can become more valuable in the workforce. Many states have workforce development programs that can include financial support for earning a certificate or degree in a certain industry that’s in need of skilled labor.

Use the above steps to launch your new career in a positive way. Do not despair. A new job is just around the corner.

Why Use a Staffing Agency?

HMG Success on June 8, 2015

Has the question ever occurred to you, or have you asked it yourself — why should I use a staffing agency?

Watch the video below to hear two Advance Staffing employees discuss why you should use a staffing agency!

Click here if you’d like to discuss partnering with a staffing agency like Advance Staffing Solutions today!