Raza Rauf - The Advance Group

Stop Hiring Quitters: How to Avoid Employees Who Won’t Commit

Raza Rauf on September 7, 2011

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As if dealing with the normal employee turnover and corporate layoff’s isn’t stressful enough for HR departments, here comes candidates who are just looking for the next stepping stone. We’ve all seen them – candidates who seem to be perfect for the job, act enthusiastic about the assignment and seem to be genuinely interested in working for your company. And then, just weeks or months later, they bail without warning. This is enough to make any HR professional want to scream.

So, how do you avoid “job hoppers” or “fly by night” candidates from ruining your numbers and chances of having a productive work environment? Read on to learn some tricks of the trade to avoid the pitfalls of hiring quitters.

Review Career History

The key to finding the best candidates for long-term assignments is to screen candidates carefully from the onset. This means reviewing the resume with the eye of an expert recruiter. A typical job hopper will most likely have several glaring issues, which may indicate a problem with keeping jobs. Look for short-lived assignments previous to 2006, when the economy ok a turn for the worse, because you don’t want to weed out people who have been unemployed through no fault of their own. Also, watch out for dates that overlap, or do not seem consistent with the flow of the candidate’s work progression.

Check References Thoroughly

Another way to avoid hiring a job hopper is to actually take the time to request valid job references and letters of reference. Oftentimes, candidates who don’t plan to stick around for long choose to use a “friend” as a fake reference, which misleads recruiters. Instead of taking a chance, request at least 3 employment reference letters from former employers typed on corporate letterhead, complete with phone numbers so you can call to speak with them personally – before hiring a dud.

Interview Focus on Longevity

When inviting the candidate for an interview, emphasize that the assignment is a long-term one and that the person chosen must mesh with the current team. That will set an expectation that you are not looking for someone who is planning on skipping out in a few months, but rather an integral part of the company. Ask the candidate where he or she sees themselves in five to ten years. Get an idea where the person is going career-wise, then ask how this job fits into the equation. It’s not confrontational at all to get this insight before investing time and money into a new hire.

Background and Credit Checks

There has been some controversy surrounding the use of background and credit checks, but in times like these, it’s a good way to eliminate candidates who are not sincere about staying on for the long haul. When a candidate is stable, he or she will most likely have fewer than two residences in a five-year time span, and most debts will be paid on time. While there are some exceptions to this rule, it’s very good to know whether the candidate is under financial strife and is looking for a paycheck vs. a real career. Be sure to follow Fair Credit Reporting Act guidelines when gathering personal background and credit information and by all means get written permission before proceeding.

Hire Through Staffing Agencies

One of the best ways to avoid hiring quitters is to choose to use the services of an expert staffing agency, such as Advance Temporary Services. A quality staffing company will screen all candidates and have some experience with those who are seeking long-term assignments. Staffing agencies can be excellent sources of stable employees who are looking for a great opportunity to grow a career, and they will be accountable to both you and the staffing agency for the first few months on assignment. If they flake out and quit, you’ll have access to a replacement with no time investment on your behalf.

Choose Advance Temporary Staffing for all your long-term recruitment needs.

Turn Temporary Assignments into Permanent Positions

Raza Rauf on August 31, 2011

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Looking for a permanent position with a great company? Try temporary staffing assignments! There are many reasons why you will want to consider accepting temporary work while you search for a more stable career option. In an effort to cut costs, many more companies are turning to temporary workers to maintain productivity, without the long-term commitment until the economy picks up. At this point, temps will be in the prime spot to be offered perm positions. A recent article in USA Today indicated that as many as 5% of new positions with big firms will be temporary assignments while the economy recovers.

Staffing agencies abound with many part time and full time temporary assignments that can help you stay abreast of career openings, give you plenty of real work experience and provide a nice income while you search for the perfect career. Here are some ways to turn temporary jobs into permanent roles.

Communicate your desire for permanent placement. One of the best ways to position yourself for a permanent opportunity is to speak up and let your staffing representative know. Since there are many candidates who are happy to work for a temporary time frame, recruiters do not automatically know that you are looking for more permanent placement. Never assume that your temp job will become a perm one. Communicate and often that you want a long-term job and most likely you will be thought of when the contract is up.

