Raza Rauf - The Advance Group

Reasons to Turn Down a Job Offer

Raza Rauf on May 14, 2012

Anyone competing for one of the limited jobs available today understands the dilemma that arises when a less than favorable job offer comes your way. But there are times when it definitely is in your best interest to turn down a job offer that makes you uneasy.

Here are a few times when it’s actually a good idea to pass on the job offer that has been presented.

1) An unfavorable commute. Commutes can be the bane or bonus of a job, depending on the circumstances. Some people enjoy long commutes. It’s their opportunity to listen to music or audio books, and mentally prepare for the day ahead. But other people view the commute as yet another hour on the clock. Make sure that your commute is not going to prove to be problematic for you and directly impact your overall job satisfaction before you take the job.

2) The company and/or the job offer itself seems to be disorganized. Unless you’re the type of person who thrives in a chaotic work environment, it’s unlikely that this is going to be a good situation for very long. More importantly, it’s a sign that there are problems within the organization that go much deeper than the hole you’re going in to fill.

3) The pay isn’t going to be adequate to meet your needs or worthy of the demands of the position. Sometimes companies want to see how little they can get away with offering, and are expecting the first offer to be turned down. However there are times when the company isn’t willing to raise the initial offer. It’s a risk, to some degree, to turn down a job because of an inadequate salary—especially in the current job market, but it can be an even greater risk to find yourself stuck in a job that doesn’t meet your basic financial needs.

4) The company tries to make changes just before you sign the offer or come on board. This is a huge red flag no matter how desperate your need for a job may feel. It’s important to know what’s going to be expected of you before you take the job. Otherwise you may find yourself unskilled in the job specifics or stuck in a job that’s hard to fill because it’s tedious or miserably boring.

5) When the job offer feels wrong for you. There are countless reasons a job offer may feel wrong to you. It’s time to learn to trust your “gut” on matters such as this. You can’t always put your finger on what is wrong, but if the job feels wrong at the interview stage, it’s unlikely that things will change for the better once you’re gainfully employed.

The fact that this is a highly competitive job market doesn’t mean you have to take the first offer that comes your way. As tough as it seems, there are times when it’s better to continue the job search than to take a job that’s going to cause more harm for your health and frame of mind than good. For support with finding a job offer that will lead to a great career, be sure to check out the latest contract jobs at Advance Staffing Solutions today!

e-learning: Future of Training Industrial Workers

Raza Rauf on May 7, 2012

For many industrial employees, having the most up to date skills and training is critical to doing a good job. The problem is that getting that education may mean taking time off to go back to school. This is not feasible for most people and when e-learning comes into play. E-learning provides a simple and effective way for individuals to get the information, education and skills needed to do their job without having to travel or invest in full time schooling. For employers and for employees, it makes sense in the industrial arena.

Key Benefits to e-Learning

When it comes to e-learning, there are benefits to the entire industrial workforce, including both the employees and managers. This method of learning, which is conducted online rather than in a traditional school setting, poses a few advantages to everyone involved, making it the go-to solution in nearly all situations.

It is a cost effective model. Overall, e-learning is more affordable than paying any company to come in to train staff or employees. It is also far more affordable than sending individuals to school or paying for schooling on your own through a college program.

It is far more convenient for everyone involved. In some industrial positions, the need for advanced training is great but having the employee out of work for several weeks or longer to learn the new skill set is just too difficult. With this model, the employee is able to work and dedicate a portion of his or her shift to the training with little to no interference in the work schedule.

New hires get hands on, specific training from an e-learning format rather than using a skilled worker to train the employee. This means that the highly trained professional already working and vitally important to the business can remain on the floor working rather than training someone new. This increases overall productivity.

The utilization of e-learning in this method can only gain these benefits if and when the process is completed properly. In order for that to occur, it is important to implement a customized program designed for the industry or the company specifically. Measurable objectives must be put into place and there should be an evaluation of the training programs to ensure they are highly effective and working properly. There is some trial and error present in the process but in the long-term, any business can benefit from the investment in e-learning.

What to Expect Going Forward

In the industrial workforce, e-learning will become the best solution for training employees, management and even owners on new applications and systems. It will also become the most important resources for the ever changing climate in today’s industrial sector. Educating older workers who have had full careers in the field using e-learning still makes more sense in terms of productivity and cost effectiveness.

