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Treat Every Event as a Networking Opportunity

HMG Success on October 7, 2026

Every event you attend, personal and business related, is an opportunity to network. Do not be the person that just shakes his head. Be the person that shakes hands, smiles and learns about the other person. Doing so could help you to find your next position. It may pay more, provide better benefits and serve your long-term needs better. The more people you meet, the more likely it is for you to find someone that needs your talents.

Positive Opportunities to Build Your Network

Putting yourself into a variety of positions will allow you to find the employment you are looking for and need. There are various ways that you can use your everyday event to get attention from prospective hiring managers, business owners or others who could be in the know.

  • Set out to make new friends and colleagues. Rather than waiting for your friends to show up, set out to meet others. Doing so could help you to build a network that is more versatile. It shows you are interested in others too.
  • Give back to those who you meet. As you start talking to new people, find a way to stay in contact with them. For example, if they had trouble with their vehicle on the way to the event, offer to send them a text message with your mechanic’s name. If they are interested in a news piece you were speaking about, ask for an email address to send them the article.
  • Keep your job description to a limit. Even if you are out of work, keep things simple and straightforward. Instead of spending a full minute discussing where you work, say something like “I’m currently helping a small business succeed online.” That gets them interested.
  • Keep some business cards in your pocket, along with a pen. Though it is easy enough to add someone’s contact information to your phone right onsite, some people are hesitant to give this out. Rather, be sure you can hand them a business card in case they are in town and want to together.

One of the biggest mistakes you can make within an event is not making an impression. Sitting on the sidelines and not participating may be the easy road to take but it will not help you to grow your business or help you to land a new job. Rather, be active. Smile and look people in the eyes. Be memorable in a positive way. When you step away after a few minutes, thank the individual for talking to you. Invite them to contact you at any time. Allow the other person to feel that you gave them something during that initial few minutes.

By taking these steps, you grow your network. It does not matter if you are at your friend’s wedding or a corporate event in your industry. There are connections to be made in virtually any situation. If you make the connections, you could land the position of a lifetime. You can also use Advance Temporary as an opportunity to work with more companies this year, further expanding your network to find a great job.

Get back out there! Rejoining the work force and restarting the job search

HMG Success on October 7, 2026

If you’ve been out of the workforce for a period of time, either by choice or as a result of an unexpected lapse in employment, then you may be facing the daunting task of getting back out there to rejoin the rest of the working world. It’s natural for anyone to feel intimidated, especially if you have not been working outside the home for a while. This is a tough one for parents who have chosen to stop working to raise children, and even for those who have retired but need to go back to work now.

Take heart that this can be done and you can be successful with your job search, if you create a strategy for job search success. Here are some tips from Advance to get you back out there in the workforce sooner.

  • Create a killer resume – The very first step in any successful job search is to create an effective resume and cover letter. You will spend a lot of time applying for jobs and sending email inquiries to companies, so make sure this time counts with a resume that captures your skills and attributes.
  • Start networking – As the old saying goes, you often need to be “in the right place at the right time”, so networking should be a the top of your list. By networking on popular social media sites, business networks and forums, and community networking groups – you can put yourself in the right place. Let others know you are actively seeking employment and get ready for the referrals.
  • Research companies – This is your job search for the perfect career, so you want to work for the best employers. Take the time to research the types of companies that best match your unique skills and needs. Find companies that offer excellent compensation packages and other perks. Focus on companies that have the values you hold dear. Never settle for anything less.
  • Get a new look – If you’ve been out of the workforce for a number of years, you will want to give yourself a makeover so you can look great for upcoming interviews. Pick out a new hairstyle, get yourself a “power outfit “and you’ll be able to walk into any interview with 100% confidence and a great attitude that will earn you more job offers.
  • Take temp assignments – Many good companies rely on the services of temporary agencies to find suitable candidates for unadvertised assignments. This means you can be in a better position to get onboard with a highly respected company by taking on temp assignments as often as possible. You may even be able to learn a few new skills along the way, which will further make you a prime candidate for a new job.

Ready to take the leap and land the perfect job? Contact the recruitment specialists at Advance Staffing Solutions today and get noticed by the right employers now.