Become part of the corporate culture fast. A great way to land yourself a full time permanent assignment from a temporary work arrangement is to blend into the company culture that you are working in. Get to know as many people at the company as you can, offer to take on more responsibilities, and learn what makes the company tick. Take the mission statement on as your personal motto and become the go-to person in your area of expertise. Then when your contract comes up for renewal, you will already be a valuable part of the team the company will want to keep on board.

Respect your temporary assignment. From your very first day onward, be sure to follow the rules at your temporary assignment for the best chances of getting hired on. This means, showing up for work on time every shift, dressing for success, and following all instructions as given. Don’t try to test the waters early on, rather get to know the people you will be working with by observing and asking plenty of relevant questions. Show interest and pride in your work daily. Treat all others with respect, especially customers. You want to be remembered for your positive qualities if you want to get hired permanently.

Keep learning new skills. Being a temporary worker means being in the best possible position to learn all you can about new things. Take this time to learn as much as you can about your role, the industry you are working in, and the people you work for. Take classes in any area you may feel weak in as many staffing companies offer additional training opportunities both online and in the office. Seek out mentors and earn insight from more experienced employees. The more you know, the more valuable you will be when it comes time to hire people.

Need more career tips and access to great temporary assignments to launch your career? Please feel free to explore our Job Seeker’s portal at Advance Staffing Solutions today.

3 Reasons Why You Should be Sending Rejection Letters to Applicants

Raza Rauf on August 20, 2011

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For the busy human resources professional, taking the time to write rejection letters is probably the last thing on your to-do list. However, sending rejection letters can actually be a helpful way to improve your hiring practices and give your company a great impression at the same time. Here are three reasons why you should be sending rejection letters to applicants.

Reason #1 – It’s Professional

The hallmark of a truly great company is that is has a procedure for every aspect of how it does business, including candidate selection. As an HR professional, you know that you represent your company to the rest of the world. So, when it comes to eliminating candidates for whatever reason, it’s always a fair to keep candidates in the loop by sending a well-written rejection letter. The letter does not have to be elaborate or go into detail about why the candidate was not chosen. Keep it simple and respect the person who will be reading it on the other end. You never know, but the candidate you are rejecting now may become the perfect person for another opening later on, so it’s best to keep the door open a crack.

Reason #2 – Protects Company

Another good reason to send out rejection letters is to protect your company from unwittingly giving the impression of discriminating against certain protected classes of candidates. Every once in a while, a candidate who has not been chosen for a job can get upset and try to find a loophole in EEOC laws. The best way to reduce the chances of this happening is to send a neutral rejection letter to all candidates that goes something like this: “Thank you for your interest in our company. We appreciate your time and believe you have many excellent qualities; however, we have chosen to move forward with other candidates. We invite you to re-apply for openings at our company in the future.” That way if there is ever a question in the future, you can prove that you treat all candidates the same.

Reason #3 – Provides Feedback

Candidates who are actively seeking work are not only frustrated, they can be completely oblivious to how they are presenting themselves. That’s why it can be a nice touch to provide a little bit of feedback to rejected candidates when you send your rejection letter. Include a copy of their resume with the letter and make a couple of brief notes or highlight misspelled words so they can make improvements. Let them know you appreciated their interview skills. Include links to some helpful job search resources on the bottom of the letter. Little touches like this will give a great impression with candidates and they will remember the positive experience they’ve had with you.

Need more pointers for making your hiring processes better? Please visit Advance Staffing Solutions today!

How a Staffing Company Can Help You Stand Out to Employers Who Overlook Unemployed Candidates

Raza Rauf on August 13, 2011

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Unfortunately, it’s a phenomenon that some recruiters rule out potential employees that are currently without a job. While it may not seem fair, it’s a common school of thought in the world of human resources. There are several reasons for this practice, that may include the misguided ideas that unemployed people may not seem as “reliable”. There can also be an assumption that candidates are unemployed for good reason.

These attitudes make landing a job difficult for anyone who has been unemployed for any length of time. However, there are ways around this issue. With the help of the right staffing company, you can find potential employers that will look past your unemployment all together. They will work with you to find a job that is a perfect fit. With the economy the way it is it can be difficult to stand out to employers, especially if you are currently without a job.

Here are ways a staffing company can help you find a job, even if you have been unemployed for a while.

Free Training

Several staffing companies will pay for training. This will definitely help potential employees look past you being unemployed. Many jobs will require a certain amount of training or knowledge before they will even consider a candidate. If you held a similar job with a staffing agency you already have the training and some experience under your belt. This automatically puts you ahead of those without the skills. If a permanent positions open at a company that you are currently doing temp work for you will be considered over applicants with no experience, so this works to your advantage as well.