Get the scoop on the latest in career technology and temporary staffing topics here at the Advance Temporary blog. Looking for skilled industrial employees? Advance Staffing Solutions has the resources your company needs to grow.

Manufacturing Skills Gap or Management Skills Gap?

Raza Rauf on April 26, 2012

All manufacturing companies experience a shortage of qualified workers from time to time, due to various challenges that can include poor staff management, lack of educational support, and high-demand for specialized skills. However, when this occurs, HR departments are put into overdrive, trying to compensate and oftentimes falling short of project needs. This is when they turn to management to come up with a solution to proactively address the staffing and development needs of the company – to prevent this kind of scenario.

At times, HR managers may be asking if the problem is due to manufacturing employee skills gaps or something within the management skills that are lacking? There are a few ways to determine this.

When There is a Skills Gap

One of the ways you can determine if the problem exists among your staff is to conduct a skills inventory to determine how well your job descriptions match up with the actual duties and skills of your employees. This will tell you if you are accurately hiring the kinds of people you need to be successful in their roles. If you see marked gaps in skill levels, it’s time to revamp your recruiting efforts.

Then you need to take the time to visit local educational centers to see if they are offering programs to prepare the coming generation of workers to meet the demands of your industry. New graduates can be a valuable source of new employees so it’s important that the schools you recruit from have the updated skill development programs you need from future candidates.

Your in-house staff have already proven to be valuable assets to your company, that is if you are taking the time to develop their skills to higher levels and promoting from within. Set up the time to find out where skills are lacking, and then either hire a trainer to come in to teach these skills, or provide employees with learning incentives to get this education on their own.

When Poor Management is to Blame

There is a common saying among HR people: “People don’t leave jobs, they leave managers”. This is certainly true in the manufacturing world, where there may be little time for managers to foster positive relationships with employees on the job. However, if there is a continual turn-over issue present in a specific department, it can mean it’s time to evaluate the people skills of that department manager.

One of the best investments any manufacturing company can make is in its management, at all levels. This means from your newest to your most seasoned managers, everyone should be continually getting trained and updated on industry topics. This includes training on tough personnel issues, like onboarding and employee development.

While a manufacturing skills gap can be caused by a little of both aspects, there are ways to manage staffing within manufacturing in a more positive way.

One is to bring on quality staff who have the right skills to do the job well. This can be accomplished by working directly with a manufacturing staffing agency, to provide pre-screened candidates suitable for all levels of manufacturing work.

The second is to give management the support needed to become better at their jobs, by offering management training and development initiatives. Back this up with incentives to cut down staff turnover and build more engaged teams.

6 Ways the Job Search has Changed

Raza Rauf on April 21, 2012

Job searches have come a long way in the past decade. The more prevalent mobile phones and devices are becoming in society, the more the job search is evolving. Of course there are quite a few different contributing factors to the ever-changing job search process.

Here are a few things to keep in mind so that you can take advantage of these changes.

1) Technology. This is perhaps the biggest change in the way job searches are performed. Technology has brought many powers to our fingertips through mobile devices and the power of the World Wide Web. Whether you’re using a laptop at home or your mobile phone (or tablet device) at the neighborhood coffee shop, the power of the web has made the job search a much more streamlined process than it was in the days of circling “help wanted” ads in the newspaper.

2) Scope. The other difference is that your job search is no longer limited to a certain zip code on the map due to the logistics of long distance interviews and assessments. This is once again thanks to the power of technology but the ability exists now to interview, at least initially, across long distances. This opens a whole new world of positions for job seekers and talent for business owners.

3) Competition. The “great recession” has had a massive impact on jobs and how the search goes. Today’s job search is much more aggressive than those in years past. Job seekers really have to get out there and market themselves in order to get the jobs they want. It’s a common expression that a job search is a full time job in and of itself. Today that is an undisputable fact.

4) Leverage. In order to get the “cream of the crop” jobs that everyone is in serious competition for, it’s necessary to leverage the power of the web along with social networking sites to really make your presence felt by a company. Social networking, personal branding, and even blogging – as long as it is professional blogging that shows off your talent and expertise – are all necessary components in the process of finding quality jobs in today’s competitive market. The more tools you leverage to assist you in the search, the better your odds of getting hired are.

