40 Immediate Openings in Rossford!!!

Raza Rauf on June 2, 2016

Advance Staffing Solutions has 40 Immediate Openings!!!

We are having open registration Friday June 3^rd from 8 a.m. – 2 p.m.

We have immediate openings for a Rossford company on 1^st and 2^nd shifts.

These are full time positions Monday – Friday with occasional overtime on Saturday’s.

Qualified candidates must have steel toed boots!

Starting pay $8.10/hr. with possible pay increase after 90 days!

Other positions also available!

Applicants must bring 2 valid forms of identification.

Registration will take approximately 1 – 1 ½ hours to complete!

Save time by completing our online application before registering at: www.advancestaffingsolutions.com

Already Registered? Call our office for details at 419-882-7646.

5800 Monroe St. Building F.

Sylvania, OH 43560

Is “Blind Hiring” Good For Your Workforce?

Raza Rauf on April 15, 2016

In the quest to improve diversity in hiring, companies are turning to “blind hiring” practices, which seeks to eliminate the unique characteristics of candidates before they are considered for employment. The goal of blind hiring is to bring people on board who have the skills to perform certain tasks, and not because of other protected factors such as gender, age, nationality, or region.

Why is blind hiring popular?

In the past, research has shown that managers tend to select candidates who have similar demographic backgrounds as their own. A Fast Company article highlights several university studies that showed that humans are nearly always biased towards their own kind, and this happens on a subconscious level most of the time. Even the mention of a similarity during an interview can elicit warm feelings towards a particular candidate, and the person is chosen even if they are not the best fit for the job.

In blind hiring, these factors are all stripped from candidates.

The following elements are removed or hidden during the initial application phase:

The candidate’s full name and educational background are hidden
The resume may be masked or certain elements of the work history
The candidate’s face may be hidden and voice-altering technology is used in phone interviews
Assessments and skills testing is reserved for hiring purposes
Lower-performing candidates are never presented to decision makers

All of this may seem a bit extreme, but companies that are growing rapidly or expanding operations need to be able to comply with Equal Employment Opportunity and other laws that require fair and diverse hiring.

When determining if blind hiring may be right for your company, ask yourself the following things:

Does your company have an EEOC hiring process in place to hire for diversity?
Over the last six months, has your company tracked the hiring of women and minorities?
Is your company active in closing the gender wage gap and improving hiring transparency?
Are you hiring the same kinds of people or do you hire people based on their unique skills and qualities?

Working with a temporary staffing agency can help your company to get a better grip on hiring for diversity. It takes the responsibility off the company and places it on the staffing agency for securing workers from diverse demographics and backgrounds. If you’re looking for highly qualified candidates, click here to contact Advance Staffing Solutions today!

Is the Candidate Your New Soulmate?

Raza Rauf on February 12, 2016

You stare across the desk into the dreamy eyes of a well-dressed and attractive individual. Then, suddenly your heart and mind starts to race, you get sweaty palms, and you stumble over your words, giggling nervously. Uh, oh? Are you in love?

Sounds a little like dating, right? Sadly, no…this isn’t another Nicholas Sparks movie scene. In reality, you are just another recruiter engaged in an interview with a job candidate.

It can be funny to think about recruitment in terms of the dating game, but it also makes sense. You are presenting a certain brand to try to impress a person you’ve never met before. You smile, shake hands, make small talk, and try to make the other person feel comfortable. You even selected a small, intimate office space where you can get to know the candidate on a deeper level.

How can you know if all of this effort will be worth it? Will you do enough, say all the right things, and get the person to take an interest in what you are pitching – in this case, an opportunity with your company? And then, is this the right person for the company? Do they have the perfect qualities for the job? Will others like this person when you introduce them?

Finding the right hire is like finding your soulmate.

Think about the concept in practical terms. This has to be someone who connects with you and the company brand. An interview is not just a meeting. It’s a chance to exchange meaningful words and energy between you and the
candidate. How well you do this can make a big difference in the way the candidate views the career opportunity. If you are not on your game, the candidate will sense this. If the candidate is turned off, not feeling it, or finds that they are not all that interested – things are bound to end up not working out.