Use as Reference

If needed, you can use your staffing company as a reference. Instead of leaving a time period open on your resume you have the staffing agency information. Even if you worked several temporary jobs, if they were all with the same staffing company you have a single entry for that time period. If you performed multiple tasks with the staffing company this can be included as well. Not only do you get out of having to leave an area open on your resume, you’ll have a professional reference to back up the work period.

Shows Willingness to Work

The problem that a lot of employers have with unemployed potential employees is whether or not they are willing to work. However, when you are working with a staffing company it shows you are working towards getting a job. This initiative is often enough of a boost for the potential employer to look past any periods of unemployment. If you were willing to do what you needed to do to stay afloat you’ll be light years ahead of other applicants that were unemployed for any length of time.

Works to Find You a Good Fit

One of the best things about a staffing company is they know how to find you the job that you want. While they have a lot of temp jobs there are permanent jobs available you can get through a staffing company. Because they focus primarily on finding you a good fit a potential employer will focus more on your credentials and experience rather than whether or not you have a job already. When you go searching by yourself for any job you can find employers are more likely to focus on your lack of employment. A staffing company knows what each potential employer wants in their staff and will therefore have the ability to direct the employer’s attention towards your strengths.

Not as Picky

When it comes down to it, an employer that is using a staffing company is ready for some help. This means they will be less likely to worry about a potential employee’s lack of current employment. They will take you more seriously as an applicant when you were sent to them by a company they are working with to find employees. There usually isn’t an interview process since they are relying on the staffing agency to take care of this part for them.

Need help finding a suitable work assignment to escape unemployment? Contact Advance Staffing Solutions today and get started in a great new career!

5 Steps to Ensure Retention of Top Performers

Raza Rauf on August 5, 2011

It should come as no surprise that roughly half of all top performing employees are actively seeking new career opportunities. These A-list employees are typically those that have very high goals for their careers, and they will not be loyal to your company if something more attractive comes along. Companies that want to outperform their competitors had better take note of this trend and do something to keep their top performers, for maximum profitability. Here are some steps to ensure retention of highly motivated employees.

Regularly Evaluate and Develop Skill Sets

A good rule of thumb when trying to retain top performers is to know whom they are and recognize any rising stars among the employee roll. Doing this means regularly evaluating employee skill sets and developing those who show true potential. It can be easy to forget that there are valuable team members within the ranks of existing employees, since many are going to school for advanced degrees or participating in work training programs. Don’t make the mistake of only searching for these gems in new hires, as there are many achievers already at work in your company. Take the time to seek out these folks and do everything in your power to help them find their career path within your corporate structure.

Support Employee Mentoring

Mentoring can be a great way for you to be in more than one place at one time as an HR professional. Encouraging existing, seasoned employees to take an active role in the development of less experienced employees is a no-cost way of enhancing skill sets and employee morale. Mentors also have the added benefit of being given more responsibility, which gives them a sense of accomplishment and loyalty to the company. It’s important to match new hires up with seasoned employees early on for the best way to identify and retain top performers.

Provide Training and Career Advancement Opportunities

Top performers are not always interested in jumping ship solely over money concerns. Oftentimes, A-listers are just lacking a good challenge or career advancement on the job, therefore they seek this elsewhere. Any organization can benefit from putting in place a career advancement program for each department, so that high achievers can set goals and attain them while on the job. This serves both the employees and the company in that work will be of higher quality, there is a sense of accomplishment and top performers lead to higher levels of productivity among many team members.

Engage Top Performers for Maximum Productivity

To keep the best employees in the game, it’s a common practice to hold regular meetings and events to help them stay motivated and engaged in the success of the company. Give your A-list employees reason to come to work every day with challenges and tasks that are within their abilities. Ask employees through frequent surveys what other responsibilities, ideas and needs they have. Accept and implement new ideas whenever possible. This activity alone can provide insight into developing more educational programs that benefit all levels of employees.

Promote a Performance-Focused Environment

Every employee needs to feel inspired to do the work he or she has been tasked with. Top performers just happen to need a little more challenge in order to keep them interested. A performance based organization is the right environment for top performers. Be sure to set goals for each employee at employee evaluation time, encourage friendly competitions, and keep employees motivated for the best chance at retaining your key performers for the long term.