5) Customization. Resumes were once a one-size-fits-all-jobs proposition. That isn’t the case today. You need to do your homework on the company and make sure that your resume is specifically tailored for the specific job that’s available with that company. Every company seems to have its own wish list of strengths and weaknesses from employees. Find out what they are and create a resume that highlights your strengths according to the company’s desire. It will make a huge difference in the hiring process and make you more likely to be called in for the all-important interview.

6) Interviews. In the past, interviews were typically yawner affairs. That’s not the case today. The interview today requires you to be at your best, alert and ready for anything that’s thrown your way. These aren’t the softball questions your grandfather answered. These are hard-hitting questions worthy of an experienced reporter looking for the barest hint of grit in the story.

The job search has changed in many ways. Many of them are definitely for the better. Keeping all of these aspects in mind will help you to be more competitive in this competitive market during your job search.

Pros and Cons of ERP

Raza Rauf on April 14, 2012

There are many advantages to using an Enterprise Resource Planning (ERP) model in several industries, including technology and manufacturing. Likewise, there can be some setbacks that can occur. There are two typical methods of supplying large numbers of skilled staff: one is by partnering with a specialty staffing agency, the other is by working with a systems integrator or consultancy firm.

When considering using an ERP system for bringing on quality staff, it’s natural to use the approach of trying to manage this on your own with your meager HR team. However, it becomes quickly apparent that your company needs the support of a technology or manufacturing staffing agency to bring on qualified candidates to fill key assignments.

In this article, we will review some of the pros and cons of the ERP model, so you can make the best decision for your company.

Pros of the ERP

An ERP system can give you fast access to a larger candidate pool of pre-screened talent who are ready to fill critical positions within your company. This can give you the ability to grow faster, and take on more rewarding projects.

ERPs are managed by a team of skilled technology and manufacturing recruiters who understand your industry’s unique needs. There’s no substitute for this experience when it comes to sourcing great candidates for assignments, because you need the best skillsets among your contract employees.

You can choose to bring on temporary staff to support large projects or short term growth initiatives. Most ERP’s provide this service in an affordable way, with no long term commitments. You can even have some contractors replaced if you are unsatisfied with their initial performance.

When working with a consultancy type ERP, you can be assured that the agent has the skills, experience, and credentials to do the job well. This is often backed by years of previous work and references from other similar companies.

Cons of the ERP

What some see as a potential negative in the ERP model is that you may not have the ability to meet with contingent staff who are assigned to work for your company in advance, due to time and project constraints.

With an ERP system used on a large scale, costs can also add up over time if not carefully managed. For example, bringing on 50 full time contractors from a staffing agency in one period can bring with it a significant contract rate. The good news, however, is that you can control costs by using pre-vetted candidates staged out over the life of the project, who do not burden your company with recruitment or screening costs – this is all handled by the staffing agency.

Another potential setback to using an ERP is when you are dealing with a private consultancy firm that comes with a hefty price tag. You can offset this by using a specialty staffing agency to send contract workers who have the same skills, but at a much more affordable rate that guarantees a profitable project.

When making the decision to use an ERP to staff your project needs, it makes best sense to use a contract workforce managed by an industry specific staffing company. Find out more about how ERPs work by contacting Advance Temporary Staffing today.

Robotics and Its Effect on Manufacturing

Raza Rauf on April 7, 2012

Who, or what, is working next to you? Sooner or later, it is likely to be a robot rather than a human. In the eyes of many, the use of robots is long overdue. In fact, even ten years ago, people in the industry were warning that people would soon be doing far less work and robots would be doing much more. Keeping that in mind, individuals may need to take into consideration how robotics will play a role in the manufacturing industry going forward.

Robotics Isn’t New

It is important to keep in mind that the use of robotics in the manufacturing industry is not something new. In fact, robots have been in the business since 1961. That’s when General Motors introduced Unimate into their production lineup. This 4,000-pound arm did a great deal of work that would have taken humans much longer to do. Dangerous and boring tasks are no problem for Unimate. These machines are not late for the job and they perform without needing to take breaks. That makes them better, you would think.

However, these systems are not always the best option. In fact, robotics is not always a good option in manufacturing. In any task requiring decision making, it takes a human brain to make it happen. This also includes tasks where creativity is important or where the need for adaptation is critical. In some situations, a simple task is just not what needs to be done. That’s where these robots become limited.

What Robotics Does Offer

Keeping in mind the limitations, there are still many situations in which robotics make sense in manufacturing.