When you interview candidates, think about the interpersonal skills you have. Can they be improved upon? Are you seeking that perfect candidate with every work order you try to fill or are you merely hiring based on shallow traits? Don’t settle. Hire the best person for every job and think about this as a start of a new and beautiful relationship.

New Year, Same Old Hiring Mistakes!

Raza Rauf on January 29, 2016

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.

How to Hire the Best of December’s New Grads

Raza Rauf on January 8, 2016

New grads don’t have a uniform approach to seeking jobs. Some grads would prefer to work for large companies while some would be happy enough if they get a job. Usually, the best grads will be selective and they wouldn’t have to reach out to many companies because the companies will reach out to them. If you want to hire the best of December’s new grads, then you must have a strategy. You cannot expect the best grads to walk in for interviews, unless your company is a brand that is high on the list of preferred organizations to work for.

Here are a few strategies that can help you to hire the best of December’s new grads:

Roll out an internship program for undergrads. This is the best policy to hire talent at affordable wages or stipends. You would be able to assess the potential of undergrads. There are many grads who have otherwise done well in their exams and may have some accolades from their colleges or universities but whether or not they are ready for the jobs being offered is a different context altogether. By having interns and then hiring them when they graduate, you would know exactly who you are hiring, what their strengths and weaknesses are. Grads too would prefer this as they can have some continuity in their career. There is an increasing difference between educated youth and those who are educated and ready for the professional challenges.
Campus placements or onsite job interviews are instrumental if you wish to hire the best of December’s new grads. Every year, major companies fan out across the length and breadth of the country and try to tap the best talent in respective niches. As a company, you must target the relevant universities and conduct campus placements. You can work with the career center at a college or some students associations to facilitate such arrangements. You can conduct job fairs at colleges to generate some interest.
There are many staffing agencies or recruitment companies that specialize in hiring graduates. You can contract such recruitment firms that will send you a select collection of resumes of new grads who have the potential to work in the specific jobs you have to offer. These recruitment firms know exactly where to source the best grads from and will tick the checkboxes or criteria you have. Advance Staffing Solutions keeps a pulse on the top graduates and helps them find matching careers in the fields of their choice.

Need help hiring new grads, or any new candidates? Contact Advance Staffing Solutions today and let us place your next superstar employee tomorrow.

Advance Staffing Solutions Can Help You Succeed in the New Year

Raza Rauf on December 31, 2015

Employers in the northwest Ohio and southeast Michigan regions – listen up! 2016 can be an outstanding year for your staffing and recruitment goals. Maybe last year wasn’t so stellar and you have discovered some skill gaps, have lost a few great employees, or are ready to expand operations now. There’s no need to go it alone. Advance Staffing Solutions has the solutions to help your organization succeed in the New Year.

Here’s a rundown of the recruitment services and support we offer at Advance Staffing Solutions:

• 24/7 live staffing support from a team of experienced and committed recruitment professionals. Your business doesn’t top at 5 pm, so why settle for anything less?
• On-demand staffing support for short term and long term needs. Got a staffing emergency or need last minute help for a special project? No problem – just get in touch!
• Let us send a staffing coordinator to work onsite to manage your temporary workforce. No more worry over how to augment your current team with temps – we can handle all the responsibility for you.
• Strategic support for your human resource functions. When you outsource to Advance Staffing Solutions, you can count on us to help you streamline your HR operations so that you get the maximum ROI.
• Human resources consulting is just a phone call away. Advance Staffing Solutions offers HR consulting and guidance on any area of your personnel department. From workforce training and optimizing skills to recruitment, retention and employee engagement support – we can handle it all.
• Candidate screening is our specialty. Advance Staffing Solutions pre-screens all candidates using a secure system and we have risk management in mind. Our process includes resume screening, interviewing, personal background checks, skills testing, reference checks, criminal check, and drug and alcohol testing. We can even coordinate your interview schedule.
• Outplacement services for departing employees are simple. Advance Staffing Solutions offers career counseling, testing, assessments, training, interview coaching, and referrals to help employees who are leaving to prepare for their next career adventure.
• Professional Employer Organization (PEO) and payroll management is a snap. We can provide payroll and benefit administration services to your company, so that the liability is shouldered by our company and not yours.
• Flexible staffing solutions include direct placement, temp to perm, and temporary assistance. Let us source and screen the perfect candidates for your company so that you can reach corporate goals this year.