Need more help developing a workable employee retention program for your organization? Consult with the human resources specialists at Advance Staffing Solutions today!

For Candidates: Temping Dos and Don’ts

Raza Rauf on July 27, 2011

Becoming a temporary worker can be an ideal solution for candidates who are either unable to find a permanent position or for those who are “trying on” jobs before settling on a specific career. Temporary workers can enjoy above average wages, flexible work hours and a wide variety of different tasks to be found at each assignment. Additionally, many companies choose to keep down hiring costs by only hiring candidates through temporary staffing agencies.

There are some temping dos and don’ts for handling this correctly so that it will be a positive experience for all. Here are some tips for temping the right way.

Do – Apply to the Best Temporary Staffing Agencies

It’s always a good idea to have several options in your employment by registering for work with several quality temporary staffing agencies, such as Advance Staffing Solutions. That’s because the best staffing companies are contacted by upper level companies and can offer a wider variety of assignments at higher pay scales. The larger staffing companies take the time to get to know you, your needs to match you up with the best assignment. They also very often offer employee benefits and bonus programs.

Don’t – Go Overboard and Register for Every Employment Agency in Town

You may think you should apply everywhere, but this will backfire. This is because you may find yourself being offered below average wages by staffing companies that don’t have a solid reputation in the business. Remember that the smaller agencies are usually competing with each other for business and so they will take any and all assignments to try to place people in roles that they may not be 100% suitable for. You could find yourself in an assignment you don’t like with little pay going this route.

Do – Keep in Touch with Your Agent at the Temporary Services Company

The person to whom you will be reporting to, as a temporary worker can be your best ally if you know how and when to communicate. Be sure to touch base with your agent at least once per week, and always respond quickly to phone calls or emails for the best chance of getting great assignments. If your personal information or work status changes, be courteous and let your agent know as soon as possible.

Don’t – Call Your Agent Daily To Nag Them for Work

This tactic has been used in the past by ill-fated temporary workers. If you call your temporary agent daily, all you do is annoy them and you most likely will never get called for an assignment, Remember that you are not the only person looking for work and that for every minute you are on the phone trying to make the recruiter feel guilty about your lack of work could be a minute spent contacting companies looking for more assignments. Be kind and respect the time of the recruiter you are working with.

Do – Arrive at Your Assignment on Time, Dressed and Ready for Work

This is actually a grave mistake that new temporary workers have made. The key to being successful in a temp job is to show up for work at the agreed upon time, in fact be early for your shift! Make sure you find out what the dress code of the assignment calls for, whether it is business casual or steel toes boots. Be dressed and ready to work on the morning of your assignment. Have your notebook and pen ready to take notes, and leave the personal business behind when you get to the temp assignment.

Don’t – Lie About Your Background

The vast majority of temporary staffing agencies make a concerted effort to always check the background of all of their candidates. This can mean checking past work references, educational and training credentials, and running a criminal background check and drug test. If you think you can get an assignment by not revealing something shameful in your past, think again. Lying will not only waste the recruiter’s time, it can also cost you in the form of background and drug test fees which some agencies are passing along to candidates who try to fool them.

Do – Take Advantage of the Training and Resources at the Staffing Company

Along with placing candidates into rewarding temporary assignments, many staffing companies offer a wide range of other training and information services for job seekers. This is to help candidates to put their best foot forward, to brush up on work skills and ace interviews. Some agencies even offer resume and cover letter help, skills testing and job search counseling. Take advantage of these services and you will be more successful in your job search.

If you would like to learn more about great temporary assignments, be sure to visit the Job Seekers portal we offer at Advance Staffing Solutions today!

5 Non-traditional Interview Questions That Can Help You Select the Best Candidates

Raza Rauf on July 16, 2011

If you’ve been interviewing candidates for a few years, you know that the same worn-out interview questions become ineffective over time. That’s because candidates of today are much more prepared and ready to answer with canned responses. In order to take things up a notch, it’s time to employ a few non-traditional interview questions to establish who are the better candidates among the pile of resumes you have on your desk. Here are some fun, non-traditional interview questions that are absolutely legal to use, and will accomplish this task.

“What’s your favorite movie and why?”

This is a great ice-breaker and a non-traditional interview question that most candidates won’t see coming, even the most seasoned job seekers. While asking about the candidate’s personal views on movies are, it can provide you with valuable insight about values if they answer with detail. For example, a job seeker with conservative work values will indicate that they like an old movie, while a more progressive candidate may provide a movie title that falls into a Sci-Fi or Fantasy category. Make sure that you read between the lines when hearing the response.