Best Ways to Use Social Media for Your Job Search

HMG Success on October 7, 2026

Want a new or better job this year? Social media is perhaps one of the best ways to locate and network your way to a new career. It’s a known fact that recruiters have been using social media to check out candidates behind the scenes for a while now, but they did so without candidate’s knowing for the most part. Now, this has changed drastically, with the addition of new applications such as LinkedIn’s recruiting portal and Facebook recruiting apps making their way onto the scene.

Recruiters are coming “out of the shadows” to connect with candidates on social networking sites, so as a job seeker it’s to your advantage to put yourself in the best possible position to do the same. Here’s what you need to know about social media for your job search, so you can do this successfully.

  • Create a professional profile. The personal profiles you have been using are not going to cut it with a serious job search. Too many posts and embarrassing photos are the norm with personal profiles. Instead, start from scratch with a professional profile that includes a business headshot photo (get a friend to do this for you), a copy of your resume, a link to your professional portfolio or blog, all tied together in a business-worthy looking template. Add in a phrase that describes you and what you want – much like your resume objective statement.
  • Show off your accomplishments. Your social networking profile should be the spot where you showcase your talent, so make it work for you. Include intelligent posts, with links to your published articles, blog posts, artwork, and projects. Make sure to promote these across many channels by adding them to popular sharing formats like Digg and Sharethis for starters. Write interesting posts in industry forums and link back to them in your social media networks.
  • Do your research on companies. Social media can be a great way to scope out potential companies you might like to work for. Simply go to each company website and become a follower on all social networks. Then take the time to learn more about the company culture, objectives and people there. Be sure to “like” or follow posts that appeal to you to show your support. Never use social media to blatantly self-promote, but rather to encourage others to get to know you by befriending them.
  • Participate in social network groups. Social networking is fun because it allows you to go directly to industry specific groups and get to know your peers – oftentimes from around the world. If you are hoping to get into a specific career industry, or if you are about to graduate with a new degree, this insight can be invaluable. Besides, many recruiters visit these groups and post job opportunities on a frequent basis, so you may put yourself in the right place at the right time simply by participating.
  • Connect with people who count. If you want to land a job, very often you must pass the “gatekeepers” to get in to certain companies or industries. These are people who look at candidates to determine if they have what it takes to join them. Find out who these gatekeepers are and get to know them on social media networks by politely asking for introductions from peers who know them, or inviting them to become your friend. Then take the time to thank each person individually and asking them to share something about themselves first, before launching into your career aspirations. Use this very effective targeted approach, and you may just end up with an invitation to interview for a new job.

Need more tips to be successful with your job search in 2012? Be sure to come back often to the Advance Temporary blog for great job search ideas and support with your career through our temporary staffing services.

Your Interview Isn’t Going Well…Now What?!

HMG Success on October 7, 2026

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When you get invited to a job interview, it’s natural to want the best possible scenario to happen. But in reality, sometimes things can and do go wrong with interviews. Before you panic, here’s how to redeem yourself from several common problems that occur with interviews.

Running Late/Got Lost

Despite the advantages of directional apps found on most mobile devices, life can get in the way causing one to be a few minutes late to an interview because of poor directions or traffic problems. While it’s always a good idea to leave extra early for an interview, it’s not always possible if you are trying to do so around another job or personal responsibilities. The best course of action is to pick up the phone as soon as you suspect you may be late or lost and inform the company. Try to give an honest estimate of when you will arrive for the interview. The hiring manager will appreciate this gesture, which shows you have a strong sense of being punctual.

Not Getting a Warm Fuzzy Feeling

While most recruiters try to make an effort to create a friendly environment to conduct interviews, not all take the time to build rapport with candidates – instead getting down to the business of things. This can be uncomfortable and awkward for anyone. If you find yourself faced with a cold interviewer, you can make the most of it. Be professional, friendly, and use positive body language. It’s possible the recruiter is doing this as part of a test to see how well you function under similar circumstnces with clients and vendors.

Stuck on an Interview Answer

Nearly every job seeker has encountered a bad interview question or one where there could be several possible answers. Or worse yet, one that stumps us completely. This happens to even the most prepared candidates. Take a deep breath and let the interviewer know you are stumbling to find the right answer to this one. Then ask them if you can think about this for a bit longer, but in the meantime you can answer another question to jog your memory. This shows that you are careful about your words and the way you do things, which should impress anyone.