Get in touch with the caring staffing professionals at Advance Staffing Solutions today for more information about these services and more.

Use a Personal Brand to Start Attracting Top-Tier Candidates

Raza Rauf on November 23, 2015

It’s common for companies to think that their corporate brand is more important than their personal brand. Well this might be true for a large well-known brands, for a smaller company the personal brand is part of the corporate brand. Therefore, it’s up to every business to develop a strong personal brand in order to attract high performance candidates.

Here are some ways to start building an outstanding personal brand that will help your company reel in the best employees.

Understand what your brand is about

Your personal corporate brand is essentially what your company stands for, what it’s known for, and how the company is unique in the market. It’s not about being the best, but about being recognizable to the world. Keep this in mind when developing your brand for recruitment purposes.

Why would anyone want to work for your company?

The goal of a personal brand is to convince top tier candidates to get excited about coming to work for you. Think of what it will take to get people thinking about your company as an employer of choice. Could it be the great career opportunities, the above average salaries and benefits, or just the unique work environment you offer?

What kind of impression the company makes

From the moment that candidates are checking out a company for a potential job, they are subtly being exposed to the brand. Verify that your brand makes a positive impression on candidates as they review job openings, the career portal, news and marketing content, and more.

Personal branding with a partner

It’s possible to give your personal business brand a boost by partnering with a company that has an outstanding brand already. A staffing agency, like Advance Staffing, can elevate your business brand because we have a great reputation that thousands of candidates already know about. When we represent you as a client to our high performance job seekers, your business will shine.

Use the above tips when developing a strong brand that will impress the most desirable candidates for your company.

Choose Staffing as a Career and Love What You Do

Raza Rauf on November 6, 2015

Our mission at Advance Staffing Solutions is to become a true resource to our client and candidate partners for general hiring and recruiting, and executive search recruitment. We work hard to provide innovative staffing services to our employers and opportunity to our candidates. We create a fun and challenging workplace where we continue to learn daily, achieve success and grow our business.

As a growing business, Advance Staffing Solutions has internal positions available. If your are looking for a meaningful and rewarding career, please email your resume to stacey@advancestaffingsolutions.com. We have opportunities in sales and recruiting in NW Ohio and SE Michigan.

Learn more about an exciting career in the staffing and recruiting industry.

Should You Consider Relocating For a New Career?

Raza Rauf on November 3, 2015

If you’ve been looking for a new career in Detroit for a few months, you may have noticed a great many opportunities in other regions and states that appeal to you. But, some of these locations are many hours away from where you live now so it may seem impossible to even consider jobs like this – or is it? Is relocating for a new career something you should do soon? Here’s how to evaluate where your life is and if a cross-country job relocation is in the picture.

Would the career offer you a substantially improved path to career growth and a better lifestyle?

One of the main reasons you would want to even think about relocating for a new job is because you will be able to fast track your career growth, and your lifestyle in the process. For example, does the company offer progressive promotions, employee training and development, and does the region end itself to a more comfortable or convenient daily life?

Is the salary and benefits reasonable given the cost of living in that region?

You will want to carefully evaluate any type of job out there based on the cost of living for the area vs. the salary and benefits offered by companies. Sure the salary might be twice what you are earning now, but if you cannot even make your rent payments, then there’s no use. Large metropolitan areas tend to be a lot more expensive to live in than the suburbs.

How would a move like this impact other people in your life?