Productivity is never higher than when a robot is doing the work. Program them, turn them on and let them go.
Quality improves as well, especially when precision in each piece needs to be spot on. There’s no mistakes made in this process.
For businesses that need to increase productivity and decrease costs, the hiring of these robots, instead of paying unskilled workers, makes sense. It makes these manufacturing businesses able to compete with the low cost of labor in countries like China.
New machines are able to learn and expand on their skills. Though they are unable to make decisions without some level of input, it is now possible to apply robotic technologies in more applications, even in more complex processes requiring decision making.

The effect of robotics on the manufacturing industry is nothing short of profound. With 60 percent or higher increase in productivity, there’s no doubt the use of robotics is here to stay. Yet, that does not mean the human’s job is on the line, at least not yet. For many businesses, there is still plenty of time to move beyond the limitations in the manufacturing process and to push forward with the aid of robots.

Team Building: Improve Your Company Culture

Raza Rauf on March 30, 2012

Today, many companies are getting back into the hiring game after a little bit of an absence. Some employers believe the search for the perfect candidate will be an easy task with so many people unemployed. However, the fact that so many companies are suddenly beginning to hire again means that there is greater competition for top tier employees. Employing the right recruitment strategies can help ensure that you’ll be able to pick and choose from the cream of the crop when it comes to job seekers.

Pre-screen Potential Candidates Well

There’s no reason to waste your time or the time of candidates who do not have the required skills to get the job done. Include a rigorous “skills” test as part of the application process. This will help you hire with confidence that the candidate can do the job you need them to do while avoiding those who interview well but really lack fundamental skills that are necessary to the job. More importantly, it will save valuable time interviewing and investing in getting to know a candidate better if that candidate isn’t going to be a good fit for the position in the end.

Do Not Wait Until You Need to Hire to Start the Process

Begin the hiring process now. This will allow you plenty of time to vet potential candidates before you’re ready to commit to the actual hiring of a new employee. Many companies are waiting until the need is critical and then they are rushed and make hiring decisions they would not have made in other circumstances. It’s better to have the process in place and a few talented candidates in mind before a definite need arises in order to avoid mistakes that could be prove costly in time, training, and lost productivity.

Hire Experienced Operators

The job market is filled with people who have experience in all sorts of fields. The odds are good that there are plenty of qualified candidates for any positions you have available. The problem with hiring inexperienced candidates, while they may work for less, is that they also bring along bigger expenses and a much greater “learning curve” for the particulars of a job. If you’re hiring someone with industry experience and knowledge, there will still be a slight learning curve as they get to know your method of operation. However, it will be far less than the interruption of someone who will need complete and total on-the-job training in your industry. Most companies don’t have that kind of time on their hands to invest once they’ve reached the point of hiring someone new in today’s economy. Do you?

There are many things you can do that will improve your odds of finding the perfect fit for your company culture with the right experience to get the job done. These are just a few things you can incorporate into your hiring mindset to improve the odds that you’ll get the right person from the start.

Interview the Company! The Most Important Questions to Ask Your Interviewer to Convey Your Interest

Raza Rauf on March 21, 2012

As you work through the interview process, chances are good you will be answering many questions from the potential employer. You should be asking questions, too. By doing so, you will not only get your career needs met, but you will also show the potential employer your true interest in the position. Those candidates that come in and do not say or interact in any way beyond just answer questions often appear to be uninterested. On the other hand, you do not want to come off as if you are only interested in money. The question is, then, what questions should you ask?

Top Questions You Should Ask of the Company

Look at the following questions. Employers and HR managers almost expect candidates to ask questions like these, as it is a key way of gauging their interest in the position. When it comes time to go on that final interview, ensure you are asking the right questions to land the position.

Why is the position vacant? It can help you to know what is going on with the company (is it growing or having staffing retention problems) and it can help the company to know you are interested in it.
Find out what those that came before you in this position did and what the past expectations were. In short, you will want to know what the company is looking for in a new candidate. This tells you the expectations of the position as well as any challenges you may encounter.
Be open and ask if you have the qualifications the company is looking for to fill this position. You want to know if they have any objections to hiring you (so you can counter those concerns) as well, as if the company is considering you.
Ask which contracts you may be responsible for being a part of if you are hired. This will give you an idea of the importance of your position and it shows the company you are knowledgeable about the company’s workings.
Determine the hierarchy within the company. Will you lead others and if so, who? Who will you report to? This tells you the structure of the organization as well as potentially what type of personality you could end up working with when on the job.