Above all else, don’t panic. Not all interviews will seem positive, but they can result in a job offer even if you think you bombed it.

 

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What To Do With “Out of the Box” Job Candidates

HMG Success on October 7, 2026

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As a hiring manager, you’ve probably seen a wide range of candidates who vary from underqualified to perfect for the company. But, every once in a while, a candidate comes across your desk with skills and experience that fall outside of the box. This is someone who could potentially add a great deal of value to your company, even be considered as a future leader, but you don’t have a position available at this time. These people are:

  • Creative thinkers who bring a lot of energy to their careers
  • Extroverts with above-average leadership and communication skills
  • Highly respected and recommended by past employers and colleagues

What do you do with a candidate like this – put them in a pile for later consideration and risk losing them to a competitor, or giving them an opportunity at your company? Read on to learn what you can do with these rare candidates.

Get them on the phone for a screening interview fast

Don’t miss out on the chance to talk with a candidate who has the above traits. Get on the phone and introduce your company and the opportunities there. Find out what the candidate is looking for. Arrange for an in-face interview as soon as you can.

Offer them a contract project

If you don’t have a position already available for a candidate like this, create one with a contract project. Tap into the candidate’s strengths and experience to come up with a project that will challenge the candidate. Let them know successful completion of this project may lead to a permanent job. Offer a generous contract rate to get them on board.

Bring the candidate on as a consultant

An alternative to offering a paid project is to offer the candidate the chance to share their unique knowledge as a consultant to your current team. Set a meeting and introduce them to your leadership team, then come up with an agreement to have them come in for a nice fee to direct your team on certain issues they may be having. When the time is right, offer this candidate a job.

Refer them to a complimentary firm

If you cannot do the above, the very best action you can take is to refer them to a colleague at a complimentary firm. In the future, you can still offer a position or work positively with this person, who will be forever grateful, and your colleagues will thank you for sending a great candidate along.

 

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Should You Hire Someone Who Doesn’t Give Their Two Weeks’ Notice?

HMG Success on October 7, 2026

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In the course of an interview, you (the hiring manager) asks the candidate when they can start. The candidate responds with, “When would you like me to start?” In a perfect world, you could request that this perfect candidate start right away, but realistically the candidate is currently working for someone else and must follow some rule about giving two weeks’ notice. But, what if the candidate says that they don’t mind not giving this standard notice? Should you still hire someone like this?

Why not. You want the candidate and you know that you can offer this person a much better career opportunity. They know it and that’s why they are willing to bend a little to get in the door faster. Besides, is the two-week notice even the standard anymore?

Um, not so fast. You want to hire a professional, someone who demonstrates this with ethical decisions and actions. Not giving a proper notice could be viewed as being somewhat unprofessional or hasty. It could also be that the candidate is eager to come work for you and leave the other job behind – for a variety of reasons.

What to do?

First, ask the candidate if not giving a proper notice will burn any bridges with the former employer. After all, they want to use them for a reference in the future, right? This is ultimately up to the candidate to decide, so don’t judge them. Keep in mind that the candidate may have already advised a current employer of departure, or may have some vacation time to use up — so it’s not that big of a deal.

Second, advise the candidate that the start date is flexible, so you can wait if they need to give a two-week notice. This helps the candidate to see you value them in this process. It also gives the candidate the chance to adjust to a new job offer, take care of wrapping things up with a former employer, and get the background screening processing out of the way before the official start date.

If the candidate is still interested in starting soon, let them know you can accommodate them. You want the candidate to be comfortable and have a positive onboarding experience with your company, so be adaptable and work with the candidate to make this a smooth start.

 

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Do You Know What an Employer Will Find When They Google You?

HMG Success on October 7, 2026

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It’s natural to do some research on the company before you go in for an interview. But did you also know that the company is doing plenty of research on you too? Recruiters regularly conduct online searches on candidates before deciding whether or not to offer them the chance to interview. A research report from ExecuNet revealed that 77 percent of recruiters use search engines to find background information about candidates, and 35 percent admitted they would eliminate a candidate from consideration based on information found online.

What will a recruiter find if they do a Google search for you? Will they find positive information about you? What about your social network profiles — will they find out anything interesting about you there?