Are you married, have children, what about parents or grandparents you care for? Before thinking about moving to another area, you have to consider what this kind of move could do for them, or if it may make things more difficult. If you can justify that you and your dependents would be better off in a new region (better schools, health care, safety, etc.), then this could be a good move.

Does the company offer support or reimbursement for a relocation?

It’s very important to read all the fine details of any job listing or offer before agreeing to relocate. Any decent company will offer to pay for moving and relocation expenses, including providing access to affordable temporary housing while transition. If a company says that they will reimburse you, plan on spending a great deal of your savings to move.

Are there comparable jobs available in your current region?

Before you think about relocating for a new job, take the time to register with a Detroit staffing agency in your industry and see what opportunities that they can place you with. Many companies avoid direct hiring, which is why you may not be hearing about job opportunities. It could be a better ideas to use a staffing agency to try on a few jobs before you settle on an expensive and life altering move across country.

Referral Contest – Win Thanksgiving Dinner on us!

Raza Rauf on October 5, 2015

Refer a friend and when they complete our application process

You will be entered in a drawing for a Thanksgiving Dinner Gift Basket that includes a gift certificate for a turkey & all the ingredients for side dishes and dessert!

Applicant must register at one of our Branch Offices between the dates of October 5th – November 13^th.

(apply on-line or call branch for appointment time)

Drawing will be held on Monday, November 16th

** In addition to this referral bonus you will also be eligible for our regular $25 referral bonus**

(To qualify for the $25 referral bonus the applicant or employee must complete 80 hours of work)

www.advancestaffingsolutions.com

5 Ways To Find Hardworking Millennials

Raza Rauf on August 18, 2015

Millennials are overtaking the workforce as baby boomers continue to retire, which is why companies are trying to find new ways to land hardworking millennials. Some are incredibly easy to find because they work internships with a company before receiving an offer of employment. Others might not be so easy to find because they do not want to be found, or are not actively looking for a new job. Use these five tips for finding hardworking millennials.

Check Their Hunger for a Job

One of the best ways to find a hardworking millennial is to check their hunger for a job. There are millennials out there who accept an entry-level job and then walk away from it two weeks to one month later because they feel that they are above the work they are doing, simply because of where they went to school. In order to avoid this type of behavior and attitude, you must perform a hunger check. Tell the candidate up front that they will be doing entry-level work, and if the conversation ends, so be it. If it doesn’t, you might have someone hungry for the job.

Brutal Honesty During the Interview Works

The second method to finding hardworking millennials is to be brutally honest with the candidate during the job interview. Explain to the candidate exactly what the job entails, what you don’t want at your office and what you do expect at the office in terms of behavior and attitude. If the candidate is still sitting there at the end of your speech, they must really want the job.

Be Open to Shaking Things Up

There are companies out there that love employing millennial workers because they know how to handle them. They are open to shaking things up at work. There is nothing wrong with being a fair boss who is also tough on employees. It is one of the best ways to get strong work from employees. In some instances, you have to be like a tough parent with millennials in order for them to perform at the levels they are truly capable of.

Candidates Show Themselves in Interviews

Whether you know it or not, candidates will show their true selves during job interviews. Even if you think they are putting on an act simply to impress you and receive the offer, at some point they will show you who they truly are. If this is the case, and it scares or frightens you, do not hire that candidate. You will only live to regret the decision.

Help Millennials Advance

Do your best to help millennials advance when you find strong ones, even if it means they climb the corporate ladder at a different company. This will help your company build a strong reputation for taking care of employees, which will make it easier to recruit top talent in the future.

Try to use all five of these methods in order to bring in the best talent possible for your company. If you need more help finding and bringing talented millennials or other employees into your workplace, contact Advance Staffing Solutions today!

When is the Right Time to Start Planning Your Hiring?

Raza Rauf on July 23, 2015

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

Look at the Present Workforce

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

Develop a Plan That Meets Two Needs

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

Perform an Analysis of Jobs at Your Company

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

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