The interview process is typically one in which you expect to be asked questions so the company can determine if you are right for their company. However, you need to ask the same types of questions to ensure the company is right for you. It may not always be these questions that you need to ask, but do participate. Ask questions that help you to get better insight into the company and the position you plan to hold. By doing so, you will open the door for additional opportunities for the company to interact with you, too.

Modern Day Compensation: What Do Employees Value These Days?

Raza Rauf on March 14, 2012

Modern day compensation is not all about the money. While many companies are focusing on driving key professionals into their organizations, if they only focus on providing a paycheck, they could miss the best professionals in the market. While a salary needs to remain competitive, it is far from the only thing that today’s professional wants to switch jobs or to accept one offer over the other. For any employer or HR recruiter looking for a top-notch candidate, there is more to dangle as a carrot than just a high paycheck.

What Else Candidates Want

Employees value a great number of things. Just a few years ago, employer loyalty was enough. Those who had a job were not tempted to leave for another offer because they were happy with what they were doing. Now, it is easy for employees to go from one company to the next especially when the incentives to do so are better than where they are right now. How can your business be the greener grass for those employees you are after?

Take a look at some of the other values employees have a desire for in today’s workforce. If your company cannot or does not offer these, it could be missing out.

Employees want to have the ability to make decisions. From simple ones to more complex project management decisions, employees want to be trusted enough to do their job. By empowering employees, they perform better, too.

Employees want job security. In a company that is struggling, it will be hard to entice a key player into the ranks. Job security often translates into a company they will want to work with for a long period, too.

All employees want respect. They want to know that you value their opinion and that their abilities matter to the company. Actions and words make a big difference in whether a company is worth working with for the long term.

They want a challenge. Sometimes, the company that can offer the experienced executive the biggest challenge with the best reward can also be a better option than the easy job. If an employee does not feel they are using their skills in their current position, they may be willing to talk to another company who can challenge them.

They want perks and incentives, but they want to do their job their way. Having access to MP3 players on the job or being able to incorporate a more laid-back attitude is important especially to the younger generation. A business that wants to find great employees needs to communicate with those employees about their desires.

For those businesses and HR managers looking for the best of the best in talent, remember it is more than just money that candidates want. Have confidence in the employee. Give them the freedom necessary to do their job their way. In the end, the company ends up benefiting by attracting better employees who are happy to stick around.

Job Search Advice WORTH Ignoring!

Raza Rauf on March 7, 2012

Looking for a job can be a lot like playing golf. You’re going to get a lot of unsolicited advice. Some of it is sound advice. But, not all of these advice you’ll receive should be followed. Your friends and family, like the old-timers on the golf course, mean well but the advice they give isn’t always wise to follow. In fact, some of it could do your job search efforts a little more harm than good. While we can’t cover all the bad advice you might get along the way, here are a few bad pieces of job search advice you might not want to follow.

Bad Advice: Cover Letters are a Waste!

While there are a lot of people who feel that cover letters will do little to assist you in your job search, the truth is that skipping them could be costly. According to a survey conducted by Robert Half, 86 percent of executives who were questioned found cover letters were invaluable for the evaluation process of prospective employees.

The cover letter is your chance to really make a great first impression. Resumes are all about the facts. Picture Detective Friday saying, “Just the facts, ma’am.” The cover letter is your chance to stand out as a flesh and blood person to the hiring manager who initially sees your resume. In other words, it’s your opportunity to shine beyond the initial facts. You can also use the cover letter to explain possible gaps in your resume.

Bad Advice: You Need to do it all Online

The Internet is an impressive tool to assist in the job search process. There isn’t much you can’t do online these days to help you apply for jobs and learn about job opportunities. However, using the Internet exclusively for your job search can cause you to miss out on plenty of potential positions.

The truth of the matter is that face-to-face contact is the best way, by far, to be land a position. This is why it’s so important to add trade shows, job fairs, and career conferences to your list of rounds to make as you search for a job. Don’t forget to check out publications and magazines that deal specifically with your industry too. They can be invaluable resources and not all of the job openings listed in the magazines can be found online.

Bad Advice: You Should Flood the Internet with Resumes

This is one bit of advice that’s probably tempting to follow in the current job market. It’s hard to feel as though you don’t need to spread your resume far and wide in order to get any results at all.