What employers may find when they Google you:

  • Any articles or blog posts or graphics you’ve published under your name (may not be a bad thing);
  • Photos that have been tagged with your name (by you and other people – even the embarrassing ones!);
  • Social media posts going back years (they are archived forever) including the negative ones;
  • Those videos you posted on YouTube when you were in college (uh oh); and
  • Public records that include driving records, judgments, civil and criminal records, property tax information, divorce and marriage records, and more.

Here are some tips for cleaning up your online image so that when a potential employer searches for you online, what they find won’t damage your chance for a job.

Do a thorough search for your own name and aliases

First and foremost, think like a recruiter and do a search for yourself online. Make a list of everything you find. Pay close attention to anything that could be damaging to your reputation, such as derogatory social posts, images, videos, and records. Search under your aliases too (nicknames and former maiden names for women).

Remove any harmful content that you can

Take matters into your own hands by logging into your profiles and deleting any and all harmful content. Un-tag yourself from compromising photos and videos. Ask your friends and family to stop tagging you on photos and other content. Set all your social media profiles to the strictest privacy settings, or delete your accounts altogether.

Request records older than seven years to be archived

In some cases, you can request your state or county to take down public records that are older than seven years and archive them. This can include driving records, judgements, and court cases that have been dismissed. You may be eligible for expungement of your records, too.

Be prepared to discuss anything found online

It’s impossible to erase everything about yourself online, but you can be prepared to discuss it in a positive and honest way if it comes up in the hiring process. Most recruiters know that people make mistakes, so as long as you are willing to talk through any potential online reputation issues, and they don’t affect the company in any way, you should be clear.

 

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Waiting to Hear Back from a Recruiter? There May Be a Reason Why…

HMG Success on October 7, 2026

WaitingForRecruiter_11-2015

Imagine a scenario where you are unhappy with your current job, and are contacted by a recruiter who tells you that the company they represent is interested in hiring. They fill your head with a list of job benefits that far outweigh what you are currently receiving, and you naturally say that you are interested in getting involved in the interview process. It may sound like a pipe dream, but this is actually something that happens on a fairly regular basis. It’s all rather exciting, but what do you do when it happens to you and it suddenly seems as though the recruiter has dropped off the face of the earth?

There is always the possibility that you simply didn’t make the cut, or that the needs of the company changed during the interview process.

They may have chosen to go in another direction completely, or they may even have decided that the position that they were trying to fill was not as essential as they had first imagined. It’s also worth noting that it can take as long as six months for the search and interview process to be completed. If you were among the first wave of potential candidates, you could be waiting a long time to hear from the recruiter again.

The job is still up for grabs but is in the negotiation phase for the moment.

Another reason why the recruiter may not have gotten back to you just yet is because they may be in the negotiation phase with another candidate who interviewed first. They will not call and inform you of their decision until that negotiation is complete, as it may end up falling through. If that is what happens, they will either abandon the search, which happens quite often, or they may turn to their second candidate, which may well be you.

While your natural instinct will be to call to find out what is going on to get recruiter updates, this may not be the best approach. Believe it or not, recruiters are very busy people who simply don’t have time to regularly update every person that they contact. When you talk to the recruiter, do all that you can to make a positive impact, as that will make them keep you in mind if this particular opportunity falls through. Most recruiters will eventually call you to make you aware of the final decision made by the company, so just remain patient until that call arrives.

 

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3 Questions Candidates Always Forget to Ask

HMG Success on October 7, 2026

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Lіkе thе fine art оf conversation, interviewing іѕ а two-way process. An interview isn’t intended solely tо hеlр thе employer find thе rіght person fоr thе job; it’s аlѕо аn opportunity fоr thе job seeker tо decide іf thе company аnd position are a good match.

Mоѕt companies wіll give уоu аn opportunity tо аѕk questions during interviews, in fact, уоu ѕhоuld bе inclined tо walk аwау frоm а company if they do not аllоw уоu tо аѕk any. Oftеn, а lot оf questions а candidate hаѕ prepared аrе already covered durіng thе interview, but thеrе аrе bound tо bе оnеѕ уоu саn ѕtіll ask. Whаt уоu choose tо аѕk іѕ vital, аѕ уоu wаnt tо sound intelligent аnd show thаt уоu hаvе bееn listening tо еvеrуthіng thе interviewer hаѕ ѕаіd аbоut thе role, company, services аnd products, аnd team.