“If you could be a superhero for a day, who would you be?”

There’s a lot to be said about who our heroes are. When it comes to using this as a non-traditional interview question, you can gain a lot of insight with a candidate by carefully evaluating the response. Most candidates will stay in a safe zone and indicate their preference for a hero like Ghandi, Martin Luther King or someone of social prominence, but it’s the brave few who will say something like “Super Man” or “The Green Hornet”. Those candidates are the adventure seekers who will bring energy and influence into the workplace.

“How do you see yourself in a few years?”

Some hiring managers may see this as too direct of a question, but it’s one that needs to be asked upfront of all candidates. Why? Because there seems to be a movement of candidates who generally lack loyalty and commitment to the companies for whom they work today. It’s not uncommon for candidates to continue their job search whilst accepting a job at your company. In fact, a recent survey conducted by the career board Monster.com indicates that as many as 84% of employed people spend time looking for work while on the job. Find out if what the candidate’s dream of success meshes with your company objectives, before making the job offer.

“What are the first five things you do every morning at work?”

While this may not seem to be a non-traditional interview question, it’s not something that’s regularly asked of job candidates. Yet, the answer to this question can speak volumes about the kind of person you have in front of you. Look for responses akin to dressing for success, making a list of priorities, and being highly organized. These are the types of traits your company needs to stay ahead in a competitive world, so a candidate who answers in a positive way is worth your investment.

“Describe the riskiest thing you have ever done?”

This is a non-traditional interview question that’s based on the standard “are you a risk taker” section of the personality test. However, in this more direct question, you allow the candidate to show you some insight into how he or she handles calculated risks in a job setting. An indicator of a stellar candidate includes someone who is willing to take some risks and take action in order to get ahead in life. Businesses that have successful people are very often those who have employees who lead active lifestyles and have somewhat risky attitudes about work.

Remember, to limit the use of non-traditional interview questions to only those that fall under legal hiring guidelines and protected class statuses. If you need more advice and support with your interviewing processes, be sure to check out the employer resource section on Advance Staffing Solutions today!

5 Types of People Who Might be Interviewing You, and How to Prepare

Raza Rauf on July 9, 2011

If the big interview day is coming up, you are likely preparing to meet the person who may be deciding if you will be a good fit for the company. While this can be a nerve-wracking time, it can also be an opportunity to get inside the minds of the interviewers to gain the best possible advantage. It’s easy to do this when you understand the 5 types of people who might be interviewing you. Let’s review who these people are and how you can prepare.

The Recruiter

Most often, when interviewing for a new job, you will generally meet with a recruiter first. This is either someone who works in an entry level screening position within a large human resources department or someone who has been contracted with to seek out quality job candidates. Recruiters can be intimidating, especially if they are “jaded” by meeting so many people. However, they can also work in your favor if you understand the goals of an interview at this stage in the game.

Even in this initial interview, you can be fairly certain that you’ve been called in for an interview because you meet the minimum requirements of the open assignment. After combing through hundreds of resumes on job boards all day, a recruiter will be pleased to find a handful of people who have the right work skills, employment backgrounds and education level for the job. Win this person over by pointing out how you are the best match for the assignment, and your recruiter will be your biggest cheerleader. This is because recruiter success (and their paycheck) is measured by the number of placements they make.

The Replacement

When you are interviewing for a job with a company that is going through “transitions”, it’s very likely that you will be meeting with the person who you may be replacing or someone who is moving on to bigger things. Tread carefully and present your best side when meeting with someone like this. You will be judged for not only your credentials, but also for how well you may fit in with the rest of the team.

A good way to handle an interviewer with a possible replacement role is to develop report as soon as possible in the conversation. Try to match your body language and your verbal responses with those of the interviewer. Make plenty of direct eye contact and keep the conversation positive with the interviewer. Finding a common ground with this person will help convince him or her that you will be a good addition to the existing network of professionals.

The Gatekeeper

This can be a tough person to impress, because the “gatekeeper” is usually someone who doesn’t appreciate change or new people in general. However, companies oftentimes use gatekeepers to further screen out job candidates during the second or third wave of interviews, or in group interviews as a type of “control” measure.