The problem with that line of thinking is that it’s not focused enough and could end up wasting not only your time but also the time of the interviewers as well. If you take your time and only apply for the positions you’re qualified to hold then you’re doing yourself and the hiring companies a favor as well.

It’s also a morale issue to consider too. If you send countless resumes out for jobs you’re really not qualified to do; it can feel discouraging when you don’t get the results you’re hoping to receive. However, if you only send them out for positions that you’re specifically qualified to do then the nibbles and much more likely.

These tips might not guarantee that you get the job you want but they will certainly help you avoid a few costly mistakes in your search. Get the expert advice and help you need from Advance Temporary and launch a new career now!

Salary Negotiating Tips for Employers

Raza Rauf on February 29, 2012

Salary negotiations are always tricky when hiring new staff members. As a hiring manager you do want to be fair to new employees coming in; but, you have a responsibility to the company as a whole. There is a delicate balance between what is desirable, what is acceptable, and what is fair – for all parties. Keep these things in mind as you negotiate salaries with new hires or hopefuls and see if you can enjoy a favorable experience for everyone involved.

Attempt to Find a Salary Where Everyone Wins

The bottom line is that if you bring in new staff members with a salary that’s moon and stars higher than other people with similar responsibilities in the company it will breed resentment and make for an uncomfortable work situation (not to mention quite a few other unhappy staff members). If you make an offer that’s too low you miss out on the benefit of the candidate’s potential contribution to your organization (after possibly months of careful selection).

Be Prepared for a Counter Offer

You know, better than anyone else how much you can afford to pay and how much you feel the position merits. In other words, you also know how much you’re willing to pay. Usually there is a salary range that would be acceptable. Make your offer near the lower end or middle of that range and be prepared (you should even expect) a counter offer. This gives you a little negotiating room of your own when the time comes.

Keep Your Offers Appropriate for the Location

You’re not going to bring in new talent to high-salary, high-tech areas if you’re offering low-ball salary options. It’s just not going to happen. They won’t be able to afford the parking much less rent or a house note. If you want to attract top talent then you’re going to have to come up with a salary offer that is appropriate to salary situation in the local landscape.

Present the Salary Offer as Part of a Package

Don’t give a verbal salary offer. Present the salary offer as if it is part of something bigger – a “golden” benefits package. Some benefits matter more to employees than other benefits. Benefits you may offer include: generous vacation or PTO (paid time off) packages, profit sharing, stock options, tuition reimbursement, relocation expenses, matching funds for charitable donation, health benefits, retirement benefits, on-site recreational benefits, extended holidays, etc. It could be that you have a benefit package that is attractive enough to your candidate to make him or her overlook a lower salary.

Negotiating salaries with new hires may seem like a complex situation but if you display a fair-minded and balanced approach throughout the process it will work in your favor more often than not.

Predictions and Solutions for the Industrial Sector

Raza Rauf on February 21, 2012

The American Staffing Association reached out to representatives in each industry sector to ask: What do you think will be the sector trend to watch this year and how do you predict your sector could change in 2012?

Our president, Stacey Bigelow, was chosen by ASA to speak for the industrial sector and made the following predictions:

More businesses will experience additional production needs.
Some of the clerical/administrative positions that were lost during the economic downturn will be restored.
However, companies will continue to be cautious about committing to permanent hires.
The biggest hurdle in this sector will be the shortage of skilled labor.

What else will affect the industrial sector?

Ms. Bigelow pointed out that in an election year, the business world tends to experience a feeling of being unsettled, as companies wait to see whether there will be changes in the country’s administration and therefore changes in how things are done. The financial troubles in Europe are also on many business owners’ minds.

What does this mean for you?

Between the uptick in work, the employee shortage and the global implications of the election and the European economy, more companies are utilizing the flexibility of staffing services. Why?

Simple. They help you work around those issues mentioned above.

Need additional employees?
Having trouble finding people with the skills you need?
Not ready to add to your permanent payroll?

Your staffing firm can provide you with skilled, prescreened employees, whether temporarily or permanently. You don’t have to take the time to find them. You won’t have to pay overtime. You’ll have the people you need to get your work done, without worrying about layoffs or unemployment claims.

Economists predict that we’ll continue to see a slow but positive trend in employment throughout 2012, but it won’t be until 2013 until the economy really begins to pick up steam. Stay tuned to the Advance blog to stay up to date on industry trends and career advice—or call us anytime you’re looking for more.