Onсе thе interviewer hаѕ finished аѕkіng thеіr questions, don’t breathe а sigh оf relief јuѕt уеt. It’s important tо adopt а positive tone аnd sound enthusiastic, еvеn іf аѕkіng tricky questions ѕuсh аѕ inquiring about management style, аѕ nоt аll interviewers аrе experienced аnd mау find thеmѕеlvеѕ lost fоr words. Thіѕ rarely happens, but уоu nееd tо bе ready tо manage thе situation іn а positive way.

Thе mоrе advanced thе position is, thе mоrе important іt іѕ tо аѕk complex аnd tough questions. Recruitment managers wіll judge уоu аѕ muсh оn thе inquiries уоu mаkе аѕ оn thе responses уоu provide. If уоu don’t аѕk sufficiently detailed questions, іt wіll demonstrate а lack оf initiative аnd leadership qualities thаt а senior-level position demands.

Hеrе аrе three questions thаt уоu саn use fоr уоur nеxt interview (that most candidates forget to ask!):

1 – If I wаѕ gіvеn thе job, hоw dо уоu ѕее thе role evolving?

Thіѕ іѕ а great question bесаuѕе іt helps thе interviewer envisage уоu personally іn thе role. Aѕ thеу explain hоw thе role mіght develop оvеr thе nеxt fеw years, they’re thinking аbоut уоu developing аlоngѕіdе it.

2 – Whаt dо уоu ѕее аѕ thе priorities fоr thіѕ job іn thе fіrѕt thrее months?

Thіѕ аllоwѕ thе interviewer tо gо іntо mоrе detail аbоut whаt thе post асtuаllу requires wіthіn thе fіrѕt couple оf months. It’s а chance fоr уоu tо agree (if appropriate), lооk enthusiastic аnd іf роѕѕіblе еvеn explain whу thоѕе priorities аrе ideally suited tо уоur background.

3 – Hоw dоеѕ mу role fit wіth thе оvеrаll vision аt уоur company?

Nоt оnlу wіll thе answer tо thіѕ question give уоu аnоthеr chance tо outline еxасtlу whу you’d bе perfect fоr thе role, іt аlѕо shows tо thе interviewer уоu аrе aware оf thе bigger picture аnd уоur part іn it. A great question tо аѕk fоr mоrе senior-level travel roles.

Remember tо close thе interview bу summarizing уоur key skills аnd hоw they’re relevant fоr thе job іn question. Alwауѕ find оut thе nеxt steps аnd whеn you’re lіkеlу tо hear bасk. Don’t forget tо thаnk thе interviewer fоr thеіr time аnd kеер smiling!

 

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Can You Answer This “Off-the-Wall” Interview Question?

HMG Success on October 7, 2026

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Going into any interview, it’ expected that you will be asked a series of common interview questions. Things like: “what are your weaknesses”, “why should we hire you”, “why do you want to work here”, “what are your goals”, “why did you leave your past job”, “what can you do for us that other candidates can’t”, “what are three positive things your last boss would say about you”, “what salary are you seeking” and technical questions relevant for the job or to your profile. But, as a smart job seeker, you can also expect and plan for some of the more unusual interview question you may be asked.

Examples off the wall interview questions

There are many odd questions that some interviewers like to pose. You may be asked what would you do if you were the one survivor in a plane crash, what’s your favorite 90s jam, if you woke up and had 2,000 unread emails and could only answer 300 of them how would you choose which ones to answer, who would win in a fight between Spiderman and Batman, if you had a machine that produced $100 dollars for life what would you be willing to pay for it today, what did you have for breakfast, describe the color yellow to somebody who’s blind, if you were asked to unload a 747 full of jelly beans what would you do, and how many people flew out of Chicago last year, among others.

While preparing for a job interview, you need to be ready to face all kinds of odds. Every question being asked has a specific reason and you need to focus on that. The trick is not to answer the question “correctly” but to use it to your advantage, so you can present a certain trait of yours while answering.

For instance, here is an off the wall interview question that can be quite puzzling but it is extremely simple to answer.