To succeed in an interview with those who are acting as gatekeepers, use plenty of positive verbal and non-verbal communication skills. Listen very carefully to what is being asked throughout the interview and answer succinctly and professionally, while noticing queues from the interviewer. Make sure to convey how your skills will benefit the company for the best results.

The Department Head

Regardless of what you may think, interviewing with the head of a department is not always as stress-inducing as you may expect. However, don’t let this fool you. The department head is going to try everything possible to get to the bottom of who you are and how your skills can help the company to achieve important goals by hiring you. This is when all the sales skills you have ever learned must be employed.

You can ace this type of interview situation by doing your research about the company before the meeting day. Spend a nice chunk of time on the corporate website, look for industry articles and information about the types of clients the company has. Use this information to answer and ask questions during the interview to really impress the department head.

The Top Chief

Think meeting the big boss is a scary thing? Think again. If you have reached this point in the interview process, even if it’s a casual greeting in the hallway on the way in, you have already met much of the criteria the company is looking for. If you didn’t have what it takes, there’s no way the recruiter or secretary would even let you meet the top chief in the first place. But don’t get too cocky. You still have work to do to impress your future boss.

In order to succeed in an interview with the head of the company, you must be able to demonstrate several things. These include a go-getter attitude, a record of progression in your career history, and an ability to adapt to the needs of the new company. Keep these aspects in mind as you talk with the owner of the company and you will find a common ground, which will help you land a great new job.

Advance Temporary Services helps candidates put their very best foot forward with candidate resources and support. Find out more by visiting our candidate resource center today!

The evolving role of HR Professionals

Raza Rauf on July 2, 2011

According to an article, “The Changing Role of Human Resources” on the website for Society for Industrial and Organizational Psychology, pressures like increasing globalization, rapid technological change, tougher competition, and organizational changes make HR’s role in navigating these transitions vital, but different from their limited responsibilities of yesterday.

In shifting for “personnel” to “human resources,” HR had to become a strategic partner with the leaders of the business–to contribute to significant business decisions, advise on critical transitions, and develop the value of the employees–in short, to have a real seat at the table.

Dave Ulrich, author of “Human Resource Champions: The Next Agenda for Adding Value and Delivering Results,” lays out a path for the next generation of HR departments to follow. He describes a multi-faceted approach to delivering HR services that meets the needs of both employees and employers, and positions HR as a significant contributor to organizational success.

Ulrich writes the “new” HR should be responsible for four areas within a company:

Strategy execution– as a strategic partner working to align HR and business strategy.
Administrative efficiency–as an administrative expert working to improve organizational processes and deliver basic HR services.
Employee contribution–as an employee champion, listening and responding to employees’ needs.
Capacity for change –as a change agent managing change processes to increase the effectiveness of the organization.

Making the shift to a new HR role will raise unique issues for every HR group that attempts it, Ulrich continues, but there are some common steps and activities that will increase the likelihood of success:

Strong HR leadership: A strong leader can develop a clear vision, motivate others to share that vision, and help them work toward achieving it. The HR leader will need to work both within the HR group and with the organizational leaders to reshape everyone’s expectations of what HR can and will deliver. The success of the change will depend upon HR’s ability to meet the real needs of the organization and the credibility it develops.
Acute future orientation: HR must understand how changing environmental, organizational, and workforce factors will likely influence the business, anticipate the associated HR needs, and be prepared to deliver appropriate solutions to meet those needs. By focusing on workplace trends, like the importance of intellectual capital in they way employees are hired and managed, HR can anticipate changes that will need to be made in company processes and respond “ahead of the curve” as opposed to reacting behind it.
Flexibility and creativity: Today’s HR group needs to be flexible and respond quickly as the organization’s needs and priorities change (as in globalization, for example).
Delivering value: HR is still often perceived, says Ulrich, as simply a non-revenue generating function. It is important to make apparent the value provided by working with the management team to hire the right people, manage them well, pay them appropriately, and build a working environment that encourages success.

Ulrich concludes that it is clearly time for a quantum leap in the HR field and stresses that everyone within a company can help this transition along by taking seriously the organizational pressures to change, helping to identify ways to measure the value delivered by HR, and conducting meaningful research related to all areas of human performance in tomorrow’s organizations.

Advance Temporary Service helps some of the area’s busiest HR departments fill their need for experienced and qualified employees. Please call us today if you are interest in being one of the candidates presented.

Is recruiting via social networks as effective as traditional methods?

Raza Rauf on June 14, 2011

That question is akin to asking if you’d rather have a hammer or a screwdriver in your toolbox. Both are valuable tools and one can’t replace the other. So it is with social media versus traditional methods of recruitment—they will continue to complement, rather than replace– each other.

As the economy revives, companies are staring to hire more workers and would like to do so in the most cost-effective and efficient way. Innovative social media recruiting appears to be free (but you must factor in the cost of the time you put in to establish an online presence, contribute to social media sites, monitor, network, and update that presence.) Nonetheless, according to a recent survey of companies, 83% now using or planning to use social media for recruiting. LinkedIn with its “living resumes” continues to lead in usage (and even more so in hires successfully made), but there has been a growth in adoption of multiple networks: Facebook use has grown 15% since last year’s survey and Twitter use has grown 32%. Now 55% use Facebook and 45% use Twitter. 46% of respondents plan to spend more on social recruiting as the economy recovers.

A survey by the Institute for Corporate Productivity, shows that about 65% of business professionals are connecting with each other and with employers on such social networking sites, which jibes with the finding that the most successful recruitment tool has not changed— referrals. More good hires are made by referral than any other process—whether those referrals are in person or online.

While social media recruiting will supply the largest pool of applicants, relying solely on such networks poses some hazards in and of itself. Mirna Bard, an instructor of social media at the University of California at Irvine, points out that the possibility of violating discrimination and privacy laws and the potential for unreliable information all should be considered when using social media as a recruiting tool.

For example, gathering candidates from Facebook may gain you a long list of candidates, but they may be all of a younger demographic (older workers have been shown to use social media much less that the younger generations) opening your company to accusations of ageism (and missing some of the more experienced candidates). Or peeking into someone’s personal life may violate privacy issues (if you see a photo of a candidate a little worse for alcohol at their bachelor party, does that disqualify him for a job?) Or because a candidate’s friends recommend her effusively on LinkedIn—does that insure she’d actually make a good employee or have her contacts exaggerated her talents or skills?

Here the vetting and screening done by a staffing firm can be invaluable. Such companies, like Advance Temporary Services make use of social media to garner prospects and then use more traditional methods to weed out those not suitable, before presenting a carefully pre-qualified short list to prospective employers.

Bard believes that HR departments will likely skip traditional career fairs in favor of using virtual Web-based solutions and that job boards may soon no longer be the primary source for higher-quality candidates, but she also is clear in her opinion that we are clearly a long way from seeing social networking replace traditional methods of hiring.

Social media allows both candidates and companies a way to digitize referrals, conduct research, market themselves, and create a larger candidate pool, but social media should be just part of a recruiting plan. The use of executive recruiters and staffing firms, a strong company website presence, and a vigorous employee referral program should be included in a successful recruiting strategy. Let Advance Temporary Services map out just such a strategy for your company.

Enhance your resume by volunteering

Raza Rauf on May 19, 2011

Interning isn’t just for college kids anymore. In today’s workforce, time between jobs can be turned to your advantage if you hone your skills or develop new ones, by volunteering. True, you won’t get college credit (or a salary) but the benefits include some valuable ones:

Learn New Skills: Perhaps your old job as a Marketing Copywriter only required you to write the texts to company brochures. Volunteering at an internet company gives you a chance to learn graphic design, web content management, and keyword analytics. These skills will expand your opportunities when you next apply for a position in your field.

Try A New Field: Maybe you’ve always wanted to use that degree in History you earned? Volunteer as a docent at a museum and perhaps you can parlay it into a paid guide position. Or act as a playground aid at a local park and use the experience to get a job on the staff of that new daycare center that is opening near you.

Make Contact: Networking shouldn’t be confined to just Chamber of Commerce meetings or job fairs. Let everyone you know–and those you meet volunteering–that you are actively looking for a job. Be ready to give them a short spiel about what you’ve done (and can do) and don’t forget to hand out those business cards.

See the World: Organizations in this country and the world over offer volunteers real-life experiences (some expense paid, some fee-based) in teaching, healthcare, management, agriculture and many other fields that provide talking points for that big interview with a global company.

Fill Your Day: Rather than hanging around the house in your pajamas, get up, get dressed, have somewhere to be (and on time). Keep from getting rusty. Spend only part of every day sending resumes and the rest swinging a hammer for Habitat for Humanity.