“If you were a superhero, what would your superpower be?”

Many job seekers get perplexed and they start imagining Superman, Batman, Iron man, Spiderman, Hulk and Thor or perhaps the more realistic Hawk Eye. The question doesn’t pertain to fictional superheroes but real life superheroes. The question basically pertains to the most special quality you have. Tony Stark may be infamous for his idiosyncrasies but he is Iron Man and it is the suit that makes him the superhero, of course along with his grasp of technology.

If you were a superhero, your superpower has to be your biggest strength. For some people it could be enthusiasm while for some it could be curiosity. For some, it could be knowledge and for others it could be experience. Anything that you think is your most important attribute or strength is the answer.

Want help preparing for your next interview, or need help even finding an interview? Contact the staffing pros at Advance Staffing Solutions today!

 

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New Year, Same Old Hiring Mistakes!

HMG Success on October 7, 2026

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As the saying goes, “Old habits die hard”. This is very true when it comes to many aspects of business, including recruitment practices. Oftentimes the HR team or the recruitment team goes into a New Year wanting to do things better, but keeps falling into the same old ways of doing things. The problem is at this takes away from the effectiveness of the recruitment team and can actually put your company at risk. In order to improve processes this year, here are some recruiting and interviewing behaviors to leave behind.

Not conducting a thorough background check

One of the biggest hiring mistakes that companies can make is not conducting a thorough background check for every single applicant. You cannot take a candidate at face value no matter how professional they look or act during the interview — they could be hiding things in their history. Take the time to call all career references and verify work history and character. Criminal background checks are a must. Failure to do so can put your company at risk and it also caused harm to other employees.

Forgetting to follow up with candidates

Another bad habit to shake in the New Year is forgetting to follow up with candidates. Whether they have applied for a job online or they have been screened by phone for a particular job, please take the time to follow up with candidates at least with a courtesy email. It’s not fair to leave people hanging and it is a measure of goodwill when you respect candidates enough to follow up with them and give them a status update. This goes for sending out rejection letters too.

Selecting candidates based on skills only

It can be tempting to just hire people based on the skills that they list on their resume and those that are proven through assessment tests, but this leaves out a large chunk of candidates who may be otherwise qualified and perfect for a position because of their personalities. Work with a staffing agency to assess the personality and culture event of every candidate before you toss them into the rejection pile.

Hiring under pressure instead of planning staffing needs

Human resources is not meant to put out the fires in our organizations. But often times we find ourselves in the position of having to scramble around to replace a lost employee or to find a large number of workers to cover busy seasons. To make better use of our time and energy it’s important that we develop the habit of planning out our staffing needs by staying in touch with our point of contact managers. By planning ahead it’s possible to augment current staff with temporary workers and create a true succession strategy.

 

 

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HIRING EVENT

HMG Success on October 7, 2026

Monroe Service Center

1531 N. Telegraph Rd. Monroe, MI

 

Wednesday, February 10th, 2016

1pm-4pm

 

             Bring 2 valid forms of ID and a resume

Must be at least 18 years of age

Have a Diploma/GED

Verifiable work experience in the last 12 months

Below are just a few of the positions we are accepting applications for: 

  • Press Operator/Packaging, 1st shift, Dundee, $9/hr
  • Press/Production workers, All shifts, Monroe, $9/hr
  • Janitor, 1st shift, Dundee, $9/hr
  • Customer Service/Packaging, All shifts, One week in Feb, $9/hr
  • General Laborers, 1st & 2nd shifts, Carleton, $9/hr + Overtime
  • Skilled Assembly, 1st shift, Dundee, $14+/hr
  • Welders, 1st shift, Carleton and Dundee, $10-$15/hr
  • Warehouse/Forklift/Quality, 1st/2nd shift, Monroe, $10.60/hr
  • Delivery/Warehouse, 1st shift, Monroe, $10-$12/hr
  • Part-Time Sales/Customer Service, Flex schedule, Monroe, $12-14/hr
  • Assemblers, 3rd shift, Monroe, $13/hr
  • Production, 1st/2nd shift, Blissfield, $10/hr
  • MIG Welder (FCAW/GMAW), Monroe, $14/hr
  • Quality Inspector, 1st shift, Blissfield, $10/hr

 

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