Be An Object In Motion: That adage about staying in motion applies to job seekers, too. When the interviewer asks, “What have you been doing?” you need a better answer than just “looking for a job.”

Do A Little Good: Volunteering at a blood bank might let you hear about not-yet-announced openings at the hospital and helping stuff envelopes at the Humane Society might get you an administrative position at a veterinary office. Such work is also good for keeping your spirits up.

Make every day a good day by helping others while you look for your next job and let the professionals at Advance Staffing Solutions help make that time go by quickly.

How to use LinkedIn to get more exposure for your job posting

Raza Rauf on May 19, 2011

Though much of the attention in this economy is focused on job seekers, employers trying to hire just the right person for a position need to know how and where to post their open job to attract the right candidates. Making use of targeted social media is one way and, when it comes to networking and recruiting, no site is more effective than LinkedIn®.

On job sites like Monster.com® or CareerBuilder.com®, your job posting not only competes with hundreds of others–both in your company’s field (a recent search for “Software Engineer” in Ohio brought up 14 pages of listed ads and a geographic search for all jobs listed more than 5,000), but attracts people with all levels of skills and experience–hardly the targeted response you are looking for when trying to fill a specific need within your organization. LinkedIn, from its inception, has been much more directed at business professionals and its reliance on “connections” between colleagues. It immediately sorts much of the wheat from the chaff when it comes to engaging professionals.

That doesn’t mean that the talent pool gets smaller. LinkedIn claims 35 million members from 200 different countries and the numbers grow daily as more employers learn how to best use LinkedIn to meet their needs for top talent.

It’s Who You Know: That old adage still holds true in today’s competitive job market–even if you are the employer looking for employees. You not only can send a request to the people within your LinkedIn network asking that they pass along the job post to anyone they know who might suit the job (former colleagues in your field are great for this), but may also make use of LinkedIn’s own search tools to narrow down a perfect candidate from across the entire LinkedIn database–by using search criteria like Experience, Education, Work History, Geography –even Recommendations–and many more.

It’s Also Who You Don’t Know: Professionals who are good at what they do often already have a job or have no need to actively look for one. These are called “passive candidates”. They are the types who get a phone call offering them a position and, as an employer, you’ll be competing with other employers for this talent. Using LinkedIn to search for specific qualifications will turn up lots of these passive candidates for you to mine. Send them your job post.

Up Close and Personal: Using LinkedIn’s “In Mail” feature: You can compose a personal email which will be sent directly to all candidates you choose–whether you know them or not informing them of the job opening and asking if they are interested. LinkedIn claims 60% of its members actually open and respond to InMail Messages–unlike random emails they receive from a stranger. Using this method, you may discover that the perfect candidate is interested in your job–they just didn’t know it until they heard from you.

Attraction Rather Than Promotion: LinkedIn lets you create a profile for your company–using those same rich keywords you use to search for possible employees. Make your company sound interesting and enticing enough and candidates who are actively looking for a new situation (and use LinkedIn to search for companies for whom they’d like to work) may contact you.

Join Some Groups: Groups at LinkedIn not only bring together people of common interests (and you can enlarge your network within your field to more than just the people you know, work with, or work with elsewhere.) You can also ask group members if they know any candidates they would suggest for the job you are seeking to fill and contact those they suggest.

Look Close To Home: Do ask other members of your company, via LinkedIn, to keep their eyes and ears open for prospective employees and pass along the job posting when they find a likely candidate.

Some People Do Like A Know-It-All: Use the “Answer” section of LinkedIn to respond to questions posted about your field. Not only will it show that you (and therefore your company) are on the cutting edge of industry knowledge, but the conversation you join by your answer attracts other people also interested in the subject. Choose from among the responders and pass along the job post to any of them who have impressed you.

LinkedIn also offers corporate services (for a fee) wherein they will post your jobs (using LinkedIn Jobs Network), “push your job listing” to the most qualified candidates whenever they go online, and use their Referral Engine to screen the candidates for you–referring only relevant, high-quality contacts. An Automatic Search Function even alerts you of new prospects as they join LinkedIn.

At Advance Temporary Services, we make use of LinkedIn to form relationships and attract top-notch candidates to provide cost-effective staffing and human resourcing options for our clients, allowing them to concentrate on their core business while we provide solutions to their staffing challenges. Whether you are in need of permanent or contract employees, please contact us today at www.advancetemps.com to learn more about how we can help your business to grow.